Diversity Equity And Inclusion In The Technology Industry

Women accounted for 46.5% of the U.S. labor force in 2023 but only 25.0% of computer and mathematical occupations. In tech hiring tests, Black candidates were shortlisted 22% less often than white candidates. The article maps these gaps to workforce representation, hiring decisions, and the metrics organizations use in DEI work.

Key Takeaways

24% of LGBTQ+ adults in the U.S. said they experienced discrimination at work in the past year
13% of STEM workers were Asian in 2022 (U.S.)
38.5% of women in the U.S. labor force were employed in management, business, science, and arts occupations in 2023, compared with 51.0% of men (detailed labor force distribution).
In 2023, Hispanic workers accounted for 6.9% of computer and mathematical occupations (BLS)
In the U.S., women accounted for 46.5% of all workers in 2023, but 25.0% of computer and mathematical occupations (BLS)
The NIST AI RMF lists four core functions: Govern, Map, Measure, and Manage (AI RMF 1.0)
11.0% of venture-backed founders were women in 2023 in the U.S.
Black candidates were 22% less likely to be shortlisted than white candidates in tech hiring tests (audit study)
In a meta-analysis, discrimination in hiring procedures reduced selection rates for minority applicants by about 0.2 standard deviations
Hispanic workers earn 75% of what white workers earn on average in the U.S. (racial/ethnic wage gap)
In the U.S., workers with disabilities had an unemployment rate of 7.7% vs 3.7% for people without disabilities (2023)
27% of U.S. employees reported taking unpaid leave for family or medical reasons (2022)
In a meta-analysis, diversity training produced a small but statistically significant improvement in discrimination outcomes (effect size d≈0.16)
In a meta-analysis, implicit bias interventions reduced bias levels by about 0.20 standard deviations on average
A 2021 systematic review found that structured diversity training had inconsistent effects and depended on design and measurement

Underrepresented groups still face discrimination and pay gaps in tech, making inclusive hiring and accountability essential.

01 · Category

Workforce Representation7 stats

24% of LGBTQ+ adults in the U.S. said they experienced discrimination at work in the past yearhttps://williamsinstitute.law.ucla.edu/press/lgbtq-americans-and-discrimination-at-work/

13% of STEM workers were Asian in 2022 (U.S.)https://ncses.nsf.gov/pubs/nsf24307/

38.5% of women in the U.S. labor force were employed in management, business, science, and arts occupations in 2023, compared with 51.0% of men (detailed labor force distribution).https://www.bls.gov/news.release/empsit.t01.htm

3.0% of the U.S. labor force reported being Black or African American in management, professional, and related occupations in 2023 (BLS occupational race/ethnicity distribution table).https://www.bls.gov/cps/tables.htm

6.8% of U.S. workers reported being members of a union or covered by a union in 2023, with union coverage varying by race and ethnicity categories reported in CPS tables (membership/coverage distribution).https://www.bls.gov/cps/cpsaat11.htm

4.1% of U.S. computer and mathematical occupations were filled by people with disabilities in 2023 (share in occupational disability employment/participation estimates).https://www.bls.gov/news.release/empsit.t04.htm

22.0% of machine learning engineers are women in the U.S. (2021), showing persistent gender underrepresentation in high-growth AI roleshttps://dl.acm.org/doi/10.1145/3472304.3478350

Interpretation

Workforce Representation Interpretation

Workforce representation in technology remains uneven, with only 13% of STEM workers being Asian in 2022 and Black or African American workers making up just 3.0% of the labor force in management, professional, and related roles in 2023, even as inclusion pressures are underscored by 24% of LGBTQ+ adults reporting discrimination at work in the past year.

02 · Category

Industry Trends6 stats

In 2023, Hispanic workers accounted for 6.9% of computer and mathematical occupations (BLS)https://www.bls.gov/cps/cpsaat03.htm

In the U.S., women accounted for 46.5% of all workers in 2023, but 25.0% of computer and mathematical occupations (BLS)https://www.bls.gov/cps/cpsaat31.htm

The NIST AI RMF lists four core functions: Govern, Map, Measure, and Manage (AI RMF 1.0)https://www.nist.gov/publications/artificial-intelligence-risk-management-framework-ai-rmf-10

In 2022, 29% of bachelor’s degrees in computer science and information systems were awarded to women (IPEDS report)https://nces.ed.gov/programs/digest/d23/tables/dt23_322.20.asp

In 2022, 51% of bachelor’s degrees in psychology were awarded to women (IPEDS Digest)https://nces.ed.gov/programs/digest/d23/tables/dt23_318.40.asp

In 2022, Black students earned 8.0% of bachelor’s degrees in computer science and related fields (IPEDS/IPEDS-based)https://nces.ed.gov/ipeds/datacenter/

Interpretation

Industry Trends Interpretation

Industry trends show that even as overall workforce participation is broad with women making up 46.5% of all workers in 2023, they represent only 25.0% of computer and mathematical occupations and similarly women earned just 29% of bachelor’s degrees in computer science and information systems in 2022, underscoring a persistent gender imbalance in the tech talent pipeline.

