Women in tech prioritize metrics on leadership representation, gender pay equity, recruitment, retention, promotions, flexible work, ERG participation, inclusion training, technical role representation, transparency, and satisfaction. These reflect inclusivity, career growth, fair pay, and supportive culture.
What Diversity and Inclusion Metrics Do Women in Tech Prioritize When Choosing Employers?
AdminWomen in tech prioritize metrics on leadership representation, gender pay equity, recruitment, retention, promotions, flexible work, ERG participation, inclusion training, technical role representation, transparency, and satisfaction. These reflect inclusivity, career growth, fair pay, and supportive culture.
Empowered by Artificial Intelligence and the women in tech community.
Like this article?
What Metrics Matter to Candidates?
Interested in sharing your knowledge ?
Learn more about how to contribute.
Sponsor this category.
Representation of Women in Leadership
Women in tech often prioritize metrics related to the representation of women in leadership roles. This includes the percentage of women on executive teams, boards, and in senior management positions. Seeing women in decision-making roles signals an inclusive culture and opportunities for career advancement.
Gender Pay Equity
A key diversity and inclusion metric for women in tech is the commitment to pay equity. They look for data on wage gaps between men and women in similar roles, transparent salary bands, and regular pay equity audits, which demonstrate the employer’s dedication to fair compensation.
Recruitment and Hiring Rates of Women
Women prioritize metrics reflecting how actively the employer recruits and hires women in technical roles. This includes the percentage of female candidates interviewed versus hired and initiatives to reduce bias in recruiting practices.
Retention and Promotion Rates of Women
Retention rates for women in tech roles, along with promotion rates, are important indicators. High retention and equitable promotion rates suggest a supportive environment where women have opportunities to grow and thrive.
Availability and Utilization of Flexible Work Arrangements
Many women value diversity metrics related to flexible work options, such as remote work, flexible hours, and parental leave policies. These accommodations often influence job choice, especially for those balancing family responsibilities.
Employee Resource Group ERG Participation
The presence and engagement levels of women-focused ERGs serve as a metric women examine to gauge community support and inclusion. High participation rates indicate a vibrant network that advocates for women’s professional development and well-being.
Inclusion Training and Bias Reduction Initiatives
Metrics showing the extent of company-wide inclusion training, unconscious bias workshops, and continued education signal a proactive approach to creating an inclusive environment. Women in tech seek employers who invest in these initiatives.
Representation of Women in Technical vs Non-Technical Roles
Women look beyond overall gender ratios and prioritize metrics detailing female representation specifically within engineering, development, and other technical positions, assessing true inclusivity within their field of expertise.
Transparency in Diversity Reporting
Women often value companies that publicly share detailed, regularly updated diversity and inclusion metrics. Transparency reflects accountability and a genuine commitment to fostering an inclusive culture rather than just meeting quotas.
Employee Satisfaction and Sense of Belonging Scores
Qualitative and quantitative data, such as employee engagement surveys that measure women’s experiences, feelings of belonging, and workplace satisfaction, are vital metrics. Positive scores suggest a welcoming, supportive environment for women in tech.
What else to take into account
This section is for sharing any additional examples, stories, or insights that do not fit into previous sections. Is there anything else you'd like to add?