Each quarter, this podcast releases our research data on the makeup of IT leadership, broken down by race and sex. By surveying public websites, we’re looking to track the change over time.
This quarter, we surveyed 300 companies and four thousand three hundred forty one humans. 47% vendors, 48% technology providers. This quarter, we found that 89.6% are White, and 3.6% are Black. The breakdown is also 78% male. This is nearly identical to last quarter, although roughly point two percent more Black. The data remains similar between vendors and tech providers, and while last quarter was slightly different, this quarter nearly the same. When we look at publically traded or Fortune 100 companies do the numbers improve for women, remaining at 26%. The racial divide remains within 2 percent.
The data is relatively stable, although when looking at the racial divide over time there is some small improvement for Blacks, and a steady decline overall for Non-White. We’ve also taken a step backwards in the male/female ratio.
The Washington Post provided some context for why do we care — Despite conservative attacks and legal challenges, a poll by The Washington Post and Ipsos reveals that about 6 in 10 Americans approve of diversity, equity, and inclusion (DEI) programs in companies. Support is higher for specific programs like internships for underrepresented groups and anti-bias trainings. However, opinions differ among racial groups, and financial incentives for managers who achieve diversity goals are universally unpopular.
And I wanted to highlight an Axios piece about the backlash. Programs are being scaled back due to attacks from lawmakers, high-profile individuals, and conservative activists. Some companies are cutting funding, reducing DEI staff, and changing programs due to lawsuits and concerns about litigation. While there are still companies committed to diversity and inclusion, they may be less likely to use the DEI initials and instead focus on fostering inclusive workplaces and treating people fairly.
Why do we care?
The poll highlights the disparity between public support for DEI programs and their status as a political target, as companies reassess their policies and approaches to DEI to mitigate legal risk. Core premise and why we care – when organizations look like their communities, it’s easier to engage and drive business. The IT sector’s leadership skews differently from the overall population, and there is business advantage in inclusive and equitable workplaces that reflect the values and expectations of a diverse society.
Companies with strong cultures out perform — Foster a culture of inclusion through continuous engagement and feedback from employees. Focus less on the names of programs and more on the results – and widen your talent pool. Companies should focus on embedding diversity and inclusion into their core values and everyday practices, rather than relying on high-profile DEI branding. That’s why we care.