How Gender Influences Tech’s Ideal Employers

Earlier this year, as part of our first annual Ideal Employer survey, we queried 5,477 technology professionals in the United States about the companies they most admired. We then analyzed the respondents’ data in a number of ways, including age and gender. 

Analyzing by gender revealed some interesting differences among tech pros—although, as with many other analytical takes, a handful of major tech companies dominated the top of the rankings. Case in point: Google came in first among both men and women, followed by Amazon, Microsoft, Apple, Facebook, and IBM. 

After that, we see some deviation between the two groups. Women ranked Salesforce in eighth place, while men placed it 22nd. JP Morgan reached ninth place on the women’s list, while it stood in 16th place among men. Verizon, Tesla, Bank of America/Merrill Lynch, and Accenture also saw pretty wide discrepancies.

What’s the reason for these gaps? Based on our data, it’s clear that men and women value many employer attributes differently. For example, men are looking for (in descending order) challenging/interesting work and competitive salary (which tied), positive organizational culture, benefits, and (in fifth place) open/transparent communication. Contrast that with women, who value benefits most highly, followed by competitive salary, manageable working hours, and (in a tie) challenging/interesting work and positive organizational culture. 

While large tech firms such as Google and Amazon clearly meet all the criteria for multiple groups, it’s apparent from the data that other firms’ emphasis on certain features (salaries and challenging work over benefits such as flexible hours or remote work, for example) might skew gender-based perceptions. 

We saw something similar when we analyzed tech pros by age: while the large tech firms consistently dominated the top of the list, younger tech pros rated certain companies (such as Tesla) much higher than their older counterparts, while Baby Boomers seemed to greatly prefer firms such as Walt Disney. As with gender, we can attribute this to different priorities among sub-groups; Boomers most highly value challenging/interesting work and positive organizational culture, for instance, while Millennials and Generation X’ers most want a competitive salary and benefits. 

For all tech pros on the job hunt, the message in the data is pretty clear: there are numerous companies out there—especially larger ones—that will meet your priorities, no matter what your background or stage of your career. That being said, when evaluating a company as a potential employer, make sure it can give you what you need—don’t let a single attribute, such as a higher salary, dominate your focus.  

View the complete 2017 Dice Ideal Employer Rankings

4 Responses to “How Gender Influences Tech’s Ideal Employers”

  1. One of the things that I look at and take seriously is the ratio of men to women on the board and C suite. If it’s all men, I will take a pass. Companies with a balance that hovers around 50% perform better and are better for women generally in how merit is determined…merit being a subjective determination very EASILY tainted by inherent bias.

    I worked for a company where the percentage was quite high…by most standards. 40% if I remember correctly. When I left board,C and Suite has shifted heavily to male dominance….and there.was an exodus of high ranking women. When I asked one what happened, she was very tight-lipped about it.

    At one point, I had asked a high ranking man about the shift and was told that no one ever looks at that anyway, and they could not find qualified female candidates. I had to go to a meeting and so did not get a chance to point out that Romney had binders of qualified women which they could refer to.

    So another factor for women is whether key flags of women’s success in a company are there…representation at higher levels is a big one for me. It does not matter if they say they have these great perks like work-life balance and flexible location/hours…if there is not a solid champion of those needs at the higher level based on needs and experience, it’s more likely that it’s listed as a perk but functionally non-exiatent.

    And people with disabilities face similar issues.

    • I look at the BoD too. If there is more than a token woman on the board, I take a pass because it usually means that the company is more interested in “political correctness” than it is in doing the job right. This usually has the effect of discriminating against anyone who isn’t a minority, and requiring all sorts of horses*** PC “training”. I know that being white will be a handicap, and men will be discriminated against.

  2. It’s interesting that the total numbers of male versus female respondents are not given, yet these sweeping conclusions are drawn as if they are fact. The terms are also not super well-defined, so I imagine even among respondents of the same age group and gender, you’d have different experiences of what those things mean, e.g. “challenging/interesting work.”

  3. In my career as an IT professional of many titles. I find that females are not as likely to be hired as a result of not being logical thinkers… However, they (females) definitely make up for it being very detailed oriented. I suppose that is why you see a higher margin of female workers in Accounting and Sales…