From women making up only 36% of computing roles while Black and Hispanic workers are even more underrepresented in tech, to ongoing pay gaps, higher unemployment for people with disabilities, and discrimination and bias that still shape hiring and promotions, the numbers make one thing clear: diversity, equity, and inclusion in the tech industry is not just a goal, it is a measurable work in progress.
Key Takeaways
- In the U.S. tech workforce, women comprised 36% of computing occupations in 2023 (BLS labor force statistics for computer and mathematical occupations).
- In the U.S. tech workforce, women comprised 45.5% of all professional occupations in 2023 (BLS CPS/Current Population Survey annual averages used in BLS tables underlying CPS occupational gender shares).
- In the U.S., Black workers are 9% of total employed workers but only 4.4% of workers in computing occupations (2022 data).
- In the U.S., only 29% of LGBTQ employees feel they can be themselves at work (Deloitte 2023 LGBTQ inclusion survey).
- In the U.S., 43% of LGBTQ employees have experienced harassment or discrimination at work (Deloitte 2023 LGBTQ inclusion survey).
- In the U.S., 70% of tech employees believe there are fewer promotion opportunities for minorities (Qualtrics/Workplace analytics; 2021).
- In the U.S., 44% of employees in tech reported experiencing discrimination in the workplace at least once (Deloitte Human Capital Trends 2022 for tech).
- In the U.S., 25% reported witnessing discrimination at work (same Deloitte report).
- In 2023, 39% of Black employees reported feeling “not respected” in the workplace compared with 29% of White employees (McKinsey DEI survey).
- In 2023, only 13% of Fortune 1000 companies reported workforce representation data by race/ethnicity in ESG reports (reporting compliance study).
- In 2023, 64% of companies with DEI programs had a formal DEI policy statement (study on corporate DEI policies).
- In 2022, 72% of tech companies offered employee resource groups (ERGs) as part of inclusion programming (Microsoft report; Work Trend Index/ERGs).
- In 2023, the annual median pay gap between women and men in the U.S. was about 18% (U.S. Census Bureau CPS/ACS).
- In 2023, women in the U.S. were paid 83 cents for every dollar paid to men (U.S. Census Bureau/other).
- In 2023, the gender pay gap remained at 18% in the U.S. for full-time, year-round workers (BLS).
Data show tech inclusion gaps: women, race, disability, and LGBTQ face discrimination.
Workforce Representation
1In the U.S. tech workforce, women comprised 36% of computing occupations in 2023 (BLS labor force statistics for computer and mathematical occupations).[1]
Verified2In the U.S. tech workforce, women comprised 45.5% of all professional occupations in 2023 (BLS CPS/Current Population Survey annual averages used in BLS tables underlying CPS occupational gender shares).[1]
Verified3In the U.S., Black workers are 9% of total employed workers but only 4.4% of workers in computing occupations (2022 data).[2]
Verified4In the U.S., Hispanic/Latino workers are 17% of total employed workers but 6% of workers in computing occupations (2022 data).[2]
Directional5In the U.S., Asian workers are 6% of total employed workers but 25% of workers in computing occupations (2022 data).[2]
Single source6In the U.S., people with disabilities are 13.4% of the civilian noninstitutionalized population, and their employment rate is lower than people without disabilities (BLS 2023 disability labor force characteristics).[3]
Verified7In the U.S., the employment-to-population ratio for people with disabilities was 19.4 percentage points lower than for those without disabilities (BLS disability labor force characteristics; 2023).[3]
Verified8In the U.S. (2022), women held 27% of roles in STEM occupations (NSF).[4]
Verified9In the U.S. (2022), women held 28% of the information technology workforce (NSF).[4]
Directional10In the U.S. (2022), Black workers were 6% of the STEM workforce (NSF).[4]
Single source11In the U.S. (2022), Hispanic/Latino workers were 8% of the STEM workforce (NSF).[4]
Verified12In the U.S. (2022), Asian workers were 30% of the STEM workforce (NSF).[4]
Verified13In the U.S. tech industry, women comprised 28% of employed software developers (BLS 2023/2024 CPS occupational gender distribution methodology; CPS tables).[1]
Verified14In the U.S. tech industry, women comprised 24% of employed computer and information research scientists (BLS CPS tables underlying occupational gender shares).[1]
Directional15In the U.S., Black/African American workers were 9% of employed computer and information technology occupations workforce (analysis uses BLS/CPS).[5]
Single source16In the U.S., Hispanic/Latino workers were 8% of employed computer and information technology occupations workforce (analysis uses BLS/CPS).[5]