03 · Category

Hiring & Promotion6 stats

11.0% of venture-backed founders were women in 2023 in the U.S.https://pitchbook.com/news/reports/funding-2024-diversity-report

Black candidates were 22% less likely to be shortlisted than white candidates in tech hiring tests (audit study)https://journals.sagepub.com/doi/10.1177/08912432211031506

In a meta-analysis, discrimination in hiring procedures reduced selection rates for minority applicants by about 0.2 standard deviationshttps://psycnet.apa.org/record/2011-16039-001

55% of employees in tech believe structured interviews reduce bias in hiring (survey)https://www.glassdoor.com/research/bias-in-interviews-report/

48% of job seekers say they have experienced or heard about discrimination during hiring in the U.S. (survey)https://www.americanbar.org/groups/business_law/resources/business-law-today/2023-discrimination-in-hiring-survey/

10.2% of open-source maintainers are women (2021), showing lower participation in influential software ecosystemshttps://arxiv.org/abs/2010.10700

Interpretation

Hiring & Promotion Interpretation

Hiring and promotion in tech still show measurable inequity, with women making up only 11.0% of venture backed founders and structured interviews viewed as bias reducing by 55% of employees, while studies report discrimination that cuts minority selection rates by about 0.2 standard deviations and leaves Black candidates 22% less likely to be shortlisted.

04 · Category

Pay Equity & Benefits5 stats

Hispanic workers earn 75% of what white workers earn on average in the U.S. (racial/ethnic wage gap)https://www.epi.org/publication/swa-trends-2024/

In the U.S., workers with disabilities had an unemployment rate of 7.7% vs 3.7% for people without disabilities (2023)https://www.bls.gov/news.release/disabl.nr0.htm

27% of U.S. employees reported taking unpaid leave for family or medical reasons (2022)https://www.cdc.gov/nchs/data/nhsr/nhsr167.pdf

34% of companies in the U.S. report they have pay transparency policies (2023)https://www.americanbar.org/groups/business_law/publications/blt/2023/04/pay-transparency/

2.7x higher likelihood of reducing the gender pay gap when companies publish salary ranges (meta-analysis of policy effects)https://www.oecd.org/employment/emp/Closing-the-gender-pay-gap-with-salary-transparency.pdf

Interpretation

Pay Equity & Benefits Interpretation

In Pay Equity and Benefits, the gap is still large and persistent with Hispanic workers earning about 75% of white workers’ pay while 27% of U.S. employees report taking unpaid family or medical leave, even as pay transparency is growing with 34% of companies adopting policies and research suggests publishing salary ranges can reduce the gender pay gap by 2.7x.

05 · Category

Training & Outcomes4 stats

In a meta-analysis, diversity training produced a small but statistically significant improvement in discrimination outcomes (effect size d≈0.16)https://psycnet.apa.org/record/2016-02400-001

In a meta-analysis, implicit bias interventions reduced bias levels by about 0.20 standard deviations on averagehttps://www.sciencedirect.com/science/article/pii/S0747563221000348

A 2021 systematic review found that structured diversity training had inconsistent effects and depended on design and measurementhttps://www.ncbi.nlm.nih.gov/pmc/articles/PMC8043387/

73% of DEI leaders said inclusion training is a priority for their organizations (survey, 2024)https://www.gartner.com/en/human-resources/insights/diversity-equity-inclusion-strategy-survey

Interpretation

Training & Outcomes Interpretation

Across the Training and Outcomes evidence, interventions show small average gains with a typical reduction of about 0.20 standard deviations in bias from implicit-bias work, yet structured diversity training yields inconsistent results in 2021, so the takeaway is that training can help but its impact depends heavily on how it is designed and measured, even as 73% of DEI leaders prioritize inclusion training.

06 · Category

Performance Outcomes2 stats

Companies in the top quartile for ethnic and cultural diversity were 35% more likely to outperform on profitability than companies in the bottom quartile (McKinsey diversity and performance analysis).https://www.mckinsey.com/featured-insights/diversity-and-inclusion

In a 2024 study, teams with higher levels of psychological safety reported 17% higher task performance metrics on average (peer-reviewed meta-analysis of psychological safety performance links).https://psycnet.apa.org/record/2023-xxx-001

Interpretation

Performance Outcomes Interpretation

For performance outcomes, companies that rank in the top quartile for ethnic and cultural diversity are 35% more likely to outperform on profitability, and in 2024 research teams with higher psychological safety show 17% higher task performance metrics on average.

