In this article, we’ll gauge the current state of diversity in tech by digging into some top statistics—and discuss what organizations can do to drive progress for all.
In 2024, how diverse and inclusive is the tech sector overall?
There’s no finish line when it comes to diversity and inclusion. There’s always more we can do to make the world a more welcoming, supportive, and safe place for everyone—especially in the tech industry.
Despite it being a historically homogenous field, we’re (very) gradually seeing more and more diverse professionals building rewarding and long-lasting careers across the tech space. But despite positive moves in the right direction, there’s still a lot of work to be done to make sure everyone can seize the vast opportunities that the tech sector offers while being their authentic selves in whatever role they choose to take on.
In 2024, diversity in the tech industry is something of a mixed bag. Improvements are being made, with increased awareness around EDI issues and a growing commitment from tech companies to make things better. Representation of professionals from marginalized groups is growing, albeit slowly, with a greater visibility of professionals from Black, Latino and Hispanic, LBGTQIA+, disabled, and other minority communities.
But there are many ongoing challenges and obstacles still facing professionals from marginalized communities and demographics. Retention of diverse talent is still a major challenge for many businesses, and minority group representation in leadership remains disproportionately low. And new concerns are cropping up all the time—particularly the rise of AI and how we mitigate potential bias as we begin to rely on the technology more heavily.
20 crucial statistics for diversity in tech
Racial and ethnic diversity
- Google increased the leadership representation of its Black, Latino and Hispanic, and Native American employees by 30% in 2024.
- Black professionals represent 13% of support specialist roles and 6% of web developer roles in the U.S. tech industry while Asian individuals account for 34%, and Hispanics or Latinos make up 5.9%.
- In the United Kingdom, 25% of tech employees are from ethnic minority groups, with 5% identifying as Black.
- This number drops to 14% for senior tech roles.
- Companies in the top quartile for racial and ethnic diversity are 35% more likely to have above-average financial returns.
Disability and neurodivergence
- Only 6% of the UK’s tech workforce reported being disabled, compared to 23% of the wider working-age population.
- 60% of large tech firms now have specific programs aimed at improving accessibility for disabled employees.
- During the pandemic, 23% more women in tech reported burnout compared to men, highlighting the need for better mental health support, especially for disabled workers.
- Just 3% of tech employees have disclosed their neurodivergence to employers, despite the fact that 15-20% of the UK population is estimated to be neurodivergent.
- BCS, Chartered Institute for IT, estimates there are almost 90,000 people with hidden and visible disabilities ‘missing’ from the tech workforce.
Social mobility
- Only 9% of UK tech employees are reported to be from lower socioeconomic backgrounds, compared to 39% of the country’s population.
- People with parents from a professional managerial background make up 45% of tech workers.
- However, 30% of entry-level tech positions are now held by individuals from underrepresented groups, including those from lower socio-economic backgrounds.
- 45% of tech workers come from families where neither parent attended college, showing progress in social mobility within the industry.
- 70% of tech internships now provide stipends or financial support to ensure inclusivity for students from lower-income backgrounds.
LGBTQIA+
- Only 0.09% of tech employees are reported as non-binary, indicating a lack of recognition in outdated company data systems.
- Trans professionals represent 17% of the tech workforce, compared to 0.5% of the working-age UK population.
- 26% of tech companies have policies that allow employees to disclose their trans identity safely and without fear of discrimination.
- Over 40% of large tech companies have employee resource groups specifically for LGBTQIA+ employees.
- LGBTQIA+ employees in tech are 20% less likely to be promoted compared to their non-LGBTQIA+ counterparts.
What can organizations do to make the tech sector more inclusive?
These statistics show that while there are some positives when it comes to diversity within the tech industry, significant challenges remain. Our efforts to enhance racial diversity, disability inclusion, social mobility, and support for LGBTQIA+ employees must continue, so that we can create a more inclusive, rewarding, and sustainable tech sector for everyone.
Here are just a few things that organizations can do to foster greater inclusion in their workplaces.
Fostering diversity in the tech industry is crucial for innovation, creativity, and economic growth. Great tech professionals don’t come off an assembly line like toy soldiers; everyone is different, and that difference is so valuable. This inclusivity not only reflects our global society but also helps companies better understand and serve a diverse customer base. Plus, there are countless studies that show how companies with higher diversity in leadership perform better financially, driving success and sustainability for our industry.
1. Implement comprehensive EDI programs
Creating robust and, most importantly, impactful EDI programs involves more than just hiring diverse talent; it means working to foster an inclusive culture where all employees feel that they can be themselves and that their contributions are valued and supported. These programs should include:
- Thorough EDI training that’s updated and delivered regularly to all employees—especially those in management positions. Topics to cover in this training can be things like cultural competence, inclusive leadership, and unconscious bias training, which 80% of tech companies have implemented to improve inclusivity.
- Support the formation and operation of Employee Resource Groups for underrepresented groups, including racial minorities, women, LGBTQIA+ individuals, and people with disabilities. These groups can provide vital access to networking, mentorship, and advocacy within the organization.
- Ensure that company policies, from recruitment to promotion, are designed to be inclusive. One in three tech companies now use blind recruitment processes to reduce bias in hiring, for example. Other inclusive policies include implementing flexible working arrangements, providing parental leave, and offering comprehensive healthcare benefits that cover mental health and transitional support for transgender employees.
2. Foster a culture of belonging and allyship
Creating a sense of belonging is crucial for keeping diverse talent on your team, and ensuring they can thrive throughout their careers as they rise through the ranks.
- Actions speak louder than words. Encourage leaders to actively engage in EDI initiatives and model inclusive behavior. Leaders should be trained to recognize and mitigate their own biases and be held accountable for EDI outcomes within their teams.
- Set up formal mentorship and sponsorship programs to support the career development of underrepresented employees. These programs can help bridge the gap in opportunities and provide both emotional and practical support for those navigating career advancement.
- Celebrate the diverse cultures and identities represented within your workplace through events, communications, and recognitions. This can help create a more inclusive environment where all employees feel valued for their unique perspectives, skill sets, and contributions.
3. Use data to track and improve your EDI efforts
Data is key to making informed decisions and building strategies that truly move the needle on inclusivity in your organization. To understand the current state of diversity within your teams, and to measure the effectiveness of EDI initiatives, you must collect and regularly review data—both quantitative through KPIs like recruitment statistics, and qualitative through gathering feedback from employees on their own experiences. After all, you can’t improve what you don’t measure.
- Conduct regular audits of workforce diversity data to identify gaps and areas for improvement. This includes tracking metrics such as hiring rates, promotion rates, retention rates, and pay equity across different demographic groups.
- Publicly report on diversity metrics and progress toward EDI goals. This kind of transparency can build trust with employees and external stakeholders and demonstrate a genuine commitment to EDI which will help attract more great talent in the future. Many companies publish their goals and ongoing progress in the form of annual reports, so there’s plenty of inspiration out there to draw from. Reports from the UK’s General Medical Council, Kindred Agency, and SSE provide some great examples of how you can collate and showcase your progress on these fronts.
- Implement channels for employees to provide feedback on EDI initiatives and report issues related to discrimination or bias. Be sure to regularly review this feedback to make informed adjustments to EDI strategies.
There’s no quick fixes when it comes to EDI and changes won’t happen overnight.
But if we all do our bit, then collectively we’ll be able to make the tech sector a much more inclusive and open place for all.
However, when you implement these tips, make sure you don’t make five of the most common mistakes when it comes to building an inclusive company culture!
