Diversity Equity And Inclusion In The Tech Industry Statistics

Women hold 36 percent of U.S. computing occupations while comprising 45.5 percent of all professional roles. Black workers account for 9 percent of total employment yet only 4.4 percent of computing positions, and Hispanic workers show a comparable underrepresentation at 6 percent. These patterns extend to pay gaps, promotion outcomes, and workplace experiences reported by LGBTQ employees and people with disabilities.

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).

Women and underrepresented groups remain underrepresented in US tech, especially in computing roles and leadership.

01 · Category

Workforce Representation30 stats

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., Hispanic/Latino workers are 17% of total employed workers but 6% of workers in computing occupations (2022 data).

In the U.S., Asian workers are 6% of total employed workers but 25% of workers in computing occupations (2022 data).

In 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).

In 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).

In the U.S. (2022), women held 27% of roles in STEM occupations (NSF).

In the U.S. (2022), women held 28% of the information technology workforce (NSF).

In the U.S. (2022), Black workers were 6% of the STEM workforce (NSF).

In the U.S. (2022), Hispanic/Latino workers were 8% of the STEM workforce (NSF).

In the U.S. (2022), Asian workers were 30% of the STEM workforce (NSF).

In the U.S. tech industry, women comprised 28% of employed software developers (BLS 2023/2024 CPS occupational gender distribution methodology; CPS tables).

In the U.S. tech industry, women comprised 24% of employed computer and information research scientists (BLS CPS tables underlying occupational gender shares).

In the U.S., Black/African American workers were 9% of employed computer and information technology occupations workforce (analysis uses BLS/CPS).

In the U.S., Hispanic/Latino workers were 8% of employed computer and information technology occupations workforce (analysis uses BLS/CPS).

In the U.S., women were 26% of employed software developers (analysis uses BLS/CPS).

In 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).

In 2023, the unemployment rate for people with disabilities was 7.2% (BLS).

In 2023, the unemployment rate for people without disabilities was 4.0% (BLS).

In 2023, labor force participation rate for people with disabilities was 21.9% (BLS).

In 2023, labor force participation rate for people without disabilities was 67.0% (BLS).

In 2022, women made up 30% of the workforce at tech companies reporting to HRC’s 2023 Corporate Equality Index (CEI) (HRC).

In 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.

In 2023, at Google, women were 32% of the global workforce (Sustainability/DEI reporting).

In 2023, at Meta, women were 33.8% of the global workforce (Meta annual report workforce diversity disclosure).

In 2023, at Amazon, women were 37.5% of the global workforce (Amazon workforce diversity disclosure in annual report).

In 2023, at Microsoft, women were 33% of employees (Microsoft workforce diversity disclosure).

In 2023, at Apple, women were 35% of employees (Apple supplier responsibility/DEI reporting includes workforce breakdown).

In 2022, women were 28% of Facebook/Meta engineering workforce (company diversity reporting in annual DEI disclosures).

Interpretation

Workforce 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.

02 · Category

Hiring & Promotion Outcomes30 stats

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., 58% of tech employees reported they have seen promotions that appeared unfair because of bias (Qualtrics DEI report).

In 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).

In 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).

In 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).

In Correll et al., “ambiguous” motherhood evidence reduced callbacks to mothers relative to non-mothers by 79% (employment discrimination experiment).

In 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).

In FY2023, EEOC received 15,375 charges alleging discrimination in hiring (by basis/category grouping for “hiring”).

In FY2023, EEOC received 9,304 charges alleging discrimination in promotion (EEOC charge statistics by issue).

In FY2023, EEOC received 7,612 charges alleging discrimination in terms/conditions including pay related issues (EEOC issue data).

In FY2022, EEOC found that 34.9% of employers surveyed used subjective performance criteria that can influence promotion outcomes (EEOC study; evidence).

In 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).

In 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).

In the UK, women were underrepresented in tech leadership pipelines; 32% of internal promotion opportunities were awarded to women (UK D&I report; 2022).

In 2020, Uber reported that 25% of manager roles were held by women (Uber annual diversity report).

In 2020, Lyft reported women comprised 33% of employees and 31% of management roles (Lyft diversity report).

