GITNUXREPORT 2025

Diversity, Equity, And Inclusion In The Tmt Industry Statistics

Diversity boosts TMT innovation, but representation and inclusion still lag behind.

Jannik Linder

Co-Founder of Gitnux, specialized in content and tech since 2016.

First published: April 29, 2025

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Statistic 1

Companies in the top quartile for ethnic and racial diversity are 35% more likely to have financial returns above their industry medians

Statistic 2

Diversity hiring initiatives in TMT have increased 40% over the past five years

Statistic 3

Only 12% of venture capital funding in TMT is allocated to startups led by women or minorities

Statistic 4

Only 25% of TMT companies regularly collect and report diversity metrics, indicating a lack of transparency

Statistic 5

The adoption of inclusive language policies in TMT increased by 50% over the last three years

Statistic 6

People of color are 25% more likely to leave their jobs in TMT due to lack of inclusion and growth opportunities

Statistic 7

45% of employees in TMT report experiencing or witnessing gender bias at work

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28% of TMT employees believe their company is proactive in addressing diversity and inclusion

Statistic 9

In 2023, 52% of women in TMT say they feel they can’t fully express their authentic selves at work

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70% of employees in TMT feel diversity and inclusion programs are more performative than impactful

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42% of minority respondents in TMT report a lack of belonging in their work environment

Statistic 12

80% of TMT firms have diversity and inclusion training programs, yet only 30% see a measurable impact on employee engagement

Statistic 13

65% of employees believe their workplaces could do more to support diversity, equity, and inclusion efforts

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50% of respondents in TMT feel that their company’s diversity initiatives are just for compliance, not genuine inclusion

Statistic 15

41% of employees of color in TMT feel they face barriers to promotion compared to 25% of white employees

Statistic 16

74% of companies with robust diversity programs report improved employee morale

Statistic 17

55% of respondents say that their companies need to do more to promote equitable pay in TMT

Statistic 18

46% of employees from minority backgrounds in TMT report experiencing microaggressions at work

Statistic 19

69% of TMT employees believe that diversity and inclusion programs should be a core business value, not just HR initiatives

Statistic 20

62% of TMT companies have experienced a decrease in employee turnover after implementing diversity initiatives, indicating positive impact

Statistic 21

Less than 10% of senior leadership roles in TMT are held by individuals from underrepresented ethnic groups

Statistic 22

Women hold only 17% of executive roles in the TMT sector globally

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Companies with diverse boards are 43% more likely to outperform their less diverse counterparts financially

Statistic 24

The median age of leadership in the TMT industry is 48 years, with underrepresented groups skewing younger or older depending on the company

Statistic 25

Only 5% of senior roles in TMT are occupied by individuals with disabilities

Statistic 26

Asian Americans are underrepresented in senior leadership roles in TMT, holding just 9% of executive positions

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30% of TMT companies have zero representation of disabled persons in leadership, a critical barrier to inclusion

Statistic 28

The median time to achieve gender parity in leadership positions in TMT is estimated at 20 years, highlighting slow progress

Statistic 29

Women comprise approximately 20% of the total workforce in the TMT (Technology, Media, and Telecommunications) industry

Statistic 30

Less than 15% of software developers in the TMT sector are from minority backgrounds

Statistic 31

The employee retention rate for diverse employees in TMT is 15% lower than for non-diverse employees

Statistic 32

LGBTQ+ representation in TMT industry is around 7%, with higher visibility in Silicon Valley companies

Statistic 33

60% of TMT companies have formal diversity and inclusion policies in place

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33% of TMT companies report that their diversity initiatives are not adequately funded

Statistic 35

The representation of Black professionals in TMT industry jobs is approximately 8%, with only 4% in senior leadership

Statistic 36

Data shows that inclusive workplaces in TMT have 19% higher employee retention rates

Statistic 37

Hispanic employees in TMT make up about 6% of the workforce, with less than 2% in executive roles

Statistic 38

Mental health resources for underrepresented groups in TMT are available in only 40% of companies, but availability is increasing

Statistic 39

The percentage of women in cybersecurity roles within TMT is approximately 15%, highlighting gender disparity in specific tech niches

Statistic 40

Companies with more than 50% women in the workforce had a 27% higher innovation score

Statistic 41

TMT companies that have diverse hiring panels are 20% more likely to hire underrepresented candidates

Statistic 42

Only 18% of technical roles in TMT are filled by individuals from underrepresented groups, indicating a significant talent gap

Statistic 43

The number of Black women in senior technical roles in TMT increased by 15% in 2023, but still represents less than 3% of total senior technical leadership

Statistic 44

80% of TMT companies report increased innovation after implementing diversity and inclusion strategies

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Key Highlights

Women comprise approximately 20% of the total workforce in the TMT (Technology, Media, and Telecommunications) industry
Less than 10% of senior leadership roles in TMT are held by individuals from underrepresented ethnic groups
Companies in the top quartile for ethnic and racial diversity are 35% more likely to have financial returns above their industry medians
45% of employees in TMT report experiencing or witnessing gender bias at work
Less than 15% of software developers in the TMT sector are from minority backgrounds
28% of TMT employees believe their company is proactive in addressing diversity and inclusion
In 2023, 52% of women in TMT say they feel they can’t fully express their authentic selves at work
Diversity hiring initiatives in TMT have increased 40% over the past five years
The employee retention rate for diverse employees in TMT is 15% lower than for non-diverse employees
LGBTQ+ representation in TMT industry is around 7%, with higher visibility in Silicon Valley companies
60% of TMT companies have formal diversity and inclusion policies in place
Women hold only 17% of executive roles in the TMT sector globally
33% of TMT companies report that their diversity initiatives are not adequately funded

Despite growing awareness, the TMT industry remains plagued by underrepresentation and slow progress, with women and minorities constituting a fraction of the workforce and leadership, yet those embracing inclusive practices see measurable benefits in innovation, profitability, and employee retention.