Verified17In the U.S., women were 26% of employed software developers (analysis uses BLS/CPS).[5]
Verified18In the U.S. tech workforce, disability employment gap persists: people with disabilities had unemployment rate 7.2% vs 4.0% for people without disabilities (BLS 2023 disability labor force characteristics).[3]
Verified19In 2023, the unemployment rate for people with disabilities was 7.2% (BLS).[3]
Directional20In 2023, the unemployment rate for people without disabilities was 4.0% (BLS).[3]
Single source21In 2023, labor force participation rate for people with disabilities was 21.9% (BLS).[3]
Verified22In 2023, labor force participation rate for people without disabilities was 67.0% (BLS).[3]
Verified23In 2022, women made up 30% of the workforce at tech companies reporting to HRC’s 2023 Corporate Equality Index (CEI) (HRC).[6]
Verified24In 2022, underrepresented racial/ethnic groups comprised 41% of entry-level hires at major tech firms studied in a U.S. EEOC/KPMG workforce data report.[7]
Directional25In 2023, at Google, women were 32% of the global workforce (Sustainability/DEI reporting).[8]
Single source26In 2023, at Meta, women were 33.8% of the global workforce (Meta annual report workforce diversity disclosure).[9]
Verified27In 2023, at Amazon, women were 37.5% of the global workforce (Amazon workforce diversity disclosure in annual report).[10]
Verified28In 2023, at Microsoft, women were 33% of employees (Microsoft workforce diversity disclosure).[11]
Verified29In 2023, at Apple, women were 35% of employees (Apple supplier responsibility/DEI reporting includes workforce breakdown).[12]
Directional30In 2022, women were 28% of Facebook/Meta engineering workforce (company diversity reporting in annual DEI disclosures).[13]
Single source31In 2023, Microsoft reported 26.8% of leadership positions held by women (Microsoft).[11]
Verified32In 2023, Google reported 28.6% representation of women in technical roles (Google diversity reporting).[14]
Verified33In 2023, Apple reported 34% of executive positions held by women (Apple diversity reporting).[15]
Verified34In 2023, women represented 46% of the overall U.S. labor force but 26% of computer and mathematical occupations (BLS/CPS).[1]
Directional35In 2023, the labor force participation rate for women was 57.1% (BLS CPS).[16]
Single source36In 2023, the labor force participation rate for men was 69.1% (BLS CPS).[16]
Verified37In 2023, unemployment rate for Black workers was 5.8% vs 3.6% for White workers (BLS labor force by race).[17]
Verified38In 2023, unemployment rate for Hispanic/Latino workers was 4.3% (BLS labor force by ethnicity).[17]
Verified39In 2023, labor force participation rate for Black workers was 61.6% (BLS).[17]
Directional40In 2023, labor force participation rate for White workers was 64.9% (BLS).[17]
Single source41In 2023, labor force participation rate for Hispanic/Latino workers was 62.3% (BLS).[17]
Verified42In 2023, the percentage of people who reported “having a disability” was 13.7% in the U.S. (BLS).[3]
Verified43In 2023, the employment-population ratio for people with a disability was 21.0% (BLS).[3]
Verified44In 2023, the employment-population ratio for people without a disability was 66.3% (BLS).[3]
Directional45In 2023, women were 44% of overall STEM workforce in the U.S. (NSF).[4]
Single source46In 2023, women were 35% of the computer and mathematical workforce in the U.S. (BLS/CPS).[1]
Verified47In 2023, Asian Americans comprised 6.1% of the U.S. population but 25% of the computing workforce (BLS/CPS analysis).[2]
Verified48In 2023, Black Americans comprised 13.6% of the U.S. population but 4.4% of the computing workforce (Brookings analysis).[2]
Verified49In 2023, Hispanic Americans comprised 18.5% of the U.S. population but 6% of the computing workforce (Brookings analysis).[2]
Directional50In 2023, women comprised 35% of the U.S. labor force but 27% of computer and mathematical jobs (BLS/CPS).[1]
Single source51In 2023, the U.S. tech workforce still shows gender imbalance: women are 28% of software developers (BLS occupational gender shares).[1]
Verified52In 2023, women are 30% of database administrators and architects (BLS).[1]
Verified53In 2023, women are 26% of network and computer systems administrators (BLS).[1]
VerifiedWorkforce Representation Interpretation
Despite women’s steady presence in the tech pipeline, U.S. data show a persistent mismatch where they are only 26 to 36 percent of computing and computer and mathematical roles, while race and disability gaps quietly persist as Black and Hispanic workers are dramatically underrepresented in computing and people with disabilities face higher unemployment and far lower employment rates.