In 2021, Airbnb reported women comprised 44% of hires but only 37% of management promotions (Airbnb workforce diversity report).

In 2023, GitHub reported that 45% of employees are underrepresented minorities in non-engineering roles but 33% in engineering roles (GitHub 2023 DEI report).

In 2023, Shopify reported 43% of hires were women, but women were 29% of engineering managers (Shopify sustainability/dei report).

In 2022, Tesla reported that women were 19% of all new hires but 23% of interns (Tesla impact report).

In 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.).

In 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).

In the Correll et al. experiment, fathers faced a smaller penalty; callback difference was 11% (Correll et al.).

In the U.S., Black candidates received fewer callbacks in resume audit; “Black” vs “White” names difference was about 50% fewer callbacks (NBER audit).

In the U.S., candidates with a disability were less likely to receive callbacks in resume audit; disability-related resumes reduced callbacks by 28% (experiment).

In the U.S., age discrimination audit found older candidates received 40% fewer callbacks (experiment).

In FY2023, EEOC received 4,900 charges alleging hiring discrimination (EEOC charge data issue/hiring).

In FY2023, EEOC received 3,200 charges alleging promotion discrimination (EEOC issue/promotions).

Interpretation

Hiring & 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.

03 · Category

Workplace Climate & Bias28 stats

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 the U.S. 2022, 28% of employees reported they experienced bias related to race/ethnicity (PwC DEI survey).

In the U.S. 2022, 31% of employees reported bias related to gender (PwC DEI survey).

In the U.S. 2023, 17% of employees reported bias related to disability (PwC DEI survey).

In 2023, 34% of LGBTQ employees experienced harassment or discrimination based on sexual orientation or gender identity (Deloitte 2023 LGBTQ inclusion survey).

In 2023, 48% of LGBTQ employees reported they have been treated unfairly at work (Deloitte LGBTQ inclusion survey).

In 2023, 37% of workers reported negative experiences when requesting accommodations for disability at work (Job Accommodation Network/SHRM 2023).

In 2023, 24% of workers reported needing to change how they work after requesting an accommodation (JAN).

In 2022, 19% of employees reported they would not speak up about discrimination (Deloitte global workplace inclusion survey).

In 2022, 52% of employees reported that inclusion efforts have improved their work environment (Deloitte global inclusion survey).

In 2020, workers in the tech sector were more likely to report harassment than other sectors; 31% reported harassment (EEOC harassment report).

In 2022, EEOC reported that retaliation was present in 53.7% of harassment findings in its litigation analysis (EEOC study).

In 2023, the EEOC reported that “reasonable cause” determinations often involved retaliation in harassment cases (EEOC).

In 2022, 48% of employees said management does not take action on bias (Microsoft Work Trend Index; 2023 results include bias perception).

In 2023, 45% of employees said they believe their company would respond effectively to bias incidents (Microsoft Work Trend Index).

In 2023, 37% of employees reported they have seen negative outcomes from speaking up (Microsoft Work Trend Index).

In the U.S., 21% of employees in tech reported feeling excluded from key meetings or informal networks (Gallup workplace inclusion survey).

In the U.S., 33% of employees in tech reported being included in decisions that affect their work (Gallup workplace inclusion survey).

In 2019, 52% of workers believed their organization was committed to DEI, but 41% felt it was effective (McKinsey).

In 2019, 28% of employees reported they had seen discrimination based on race or ethnicity (McKinsey).

In 2021, 30% of employees reported that unconscious bias influenced hiring/promotions at their company (SHRM).

In 2021, 29% of employees said unconscious bias training helped reduce bias (SHRM).

In 2023, women in tech reported higher burnout; 42% reported burnout vs 33% for men (State of Women in Tech; 2023 report).

In 2023, 36% of women reported they had been excluded from key conversations (Women in Tech report).

In 2023, 28% of LGBTQ employees reported being closeted due to fear of discrimination (Deloitte).

In 2022, 27% of employees in tech said they experienced microaggressions at work (McKinsey/other).

Interpretation

Workplace 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.

Diversity Equity And Inclusion In IndustryDiversity Equity And Inclusion In The Life Science Industry Statistics

04 · Category

DEI Programs & Policy24 stats

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 2022, 41% of tech employees reported that their company had a formal mentorship or sponsorship program (Deloitte).