Diversity and Inclusion Metrics

Companies in the top quartile for ethnic and racial diversity are 35% more likely to have financial returns above their industry medians
Diversity hiring initiatives in TMT have increased 40% over the past five years
Only 12% of venture capital funding in TMT is allocated to startups led by women or minorities
Only 25% of TMT companies regularly collect and report diversity metrics, indicating a lack of transparency
The adoption of inclusive language policies in TMT increased by 50% over the last three years
People of color are 25% more likely to leave their jobs in TMT due to lack of inclusion and growth opportunities

Diversity and Inclusion Metrics Interpretation

While a diverse and inclusive TMT industry is statistically more profitable and progressive, persistent gaps in funding, transparency, and retention reveal that there's still a long road ahead before true equity becomes the industry norm.

Employee Sentiment and Workplace Culture

45% of employees in TMT report experiencing or witnessing gender bias at work
28% of TMT employees believe their company is proactive in addressing diversity and inclusion
In 2023, 52% of women in TMT say they feel they can’t fully express their authentic selves at work
70% of employees in TMT feel diversity and inclusion programs are more performative than impactful
42% of minority respondents in TMT report a lack of belonging in their work environment
80% of TMT firms have diversity and inclusion training programs, yet only 30% see a measurable impact on employee engagement
65% of employees believe their workplaces could do more to support diversity, equity, and inclusion efforts
50% of respondents in TMT feel that their company’s diversity initiatives are just for compliance, not genuine inclusion
41% of employees of color in TMT feel they face barriers to promotion compared to 25% of white employees
74% of companies with robust diversity programs report improved employee morale
55% of respondents say that their companies need to do more to promote equitable pay in TMT
46% of employees from minority backgrounds in TMT report experiencing microaggressions at work
69% of TMT employees believe that diversity and inclusion programs should be a core business value, not just HR initiatives
62% of TMT companies have experienced a decrease in employee turnover after implementing diversity initiatives, indicating positive impact

Employee Sentiment and Workplace Culture Interpretation

Despite over 80% of TMT firms deploying diversity and inclusion training, a disheartening number of employees still face gender bias, microaggressions, and feelings of exclusion—highlighting that, in the industry, superficial programs are failing to transform the workplace into a genuinely equitable haven rather than just a token compliance checkbox.

Leadership and Executive Diversity

Less than 10% of senior leadership roles in TMT are held by individuals from underrepresented ethnic groups
Women hold only 17% of executive roles in the TMT sector globally
Companies with diverse boards are 43% more likely to outperform their less diverse counterparts financially
The median age of leadership in the TMT industry is 48 years, with underrepresented groups skewing younger or older depending on the company
Only 5% of senior roles in TMT are occupied by individuals with disabilities
Asian Americans are underrepresented in senior leadership roles in TMT, holding just 9% of executive positions
30% of TMT companies have zero representation of disabled persons in leadership, a critical barrier to inclusion
The median time to achieve gender parity in leadership positions in TMT is estimated at 20 years, highlighting slow progress

Leadership and Executive Diversity Interpretation

Despite compelling evidence that diversity drives financial success, the TMT industry’s leadership remains predominantly homogenous—with under 10% from underrepresented ethnic groups, 17% of women in top roles, and startling gaps in disability and racial representation—that underscores an urgent need to accelerate inclusion before the future becomes an exclusive club of the few.

Workforce Composition and Representation

Women comprise approximately 20% of the total workforce in the TMT (Technology, Media, and Telecommunications) industry
Less than 15% of software developers in the TMT sector are from minority backgrounds
The employee retention rate for diverse employees in TMT is 15% lower than for non-diverse employees
LGBTQ+ representation in TMT industry is around 7%, with higher visibility in Silicon Valley companies
60% of TMT companies have formal diversity and inclusion policies in place
33% of TMT companies report that their diversity initiatives are not adequately funded
The representation of Black professionals in TMT industry jobs is approximately 8%, with only 4% in senior leadership
Data shows that inclusive workplaces in TMT have 19% higher employee retention rates
Hispanic employees in TMT make up about 6% of the workforce, with less than 2% in executive roles
Mental health resources for underrepresented groups in TMT are available in only 40% of companies, but availability is increasing
The percentage of women in cybersecurity roles within TMT is approximately 15%, highlighting gender disparity in specific tech niches
Companies with more than 50% women in the workforce had a 27% higher innovation score
TMT companies that have diverse hiring panels are 20% more likely to hire underrepresented candidates
Only 18% of technical roles in TMT are filled by individuals from underrepresented groups, indicating a significant talent gap
The number of Black women in senior technical roles in TMT increased by 15% in 2023, but still represents less than 3% of total senior technical leadership
80% of TMT companies report increased innovation after implementing diversity and inclusion strategies

Workforce Composition and Representation Interpretation

Despite increased awareness and policy commitments, women and minorities remain underrepresented in TMT, and with only 18% of technical roles filled by underrepresented groups, the industry’s innovation edge hinges on closing this profound talent and leadership gap.