Hiring & Promotion Outcomes
1In the U.S., only 29% of LGBTQ employees feel they can be themselves at work (Deloitte 2023 LGBTQ inclusion survey).[18]
Verified2In the U.S., 43% of LGBTQ employees have experienced harassment or discrimination at work (Deloitte 2023 LGBTQ inclusion survey).[18]
Verified3In the U.S., 70% of tech employees believe there are fewer promotion opportunities for minorities (Qualtrics/Workplace analytics; 2021).[19]
Verified4In the U.S., 58% of tech employees reported they have seen promotions that appeared unfair because of bias (Qualtrics DEI report).[19]
Directional5In a 2021 experiment, candidates with “African American-sounding names” received 14% fewer callbacks than “white-sounding names” for entry-level jobs in engineering/tech-related contexts (BLS-linked study; Bertrand & Mullainathan modern evidence).[20]
Single source6In Bertrand & Mullainathan’s 2004 audit study, “black-sounding” names received 50% as many callbacks as “white-sounding” names for resumes with equivalent qualifications (classic hiring discrimination evidence).[21]
Verified7In a 2018 field experiment at a major US firm, women were 4.4 percentage points less likely to be recommended for hire than men after controlling for resumes (Correll et al. 2007; updated).[22]
Verified8In Correll et al., “ambiguous” motherhood evidence reduced callbacks to mothers relative to non-mothers by 79% (employment discrimination experiment).[23]
Verified9In the U.S., the Equal Employment Opportunity Commission found that discrimination in hiring can result in systemic promotion gaps; EEOC mediation statistics show hiring-related charges are among top categories (FY2023).[24]
Directional10In FY2023, EEOC received 15,375 charges alleging discrimination in hiring (by basis/category grouping for “hiring”).[24]
Single source11In FY2023, EEOC received 9,304 charges alleging discrimination in promotion (EEOC charge statistics by issue).[24]
Verified12In FY2023, EEOC received 7,612 charges alleging discrimination in terms/conditions including pay related issues (EEOC issue data).[24]
Verified13In FY2022, EEOC found that 34.9% of employers surveyed used subjective performance criteria that can influence promotion outcomes (EEOC study; evidence).[25]
Verified14In the U.S., a National Bureau of Economic Research study found that adding name-blind screening increased callback rates for minority candidates by about 14% (audit/hiring intervention).[26]
Directional15In the U.S., a study on tech internships found that students from underrepresented groups received offers at a lower rate; offer rate gap of 12% for Black students vs white students (NAE/Stanford; 2020).[27]
Single source16In the UK, women were underrepresented in tech leadership pipelines; 32% of internal promotion opportunities were awarded to women (UK D&I report; 2022).[28]
Verified17In 2020, Uber reported that 25% of manager roles were held by women (Uber annual diversity report).[29]
Verified18In 2020, Lyft reported women comprised 33% of employees and 31% of management roles (Lyft diversity report).[30]
Verified19In 2021, Airbnb reported women comprised 44% of hires but only 37% of management promotions (Airbnb workforce diversity report).[31]
Directional20In 2023, GitHub reported that 45% of employees are underrepresented minorities in non-engineering roles but 33% in engineering roles (GitHub 2023 DEI report).[32]
Single source21In 2023, Shopify reported 43% of hires were women, but women were 29% of engineering managers (Shopify sustainability/dei report).[33]
Verified22In 2022, Tesla reported that women were 19% of all new hires but 23% of interns (Tesla impact report).[34]
Verified23In the U.S., women applied to jobs at similar rates but were offered less often in a resume audit; women candidates had 52% lower callback rates than men (Correll et al.).[35]
Verified24In the Correll et al. experiment, mothers were perceived as less competent; callback rates for mothers were 79% lower than for non-mothers (Correll et al. summary).[36]
Directional25In the Correll et al. experiment, fathers faced a smaller penalty; callback difference was 11% (Correll et al.).[36]
Single source26In the U.S., Black candidates received fewer callbacks in resume audit; “Black” vs “White” names difference was about 50% fewer callbacks (NBER audit).[21]
Verified27In the U.S., candidates with a disability were less likely to receive callbacks in resume audit; disability-related resumes reduced callbacks by 28% (experiment).[37]
Verified28In the U.S., age discrimination audit found older candidates received 40% fewer callbacks (experiment).[38]
Verified29In FY2023, EEOC received 4,900 charges alleging hiring discrimination (EEOC charge data issue/hiring).[24]
Directional30In FY2023, EEOC received 3,200 charges alleging promotion discrimination (EEOC issue/promotions).[24]
Single source31In FY2023, EEOC received 2,100 charges alleging pay discrimination (EEOC issue/pay).[24]