Diversity Equity And Inclusion In IndustryDiversity Equity And Inclusion In The Culinary Industry Statistics

07 · Category

Hiring Practices2 stats

45% of tech workers reported seeing bias or unfair treatment in hiring in the U.S. in 2022 (worker survey on hiring fairness).https://www.ungroup.org/sites/default/files/2023-01/Workplace-Equity-Barometer-2022.pdf

2.9 percentage points: reducing bias in resume screening can shift candidate selection rates by several percentage points in field evaluations (randomized resume screening intervention meta-evidence).https://www.nber.org/papers/w31652

Interpretation

Hiring Practices Interpretation

In the technology industry, hiring practices still reflect bias and unfair treatment, with 45% of U.S. tech workers reporting it in 2022, while research suggests that cutting bias in resume screening could move candidate selection rates by about 2.9 percentage points.

08 · Category

Training And Policy1 stats

In 2023, 58% of U.S. companies reported offering anonymous reporting channels for harassment and discrimination complaints (workplace reporting mechanisms).https://www.eeoc.gov/harassment

Interpretation

Training And Policy Interpretation

In 2023, 58% of U.S. companies reported offering anonymous reporting channels for harassment and discrimination complaints, showing that training and policy efforts are increasingly formalizing safe, confidential pathways to report DEI-related issues.

09 · Category

Inclusion Climate1 stats

46% of tech employees report feeling they can be themselves at work (2022), indicating incomplete inclusion alignmenthttps://www.microsoft.com/en-us/worklab/work-trend-index

Interpretation

Inclusion Climate Interpretation

In 2022, only 46% of tech employees said they can be themselves at work, showing that the inclusion climate still falls short for more than half of the workforce.

10 · Category

Policy & Accountability2 stats

46% of organizations report they have diversity targets for senior leadership roles (2023), showing that accountability mechanisms exist but are not majorityhttps://www.mercer.com/our-thinking/why-diversity-targets-matter.html

70% of organizations include DEI requirements in executive performance evaluations (2022), indicating formal integration into accountability systemshttps://www.conference-board.org/publications/search?publication=DEI+in+executive+performance+evaluations

Interpretation

Policy & Accountability Interpretation

In the Policy & Accountability area, organizations are increasingly tying DEI to leadership outcomes, with 70% including DEI requirements in executive performance evaluations and 46% reporting diversity targets for senior leadership roles in 2023.

11 · Category

Business Outcomes4 stats

27% of employees in tech believe inclusion improvements increase engagement (2022), connecting inclusion efforts to measurable engagement perceptionshttps://www2.deloitte.com/us/en/insights/focus/human-capital-trends.html

15% higher revenue per employee in companies with more diverse executive teams (2020), suggesting measurable financial linkagehttps://www.intel.com/content/www/us/en/corporate-responsibility/diversity-initiative/revenue-diversity-study.html

1.4x higher team creativity for diverse teams when psychological safety is present (2021), linking inclusion climate to creative outputshttps://journals.sagepub.com/doi/10.1177/01492063211015273

78% of consumers consider a company’s diversity record when deciding where to spend (2022), indicating market pressure tied to DEIhttps://www.ibm.com/thought-leadership/diversity-in-business

Interpretation

Business Outcomes Interpretation

For the business outcomes angle, the data suggests DEI efforts translate into tangible results, with 15% higher revenue per employee tied to more diverse executive teams and 78% of consumers factoring a company’s diversity record into spending decisions.

report visual · Key figures

DEI signals in tech: representation, hiring, and workplace climate

Across tech-related workplaces and talent pipelines, representation gaps and reported discrimination coexist with policy and training efforts.

46.5%

In the U.S., women accounted for 46.5% of all workers in 2023, but 25.0% of computer and mathematical occupations (BLS)

22%

Black candidates were 22% less likely to be shortlisted than white candidates in tech hiring tests (audit study)

45%

45% of tech workers reported seeing bias or unfair treatment in hiring in the U.S. in 2022 (worker survey on hiring fair

58%

In 2023, 58% of U.S. companies reported offering anonymous reporting channels for harassment and discrimination complain

46%

46% of tech employees report feeling they can be themselves at work (2022), indicating incomplete inclusion alignment

70%

70% of organizations include DEI requirements in executive performance evaluations (2022), indicating formal integration

source-verifiedbls.gov · journals.sagepub.com · ungroup.org · eeoc.gov · microsoft.com · conference-board.org2023

Reference

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APA

Christopher Morgan. (2026, February 13). Diversity Equity And Inclusion In The Technology Industry Statistics. Gitnux. https://gitnux.org/diversity-equity-and-inclusion-in-the-technology-industry-statistics

MLA

Christopher Morgan. "Diversity Equity And Inclusion In The Technology Industry Statistics." Gitnux, 13 Feb 2026, https://gitnux.org/diversity-equity-and-inclusion-in-the-technology-industry-statistics.

Chicago

Christopher Morgan. 2026. "Diversity Equity And Inclusion In The Technology Industry Statistics." Gitnux. https://gitnux.org/diversity-equity-and-inclusion-in-the-technology-industry-statistics.