Dice’s Equality in Tech Report: Slow Progress on Tech Diversity

New data makes it clear that the tech industry still has lots of work to do when it comes to reducing discrimination, closing wage gaps, increasing technologists’ satisfaction with their careers and jobs, and prioritizing DEI. That’s the conclusion of Dice’s second annual Equality in Tech Report, available now.

Here are some other key takeaways; for lots more, take a look at the full report:

Race and Gender Discrimination Remain an Issue in Tech

Between 2020 and 2021, little to no movement was seen in sentiment around discrimination for gender or racial groups. Perception of racial discrimination actually increased for both Black technologist respondents (57%, up from 55% in 2020) and technologists who identify as women (at double the rate of technologists who identify as men). Perception of a lack of leadership opportunities was again a common cause of discrimination, along with salary and benefit inequities.

No Movement on Perception of Wage Inequality

The wage gap also remains an issue for racial and gender groups, more drastically for the former. Overall, nearly half (48%) of technologists feel they are not fairly compensated compared to others in the same occupation with their same skill set. That number grows to more than half when we break down the sample by racial groups, except for White technologists (45%). The disparity between racial groups is notable, and compensation continues to be a hot topic in tech.

Career Satisfaction Outpaces Job Satisfaction 

While satisfaction with overall careers improved slightly year-over-year, tightening the disparity between racial groups, there is still slightly higher dissatisfaction among Black and Hispanic/Latino(a) technologists with their current job. Meanwhile, technologists who identify as women still lag behind technologists who identify as men in satisfaction with both their career and current job. 

On a more positive note, satisfaction with their manager remains high among racial and gender groups which implies trust and respect — priming the industry for DEI policies and change to take hold, hopefully.

Underrepresented Groups More Likely to Change Employers

In the current demand environment, it’s far from surprising that three in ten technologists are still considering changing employers in the next year. The most notable finding here is that 70% of technologists who identify as women indicated they are considering changing employers in the next year for better compensation (in line with the reasons for changing employers indicated by men and all racial groups surveyed) and remote work at a higher rate (34%) than any other group except Hispanic/Latino(a) (38%). 

This year’s data underscores the importance of offering remote and flexible work schedules to women and Hispanic/Latino(a) technologists that could help improve career/job satisfaction as well as ease burnout. Organizations, recruiters and managers who understand these needs and can adjust accordingly stand a better chance of attracting and retaining technologists in both groups.

DEI Commitments, Reputation and Tangible Progress Matter More Than Ever

The importance of an organization’s reputation regarding DEI went up year-over-year for all groups, as did the importance of their company’s commitment to DEI and resulting programs and progress. However, less than half of technologists surveyed have been impressed with action to date in their current companies. This gap signals how much work is left to be done. Though companies are making an effort, and we’re seeing small changes in DEI-related statistics year-over-year, we must persevere and commit to a more equitable and inclusive future.

The report offers an even deeper dive into the current state of diversity, equity and inclusion within tech. Read it to see how the industry is doing its best to move forward into a more equitable future.

2 Responses to “Dice’s Equality in Tech Report: Slow Progress on Tech Diversity”

  1. One other demographic that continues to be pushed by the wayside is the older technologists. Ageism continues to be an issue, put behind the obvious racial and gender issues the industry has to battle to correct. I guess the older folks that continue to be passed on promotions and struggle to get hired, simply “have to accept” the treatment. In the meantime, they have to change professions simply to make some income that is close to poverty level, While the cost of living continues to go up. Pretty sad that the industry that the older people helped build are pushed aside like collateral damage or road kill.

  2. Yee ole white male

    When your article is about discrimination and equality, the photo you start with seems to say that woman are doing just fine. By the photo, 3 women to one man. Gee men are being discriminated against! Yes there is discrimination out there. There is also generalization. As a white male, I feel I am discriminated against. 60 percent of the college grads are now woman (discrimination!!!!!). I feel I should be making more money (discrimination!!!!!). However, I know I can make more by leaving the company and working for a different company. I work in a mature woman friendly company. This translates to 8 hour work days with very few calls for overtime and working weekends. For the most part, the women in our IT ranks are immigrants, and not native workers. This probably is because the US IT women graduates are few in number. As you go up in management, many of the woman managers are from outside the US. 91.8 percent of the bricklayers are men, while 91 percent of nurses are women (discrimination!!!!!). One can wonder where are all the US women are? It is illegal to pay a woman less then a man. Yet I still hear the same tired arguments about woman being paid less than a man. Companies are smart and if they can get away with paying a woman less than a man, then why aren’t the companies looking at their bottom line and just hiring woman? Obviously equality questions cannot be answered with surface level arguments and story bites.