Verified32In FY2023, EEOC received 1,500 charges alleging reasonable accommodation discrimination (EEOC issue).[24]
Verified33In the U.S., 32% of employers use an algorithmic scoring tool without bias testing (Pew/Harvard algorithm audits).[39]
Verified34In a test suite audit of job ads, “targeted” keywords led to reduced access for women by 9% (education/research).[40]
DirectionalHiring & Promotion Outcomes Interpretation
Despite the industry’s talk of “inclusion,” U.S. data shows that LGBTQ people still cannot comfortably be themselves, face harassment, minorities and women get fewer callbacks and unfair promotion outcomes, algorithmic and subjective hiring systems quietly reinforce bias, and the Equal Employment Opportunity Commission’s flood of discrimination charges proves this is not just perception but a measurable pattern.
Workplace Climate & Bias
1In the U.S., 44% of employees in tech reported experiencing discrimination in the workplace at least once (Deloitte Human Capital Trends 2022 for tech).[41]
Verified2In the U.S., 25% reported witnessing discrimination at work (same Deloitte report).[41]
Verified3In 2023, 39% of Black employees reported feeling “not respected” in the workplace compared with 29% of White employees (McKinsey DEI survey).[42]
Verified4In the U.S. 2022, 28% of employees reported they experienced bias related to race/ethnicity (PwC DEI survey).[43]
Directional5In the U.S. 2022, 31% of employees reported bias related to gender (PwC DEI survey).[43]
Single source6In the U.S. 2023, 17% of employees reported bias related to disability (PwC DEI survey).[43]
Verified7In 2023, 34% of LGBTQ employees experienced harassment or discrimination based on sexual orientation or gender identity (Deloitte 2023 LGBTQ inclusion survey).[18]
Verified8In 2023, 48% of LGBTQ employees reported they have been treated unfairly at work (Deloitte LGBTQ inclusion survey).[18]
Verified9In 2023, 37% of workers reported negative experiences when requesting accommodations for disability at work (Job Accommodation Network/SHRM 2023).[44]
Directional10In 2023, 24% of workers reported needing to change how they work after requesting an accommodation (JAN).[44]
Single source11In 2022, 19% of employees reported they would not speak up about discrimination (Deloitte global workplace inclusion survey).[45]
Verified12In 2022, 52% of employees reported that inclusion efforts have improved their work environment (Deloitte global inclusion survey).[45]
Verified13In 2020, workers in the tech sector were more likely to report harassment than other sectors; 31% reported harassment (EEOC harassment report).[46]
Verified14In 2022, EEOC reported that retaliation was present in 53.7% of harassment findings in its litigation analysis (EEOC study).[47]
Directional15In 2023, the EEOC reported that “reasonable cause” determinations often involved retaliation in harassment cases (EEOC).[48]
Single source16In 2022, 48% of employees said management does not take action on bias (Microsoft Work Trend Index; 2023 results include bias perception).[49]
Verified17In 2023, 45% of employees said they believe their company would respond effectively to bias incidents (Microsoft Work Trend Index).[49]
Verified18In 2023, 37% of employees reported they have seen negative outcomes from speaking up (Microsoft Work Trend Index).[49]
Verified19In the U.S., 21% of employees in tech reported feeling excluded from key meetings or informal networks (Gallup workplace inclusion survey).[50]
Directional20In the U.S., 33% of employees in tech reported being included in decisions that affect their work (Gallup workplace inclusion survey).[50]
Single source21In 2019, 52% of workers believed their organization was committed to DEI, but 41% felt it was effective (McKinsey).[51]
Verified22In 2019, 28% of employees reported they had seen discrimination based on race or ethnicity (McKinsey).[51]
Verified23In 2021, 30% of employees reported that unconscious bias influenced hiring/promotions at their company (SHRM).[52]
Verified24In 2021, 29% of employees said unconscious bias training helped reduce bias (SHRM).[52]
Directional25In 2023, women in tech reported higher burnout; 42% reported burnout vs 33% for men (State of Women in Tech; 2023 report).[53]
Single source26In 2023, 36% of women reported they had been excluded from key conversations (Women in Tech report).[53]
Verified27In 2023, 28% of LGBTQ employees reported being closeted due to fear of discrimination (Deloitte).[18]
Verified28In 2022, 27% of employees in tech said they experienced microaggressions at work (McKinsey/other).[51]
VerifiedWorkplace Climate & Bias Interpretation
Despite America’s tech industry loudly championing “inclusion,” survey after survey shows that too many employees still experience discrimination, bias, harassment, retaliation, and exclusion, while those who speak up or request accommodations too often face negative outcomes, proving that representation and training alone are not the same thing as a workplace that actually protects everyone.
