Each quarter, this podcast releases our research data on the demographic 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 four hundred sixty-five humans. 47% vendors, 48% technology providers. This quarter, we found that 89.0% are White, and 3.3% are Black. The breakdown is also 78.6% male. The data remains similar between vendors and tech providers, and while last quarter was slightly different, this quarter was nearly the same. When we look at publicly traded or Fortune 100 companies, the numbers improve for women, remaining at 26%. The racial divide remains within 2 percent. This data is essentially identical to the last quarter, the quarter before that, and the quarter before that.
In Computer Weekly, A recent survey by Tenth Revolution Group reveals that seventy-one percent of tech workers believe their workplaces are making strides in diversity, equity, and inclusion. The survey, part of their Careers and Hiring Guide 23/24 indicates that sixty-nine percent of respondents say their employers are investing in DEI initiatives. However, progress has been slow; figures from the British Computer Society show that the percentage of women in tech roles increased by only four percent in four years, while the number of individuals from black, Asian, and minority ethnic backgrounds grew by just two percent. Despite these challenges, most tech professionals affirm the positive impact of DEI efforts, particularly among marginalized communities. Nonetheless, there are concerns that recent budget cuts and a lack of leadership support may hinder the effectiveness of these initiatives, especially for women, with forty percent of women in tech, indicating that their future career choices are influenced by their caregiving responsibilities.
Why do we care?
The demographics have stayed the same. Here is a different take: the US is entering a period when efforts to impact change are less popular or changing. By continuing to report on the demographics, we can evaluate the results of those policies.
Diverse leadership is proven to drive better decision-making, innovation, and financial performance. As policies are removed, we will see if the situation changes.