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Ask your colleagues to do the same. Here are the top level conclusions:Write an email to your executive leadership requesting they release their 2018 EEO-1 demographic data (2019 was postponed to 2021 due to Covid). Effect that displays dramatic lighting to make the scene look more diverse.I collected and analyzed employment data by race for 57 of the biggest tech employers in the US ( 1).
Controlling for overall racial disparities in tech hiring, white employees are significantly over-represented in leadership positions while all other racial groups are under-represented. 67% of tech companies are made up of less than 5% of Black employees. Black and Hispanic/Latinx employees are significantly under-represented in tech relative to their overall percentage of the US population.Ansys engineering simulation and 3D design software delivers product modeling solutions with unmatched scalability and a comprehensive multiphysics.
What might be lesser known is that racial minorities are heavily under-represented in tech leadership roles even when you control for the fact that they are under-represented at these companies as a whole.What does representative leadership in a company mean? It simply means that you’d expect the racial makeup of leadership in a company to resemble the overall racial makeup of that company. This is the hunch that led us, a resume company, to explore this data in the first place. Employees of color are under-represented in techWhite Employees Are Over-Represented In Tech LeadershipIt seems to be well known that racial minorities are under-represented in tech relative to their makeup of the US population. White employees are heavily over-represented in tech leadership Here's how you can help to encourage your company to be more open about their diversity practices.
The diagonal line represents a 1:1 relationship between the % of leaders in a company that are a given race relative to the overall % of employees of that race at a company.You can see that nearly 100% of companies in this dataset have an over-representation of white employees in leadership positions relative to the percentage of those companies overall that are white. Comparison between the racial composition of employees at tech companies relative to the racial composition of leadership at those companiesData from 33 US based tech companies for US employees ( 2). Conversely, if a company is below the line then leadership is under-representative of the racial makeup of the company (under-representation in leadership). If a company is above the line for a given race, that means a larger percentage of leadership is that race relative to the overall makeup of the company (over-representation in leadership). The diagonal line in the scatter-plots below demarcates representative leadership within a company.
Over-representation in leadership will have a value greater than 1 and under-representation will have a value less than 1. So if, in aggregate, these companies have equal racial representation between their employees and their leadership this metric will have a value of 1. We created a single metric to convey whether a given racial group has equal representation in leadership relative to their overall representation in these companies.To do this I divided the % of leadership across all companies that are a given race by the % of employees at these companies that are a given race. 94% of companies under-represent Hispanic/ Latinx employees in leadership positions, 82% under-represent Black employees in leadership, and 91% under-represent Asian employees in leadership.How does this representation change when we aggregate this data across companies? For this comparison, I had to limit my analysis to the 16 companies that recently released an EEO-1 ( 3).
More than that, it shows that a white employee at a tech company is twice as likely as a Black tech employee to be represented in a leadership role. All other racial groups are under-represented. *Aggregate of Native Hawaiian or Pacific Islander, American Indian or Alaskan Native, and Two Or More Races.This demonstrates that white tech employees are the only racial group that are over-represented in leadership in aggregate (as we’d expect from the scatter-plots).
For this analysis we looked at the employee counts by race for 35 US based tech companies ( 4) and compared them to the overall racial makeup of the US population ( 5). Employees of color are under-represented in techNot only are employees of color under-represented in leadership positions in tech, they are also under-represented in tech in non-leadership positions. If 10% of that company were Black, you’d expect only 6% of leadership to be Black.
Conversely, while Asian people make up 6% of the US population they comprise 29% of tech employees.The bar chart above looked at aggregated data across 35 of the largest US based tech companies. Black people make up 13% of the US population but only 5% of employees in tech. While Hispanic/Latinx make up 18% of the US population, they only account for 8% of employees in tech in our data. *Aggregate of Native Hawaiian or Pacific Islander, American Indian or Alaskan Native, and Two Or More Races.Hispanic/Latinx and Black people are the most under-represented in tech relative to their representation in the US.
What you can do to helpIn tech, we’re not even at stage 1 of ensuring diversity and inclusion. In fact, they’re not even at the restaurant. Compound this with the under-representation in tech leadership and a startling picture emerges of how people of color truly don’t have a seat at the table in tech. 67% of companies have fewer than 5% Black employees while 89% of companies have fewer than 8% Black employees. Number of tech companies by % of Black employmentData from 35 US based tech companies for US employees.Not a single company in our data has more than 12% Black employees. To do that I bucketed companies based on the percentage of their employees that were Black.
Only 1 company, Intel, also shared pay data.There is no good reason that a company should withhold their demographic EEO-1 data (the most common reason they give is to protect trade secrets, but that’s a bunch of nonsense ). Of the 57 companies I looked at, 16 publicly shared their EEO-1 but withheld payment information by race and gender. The EEO-1 breaks out employee counts by race, job category (manager, professional, laborer, etc…), and pay.
It will signal to prospective employees that we are truly committed to becoming more diverse.If you succeed please send the EEO-1 my way so I can add it to this post. To that end I think we should publicly share our EEO-1 demographic data.This will enable us to keep ourselves publicly accountable to our goal. To further that commitment I strongly believe that we should be transparent about our progress towards that mission. Here’s an email you can use:I know as a company we’re committed to having a diverse and inclusive workplace. Ask your colleagues to do the same.
Send it via carrier pigeon or mail a hand-written note in hieroglyphics. Send it as an image, a PDF. If you have any questions please reach out.Send it to me. If you have less than 100 employees, just send me the breakout of your company and leadership by race.
I want all tech companies to publicly share their diversity data so that it can be analyzed and scrutinized by people smarter than me. Open Diversity Data ProjectI want to publicly share the source of my data for two reasons:I want this to be a living document.
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