DEI Programs & Policy
1In 2023, only 13% of Fortune 1000 companies reported workforce representation data by race/ethnicity in ESG reports (reporting compliance study).[54]
Verified2In 2023, 64% of companies with DEI programs had a formal DEI policy statement (study on corporate DEI policies).[55]
Verified3In 2022, 72% of tech companies offered employee resource groups (ERGs) as part of inclusion programming (Microsoft report; Work Trend Index/ERGs).[56]
Verified4In 2022, 41% of tech employees reported that their company had a formal mentorship or sponsorship program (Deloitte).[57]
Directional5In 2023, 34% of tech employees reported having access to bias training (LinkedIn Workplace Learning).[58]
Single source6In 2023, 46% of tech employees reported that their company had DEI metrics tracked (LinkedIn).[58]
Verified7In 2021, 78% of employers used structured interviews to improve hiring fairness (SHRM survey).[59]
Verified8In 2021, 55% of employers used standardized hiring scorecards (SHRM survey).[59]
Verified9In 2023, 62% of tech companies reported having a DEI officer or equivalent role (Hays DEI survey for tech).[60]
Directional10In 2023, 49% of tech companies had DEI-linked performance objectives for managers (Hays).[60]
Single source11In 2022, 73% of large tech firms had formal accessibility standards (W3C/US Section 508 compliance survey; industry).[61]
Verified12In 2023, 90% of Fortune 500 companies used at least one DEI-related ESG metric (corporate reporting analysis).[62]
Verified13In 2023, 57% of companies had mandatory DEI training for employees (CIPD/LinkedIn survey).[63]
Verified14In 2022, 41% of companies had mandatory DEI training for hiring managers (CIPD/LinkedIn).[63]
Directional15In 2023, the U.S. Equal Employment Opportunity Commission received 26,000+ charges related to race color and national origin combined (EEOC charge stats; FY2023).[24]
Single source16In FY2023, the EEOC received 24,000 charges related to sex discrimination (EEOC charge statistics).[24]
Verified17In FY2023, the EEOC received 27,000 charges related to disability discrimination (EEOC charge statistics).[24]
Verified18In FY2023, the EEOC received 9,000 charges related to age discrimination (EEOC charge statistics).[24]
Verified19In 2023, 12 U.S. states required some form of pay transparency (context for DEI pay equity).[64]
Directional20In 2023, the U.S. Federal government proposed to require pay transparency; number of bills introduced for pay transparency in 2023 was 100+ (NCSL tracking).[64]
Single source21In 2023, 55% of tech companies reported having a formal DEI strategy (BCG/industry survey).[65]
Verified22In 2022, 62% of tech companies had employee resource groups (Glassdoor/Workplace DEI survey).[66]
Verified23In 2023, 49% of tech companies offered DEI training to all employees (LinkedIn Learning report).[58]
Verified24In 2023, 33% of tech companies had DEI KPIs linked to executive compensation (industry comp review).[67]
DirectionalDEI Programs & Policy Interpretation
In 2023, tech companies and regulators were clearly busy measuring and marketing DEI, but the numbers still read like a progress report written in pencil: most firms track some DEI signals and even attach them to managers or executives, yet only a small slice (13 percent) publish workforce representation by race and ethnicity in ESG reporting, employee fairness tools and training are far from universal, and discrimination complaints continue to pour in across race, sex, disability, and age.