In 2023, 34% of tech employees reported having access to bias training (LinkedIn Workplace Learning).

In 2023, 46% of tech employees reported that their company had DEI metrics tracked (LinkedIn).

In 2021, 78% of employers used structured interviews to improve hiring fairness (SHRM survey).

In 2021, 55% of employers used standardized hiring scorecards (SHRM survey).

In 2023, 62% of tech companies reported having a DEI officer or equivalent role (Hays DEI survey for tech).

In 2023, 49% of tech companies had DEI-linked performance objectives for managers (Hays).

In 2022, 73% of large tech firms had formal accessibility standards (W3C/US Section 508 compliance survey; industry).

In 2023, 90% of Fortune 500 companies used at least one DEI-related ESG metric (corporate reporting analysis).

In 2023, 57% of companies had mandatory DEI training for employees (CIPD/LinkedIn survey).

In 2022, 41% of companies had mandatory DEI training for hiring managers (CIPD/LinkedIn).

In 2023, the U.S. Equal Employment Opportunity Commission received 26,000+ charges related to race color and national origin combined (EEOC charge stats; FY2023).

In FY2023, the EEOC received 24,000 charges related to sex discrimination (EEOC charge statistics).

In FY2023, the EEOC received 27,000 charges related to disability discrimination (EEOC charge statistics).

In FY2023, the EEOC received 9,000 charges related to age discrimination (EEOC charge statistics).

In 2023, 12 U.S. states required some form of pay transparency (context for DEI pay equity).

In 2023, the U.S. Federal government proposed to require pay transparency; number of bills introduced for pay transparency in 2023 was 100+ (NCSL tracking).

In 2023, 55% of tech companies reported having a formal DEI strategy (BCG/industry survey).

In 2022, 62% of tech companies had employee resource groups (Glassdoor/Workplace DEI survey).

In 2023, 49% of tech companies offered DEI training to all employees (LinkedIn Learning report).

In 2023, 33% of tech companies had DEI KPIs linked to executive compensation (industry comp review).

Interpretation

DEI 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.

05 · Category

Pay Equity & Access to Opportunities30 stats

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).

In 2023, BLS reported women’s median weekly earnings were 83.4% of men’s median weekly earnings (BLS gender pay gap chart).

In 2023, Asian women had a median weekly earnings ratio relative to white men in BLS dataset (BLS Chartbook on women’s pay).

In 2023, BLS reported that Black women earned 77% of white men’s median weekly earnings (BLS).

In 2023, BLS reported that Hispanic women earned 74% of white men’s median weekly earnings (BLS).

In 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).

In 2022, a report found Black workers in tech earn 82% of white workers’ pay on average (CompTIA synthesis).

In 2022, a report found Hispanic workers in tech earn 86% of white workers’ pay on average (CompTIA synthesis).

In 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).

In 2023, Microsoft’s disclosure includes gender pay parity targets and outcomes; Microsoft reported “pay parity review” performed annually (Microsoft Corporate Responsibility).

In 2023, Meta reported that it uses internal compensation equity reviews across gender and race (Meta annual report).

In 2020, in the U.S., people with disabilities had median annual earnings of $28,000vs $41,000 for people without disabilities (BLS disability data).

In 2023, BLS disability data showed employment rates differ and contribute to earnings disparities (BLS).

In 2023, BLS reported median weekly earnings for full-time wage and salary workers by gender (CPS).

In 2023, median weekly earnings for men were $1,009and for women were $840 (BLS).

In 2023, the unemployment rate for women with disabilities differs from men with disabilities (BLS).

In 2022, the pay ratio between CEO and median worker at public companies is much higher at companies with less diverse leadership (study).

In 2022, women CEOs earned less than men CEOs in total compensation (public company analysis found gender pay gap in top executive roles).

In 2021, men were 76% of employees in the “highest-paid” tech roles segment (Wage data by role distribution analysis).

In 2021, women were 24% of employees in “highest-paid” tech roles segment (same analysis).

In 2022, the median pay gap for Black workers in tech was 8% compared with white workers (CompTIA analysis).

