Metrics

Pre-register for our 2018 Top Companies for Women Technologists program

To join Top Companies, you must read all of our instructions and listen to the mandatory webinar. Our instructions include general information, definitions, and these metric explanations.

Representation Data

The metrics below are the foundation of the Top Companies scoring methodology, and focus on the representation of women technologists throughout your workforce.

# Metric Numerator Denominator Calculation
REPRESENTATION METRICS
Entry-level Contributors
1 Percentage of entry-level technical contributors who are women for the data period Total number of entry level technical contributors who are women as of March 31 Total number of entry level technical contributors (both men and women) as of March 31 (N/D)*100
Mid-level Managers and Contributors
2 Percentage of mid-level technical managers and individual contributors (combined) who are women for the data period Total number of mid-level technical managers and individual contributors (combined) who are women as of March 31 Total number of mid-level technical managers and individual contributors (combined, both men and women) as of March 31 (N/D)*100
Senior Managers
3 Percentage of senior-level technical managers who are women for the data period Total number of senior-level technical managers who are women as of March 31 Total number of senior-level technical managers (both men and women) as of March 31 (N/D)*100
Executive Managers
4 Percentage of executive-level technical managers who are women for the data period Total number of executive level technical managers who are women as of March 31 Total number of executive level technical managers (both men and women) as of March 31 (N/D)*100
Recruitment
5 Percentage of new technical hires across all levels who are women for the data period Total number of new technical hires across all levels who are women in 12-month date range Total number of new technical hires across all levels (both men and women) in 12-month date range (N/D)*100
Retention
6M Percentage of men who left voluntarily in the data period Total number of technical men who voluntarily left the company in 12-month date range Average number of technical employees across all levels who are men in 12-month date range [(NM/DM)-(NW/Dw)]*100
6W Percentage of women who left voluntarily in the data period Total number of technical women who voluntarily left the company in 12-month date range Average number of technical employees across all levels who are women in 12-month date range
Advancement
7M Promotion rate (%) across all levels among technical men for the data period Total number of technical men who were promoted in 12-month date range Average number of technical employees across all levels who are men in 12-month date range [(Nw/Dw)-(Nm/Dm)]*100
 7W Promotion rate (%) across all levels among technical women for the data period Total number of technical women who were promoted in 12-month date range Average number of technical employees across all levels who are women in 12-month date range
Individual Contributors
8 Percentage of senior-level technical individual contributors who are women for the data period Total number of senior level individual contributors who are women as of March 31 Total number of senior level individual contributors (both men and women) as of March 31 (N/D)*100
9 Percentage of executive-level technical individual contributors who are women for the data period Total number of executive level individual contributors who are women as of March 31 Total number of executive level individual contributors (both men and women) as of March 31 (N/D)*100
ADDITIONAL DATA
A Percentage of technical employees across all levels who are women for the data period Total number of technical employees across all levels who are women as of March 31 Total number of technical employees across all levels (both women and men) as of March 31 (N/D)*100
B Percentage of total technical workforce (women and men) who are in Engineering, Research and Development, and Technical Design positions for the data period (Category A in AnitaB.org’s Definition of the Technical Workforce) Total number of technical employees across all levels (both women and men) who occupy positions in Engineering, Research and Development and Technical Design as of March 31 Total number of technical employees across all levels (both men and women) as of March 31 (N/D)*100
C Percentage of total employees (technical and non-technical) across all levels who are women for the data period Total number of employees (technical and non-technical) across all levels who are women as of March 31 Total number of employees (technical and non-technical) across all levels (both women and men) as of March 31 (N/D)*100

 

Program & Policy Data

In 2016, we collected new data to increase our understanding and offer additional insights between different programs and policies and an organizations ability to attract and retain women technologists. We analyzed but did not score this data for 2016. Like last year, we will analyze but not score this data.

Additionally, there will be a section of your application where you can submit data about programs not covered by these questions. If you feel there are additional areas we should measure, please share that information with us.

Answers to these questions should reflect programs and policies as of March 31, 2017.

Metric Response
POLICIES
Parental Leave: How many weeks of full paid time-off does your company offer birthmothers?*

*In addition to the number of weeks your company gives new birthmothers for maternity leave, please include the number of weeks for disability leave, medical leave and/or any other time benefits you give to new birthmothers for your total number of weeks

Number of weeks
Parental Leave: How many weeks does your company offer an additional parent?*

*Definition: birthmother’s same-sex or heterosexual spouse, birthmother’s non-married partner and/or same-sex non-birth parent, or biological father

Number of weeks
Parental Leave: Additional Policies— Does your company offer caregiving leave? (i.e. partner of a new birthmother, adoptive parents, surrogacy, foster care, elderly care, disability care). Open response. Please list your company’s additional policies with number of weeks and benefits.
Flex Time: Does your company have a formal company policy allowing flex time for all technical employees? Yes or No
Flex Time: If yes, what aspects of flex time are permitted by your policy? Select all that apply:
Working remotely/telecommuting,
Working flexible hours during the day (ex: avoiding rush hour by coming in from 10-6; or taking off the afternoon to work later that evening),
Working a flexible work schedule/compressed workweeks (ex: four 10 hr. days/week),
Other
Flex Time: If yes to working remotely/telecommuting, what options are available to your employees? Select all that apply:
Work from home or self-selected location,
Work from satellite office or other location designated by the company,
Telework on set days or set hours,
Traveling employees
Accountability: Does your company have a formal policy that aims to eliminate gender bias in the performance reviews of your women technologists? Yes or No
Pay Equity: Does your company have an official company policy that requires pay equity by gender for similar jobs? Yes or No
Pay Equity: If yes, does your policy include a regularly scheduled pay equity audit to determine areas and occupations where gender pay inequity may exist? Yes or No
PROGRAMS
Leadership Development: Does your company have a formal leadership development programs specifically for women technologists? Yes or No
Leadership Development: If yes, what are the career levels of participants? Select all that apply:
Entry,
Mid-Level,
Senior,
Executive
Leadership Development: If you selected mid-level, what is the duration of your program for mid-level women technologists? Select all that apply:
1 day,
Up to 1 week,
Up to 1 month,
Up to 6 months,
Up to 1 year
Leadership Development: If you selected mid-level, how do employees participate? Select all that apply:
Opt-in/volunteer basis,
Nomination process
Training and Education: Does your company offer formal training programs that address the value of gender diversity and/or the barriers to achieving it? Yes or No
Training and Education: If yes, what is the gender of employees who participate? Please choose one:
Women only,
Men only,
Both men and women
Training and Education: If yes, what is the duration of your program? Select all that apply:
1 day,
Up to 1 week,
Up to 1 month,
Up to 6 months,
Up to 1 year
Sponsorship: Does your company have a formal sponsorship program for women technologists? Yes or No
Sponsorship: If yes, at what career level is this program available? Select all that apply:
Entry,
Mid-Career,
Senior,
Executive
Sponsorship: Does your company measure the retention and advancement of the women technologists who participate in this program? Yes or No