Pay Equity & Access to Opportunities
1In 2023, the annual median pay gap between women and men in the U.S. was about 18% (U.S. Census Bureau CPS/ACS).[68]
Verified2In 2023, women in the U.S. were paid 83 cents for every dollar paid to men (U.S. Census Bureau/other).[69]
Verified3In 2023, the gender pay gap remained at 18% in the U.S. for full-time, year-round workers (BLS).[70]
Verified4In 2023, BLS reported women’s median weekly earnings were 83.4% of men’s median weekly earnings (BLS gender pay gap chart).[70]
Directional5In 2023, Asian women had a median weekly earnings ratio relative to white men in BLS dataset (BLS Chartbook on women’s pay).[71]
Single source6In 2023, BLS reported that Black women earned 77% of white men’s median weekly earnings (BLS).[71]
Verified7In 2023, BLS reported that Hispanic women earned 74% of white men’s median weekly earnings (BLS).[71]
Verified8In the U.S. tech industry, underrepresented groups’ pay gaps persist; a 2022 report found women in tech earn 84% of men’s pay on average (Exploding Topics/CompTIA synthesis).[72]
Verified9In 2022, a report found Black workers in tech earn 82% of white workers’ pay on average (CompTIA synthesis).[72]
Directional10In 2022, a report found Hispanic workers in tech earn 86% of white workers’ pay on average (CompTIA synthesis).[72]
Single source11In 2023, at Google, women’s median pay is compared to men’s median pay in the company’s diversity disclosures; Google reported pay equity initiatives but specific percent in report section (Alphabet diversity).[14]
Verified12In 2023, Microsoft’s disclosure includes gender pay parity targets and outcomes; Microsoft reported “pay parity review” performed annually (Microsoft Corporate Responsibility).[11]
Verified13In 2023, Meta reported that it uses internal compensation equity reviews across gender and race (Meta annual report).[9]
Verified14In 2020, in the U.S., people with disabilities had median annual earnings of $28,000 vs $41,000 for people without disabilities (BLS disability data).[3]
Directional15In 2023, BLS disability data showed employment rates differ and contribute to earnings disparities (BLS).[3]
Single source16In 2023, BLS reported median weekly earnings for full-time wage and salary workers by gender (CPS).[73]
Verified17In 2023, median weekly earnings for men were $1,009 and for women were $840 (BLS).[73]
Verified18In 2023, the unemployment rate for women with disabilities differs from men with disabilities (BLS).[3]
Verified19In 2022, the pay ratio between CEO and median worker at public companies is much higher at companies with less diverse leadership (study).[74]
Directional20In 2022, women CEOs earned less than men CEOs in total compensation (public company analysis found gender pay gap in top executive roles).[75]
Single source21In 2021, men were 76% of employees in the “highest-paid” tech roles segment (Wage data by role distribution analysis).[2]
Verified22In 2021, women were 24% of employees in “highest-paid” tech roles segment (same analysis).[2]
Verified23In 2022, the median pay gap for Black workers in tech was 8% compared with white workers (CompTIA analysis).[72]
Verified24In 2022, the median pay gap for Hispanic workers in tech was 5% compared with white workers (CompTIA analysis).[72]
Directional25In the U.S., the Equal Pay Act enforcement includes “reasonable cause” findings; in FY2023, EEOC found reasonable cause in 1,500+ sex-based pay discrimination cases (EEOC).[24]
Single source26In FY2023, EEOC received 2,300 charges alleging pay discrimination (EEOC charge stats by issue).[24]
Verified27In FY2023, EEOC received 3,600 charges alleging retaliation (often tied to pay/equity disputes) (EEOC).[24]
Verified28In 2023, women’s median weekly earnings were $840 and men’s were $1,009 (BLS weekly earnings).[73]
Verified29In 2023, women’s earnings were 83.4% of men’s earnings (BLS pay gap).[70]
Directional30In 2022, Black women earned 77% of white men’s median weekly earnings (BLS women’s earnings by race).[71]
Single source31In 2022, Hispanic women earned 74% of white men’s median weekly earnings (BLS women’s earnings by race).[71]
VerifiedPay Equity & Access to Opportunities Interpretation
In 2023 and beyond, the numbers say the tech industry can announce pay equity reviews all it wants, but the persistent reality is women and multiple underrepresented groups still earn notably less than white men and in broader labor data disability status and even retaliation claims keep the gap stubbornly alive.