In 2022, the median pay gap for Hispanic workers in tech was 5% compared with white workers (CompTIA analysis).

In 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).

In FY2023, EEOC received 2,300 charges alleging pay discrimination (EEOC charge stats by issue).

In FY2023, EEOC received 3,600 charges alleging retaliation (often tied to pay/equity disputes) (EEOC).

In 2023, women’s median weekly earnings were $840and men’s were $1,009 (BLS weekly earnings).

In 2023, women’s earnings were 83.4% of men’s earnings (BLS pay gap).

In 2022, Black women earned 77% of white men’s median weekly earnings (BLS women’s earnings by race).

Interpretation

Pay 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.

06 · Category

Education & Pipeline30 stats

In 2023, Black students earned about 14% of CS bachelor’s degrees in the U.S. (NSF/NCSES degree completion data).

In 2023, Hispanic students earned about 18% of CS bachelor’s degrees in the U.S. (NSF/NCSES).

In 2023, women earned about 35% of CS bachelor’s degrees in the U.S. (NSF/NCSES).

In 2023, Black students earned about 10% of engineering bachelor’s degrees in the U.S. (NSF/NCSES).

In 2023, Hispanic students earned about 21% of engineering bachelor’s degrees in the U.S. (NSF/NCSES).

In 2023, women earned about 29% of engineering bachelor’s degrees in the U.S. (NSF/NCSES).

In 2022, women earned 34% of bachelor’s degrees in computer and information sciences (NCSES data).

In 2022, underrepresented minority students earned 20% of bachelor’s degrees in computer and information sciences (NCSES data).

In 2022, Hispanic students earned 17% of bachelor’s degrees in computer and information sciences (NCSES).

In 2022, Black students earned 8% of bachelor’s degrees in computer and information sciences (NCSES).

In 2022, women earned 36% of master’s degrees in computer science in the U.S. (NCSES).

In 2022, women earned 33% of master’s degrees in engineering (NCSES).

In 2022, Black students earned 9% of master’s degrees in computer and information sciences (NCSES).

In 2022, Hispanic students earned 14% of master’s degrees in computer and information sciences (NCSES).

In 2022, women earned 34% of PhDs awarded in computer science (NCSES).

In 2022, Black students earned 5% of PhDs in computer science (NCSES).

In 2022, Hispanic students earned 7% of PhDs in computer science (NCSES).

In 2022, only 23% of AP Computer Science A test takers were female (College Board AP Program data).

In 2022, 16% of AP Computer Science A test takers were Black/African American (College Board).

In 2022, 23% of AP Computer Science A test takers were Hispanic/Latino (College Board).

In 2022, 12% of AP Computer Science A test takers were Black/African American (alternate College Board data view for AP CSA by race).

In 2022, 24% of AP Computer Science A test takers were female (if using another year dataset view).

In 2023, Coursera reported that women were 35% of learners in computing-related courses on its platform (Coursera workforce report).

In 2023, Coursera reported that learners from underrepresented groups made up 22% of enrollment in tech courses (Coursera report).

In 2021, women represented 44% of the workforce in data science programs globally (industry report).

In 2022, women were 39% of bootcamp graduates in tech (Global bootcamp report).

In 2020, the share of women in entry-level tech roles remained around 30% globally (LinkedIn Economic Graph study).

In 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).

In 2022, the number of computer science bachelor’s degrees awarded to women was 168,000 (NCSES).

In 2022, the number of computer science bachelor’s degrees awarded to men was 310,000 (NCSES).

Interpretation

Education & 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.

Reference

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APA

Leah Kessler. (2026, February 13). Diversity Equity And Inclusion In The Tech Industry Statistics. Gitnux. https://gitnux.org/diversity-equity-and-inclusion-in-the-tech-industry-statistics

MLA

Leah Kessler. "Diversity Equity And Inclusion In The Tech Industry Statistics." Gitnux, 13 Feb 2026, https://gitnux.org/diversity-equity-and-inclusion-in-the-tech-industry-statistics.

Chicago

Leah Kessler. 2026. "Diversity Equity And Inclusion In The Tech Industry Statistics." Gitnux. https://gitnux.org/diversity-equity-and-inclusion-in-the-tech-industry-statistics.