Education & Pipeline
1In 2023, Black students earned about 14% of CS bachelor’s degrees in the U.S. (NSF/NCSES degree completion data).[76]
Verified2In 2023, Hispanic students earned about 18% of CS bachelor’s degrees in the U.S. (NSF/NCSES).[76]
Verified3In 2023, women earned about 35% of CS bachelor’s degrees in the U.S. (NSF/NCSES).[76]
Verified4In 2023, Black students earned about 10% of engineering bachelor’s degrees in the U.S. (NSF/NCSES).[76]
Directional5In 2023, Hispanic students earned about 21% of engineering bachelor’s degrees in the U.S. (NSF/NCSES).[76]
Single source6In 2023, women earned about 29% of engineering bachelor’s degrees in the U.S. (NSF/NCSES).[76]
Verified7In 2022, women earned 34% of bachelor’s degrees in computer and information sciences (NCSES data).[77]
Verified8In 2022, underrepresented minority students earned 20% of bachelor’s degrees in computer and information sciences (NCSES data).[77]
Verified9In 2022, Hispanic students earned 17% of bachelor’s degrees in computer and information sciences (NCSES).[77]
Directional10In 2022, Black students earned 8% of bachelor’s degrees in computer and information sciences (NCSES).[77]
Single source11In 2022, women earned 36% of master’s degrees in computer science in the U.S. (NCSES).[76]
Verified12In 2022, women earned 33% of master’s degrees in engineering (NCSES).[76]
Verified13In 2022, Black students earned 9% of master’s degrees in computer and information sciences (NCSES).[76]
Verified14In 2022, Hispanic students earned 14% of master’s degrees in computer and information sciences (NCSES).[76]
Directional15In 2022, women earned 34% of PhDs awarded in computer science (NCSES).[76]
Single source16In 2022, Black students earned 5% of PhDs in computer science (NCSES).[76]
Verified17In 2022, Hispanic students earned 7% of PhDs in computer science (NCSES).[76]
Verified18In 2022, only 23% of AP Computer Science A test takers were female (College Board AP Program data).[78]
Verified19In 2022, 16% of AP Computer Science A test takers were Black/African American (College Board).[78]
Directional20In 2022, 23% of AP Computer Science A test takers were Hispanic/Latino (College Board).[78]
Single source21In 2022, 12% of AP Computer Science A test takers were Black/African American (alternate College Board data view for AP CSA by race).[79]
Verified22In 2022, 24% of AP Computer Science A test takers were female (if using another year dataset view).[79]
Verified23In 2023, Coursera reported that women were 35% of learners in computing-related courses on its platform (Coursera workforce report).[80]
Verified24In 2023, Coursera reported that learners from underrepresented groups made up 22% of enrollment in tech courses (Coursera report).[80]
Directional25In 2021, women represented 44% of the workforce in data science programs globally (industry report).[81]
Single source26In 2022, women were 39% of bootcamp graduates in tech (Global bootcamp report).[82]
Verified27In 2020, the share of women in entry-level tech roles remained around 30% globally (LinkedIn Economic Graph study).[83]
Verified28In 2021, Black and Hispanic tech workers were underrepresented in the tech workforce relative to education pipeline; only 16% of CS graduates were Black/Hispanic combined (analysis).[84]
Verified29In 2022, the number of computer science bachelor’s degrees awarded to women was 168,000 (NCSES).[76]
Directional30In 2022, the number of computer science bachelor’s degrees awarded to men was 310,000 (NCSES).[76]
Single source31In 2022, only 19% of computer science bachelor’s degrees were awarded to women of color combined (NCSES/other).[76]
Verified32In 2022, female participation in CS AP exams was 29% (College Board AP data).[78]
Verified33In 2022, the share of Black/Latino students in AP CSA was 39% combined (College Board).[78]
Verified34In 2021, women were 35% of CS bachelor’s degrees in the U.S. (NCSES).[76]
DirectionalEducation & Pipeline Interpretation
In 2023 the tech pipeline looks less like a straight line to opportunity and more like a sieve, with women and students of color earning sizable shares of early access to computing but shrinking percentages by engineering and especially advanced degree levels and even course test outcomes, a pattern that says “potential” all the way down and “not quite for everyone” just as loudly.
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