2023 Top Companies for Women Technologists
Top Companies for Women Technologists is the only benchmarking program that specifically evaluates the technical workforce and awards companies that are making the most progress toward structural intersectional gender equity.
Discover how companies are building workplaces where women & non-binary technologists thrive.
40 COMPANIES
198,049 TECHNOLOGISTS
60,046 WOMEN AND NON-BINARY TECHNOLOGISTS
31,565 WOMEN AND NON-BINARY TECHNOLOGISTS OF COLOR
Representation of technical women experienced a gradual but consistent growth in the five years leading up to the COVID-19 pandemic, only to see a 7.3% decrease by the end of 2020. Despite this pandemic-era downturn, data indicate representation of tech women has returned to pre-pandemic levels, with one exception. Companies with small technical workforces (<1000) have experienced a consistent decline when it comes to post-pandemic representation of tech women, dropping more than 21% since March 2020.
With the exception of interns, the representation of tech women improved across all professional levels in 2023, with the greatest gains at the executive and senior levels. This 18.6% growth at the executive level and 10.9% growth at the senior level has a positive impact across the company, as representation of tech women in leadership is a significant positive predictor of tech women at the entry level of an organization.
Women’s representation in technical new hires increased this year, continuing a favorable trend of the last seven years. Perhaps unsurprisingly, tech women’s new hire representation is strongly positively correlated with women’s representation in a company’s tech workforce. This year, companies that have above average representation of women in their tech workforce also have 6.9 percentage points (pp) more tech women new hires than companies with below average representation.
After experiencing an uncharacteristic spike last year, the attrition rate for women in tech has returned to a state of near parity with that of tech men in 2023. While rates change from year to year, men’s and women’s attrition rates have historically been very similar. While last year’s high attrition for women was related to the “Great Resignation” experienced across industries, AnitaB.org’s most recent Technical Equity Experience Survey (TechEES) found that the number one reason tech women left their jobs was because they received a better job offer. Since the cost of replacing an employee can be three to four times the position’s salary, it is in the best interest of the company and the employee for organizations to ensure their current tech employees are paid their market value.
When looking at promotion rates by gender and race, we see that tech women were promoted at higher rates than tech men in their same racial or ethnic group, with Latinx tech women showing the highest promotion rates of all groups this year. When looking at the impact of demographics of leadership on women’s promotion rates, the single largest positive predictor of Latinx tech women’s promotion rates was the representation of Black tech women at mid-level.
The latest data indicate that non-binary people make up 0.1% of the technical workforce, but measuring for accuracy is difficult as collecting non-binary gender data is not a standard practice across all companies. That’s why it is particularly encouraging to see that in 2023, 69.4% of participating companies provided a non-binary or third gender option for employees, a 19.7% increase over prior year. Measuring groups with limited representation is vital because continued exclusion from measurements leads to continued marginalization and erasure of communities. Identifying and measuring groups that are small in number is necessary to understand the group’s specific needs and experiences.
2023 WinnersAnitaB.org is proud to name Dev Technology Group, Kohl’s, Inc., and ADP as the winners of the 2023 Top Companies for Women Technologists program. These three companies had the highest overall score in their technical workforce size category.
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| Small Technical Workforce <1,000 |
Medium Technical Workforce 1,000 – 10,000 |
Large Technical Workforce >10,000 |
2023 LeadersTop Companies Leaders are companies that scored in the top 25th percentile in their technical workforce size category. Companies are listed alphabetically; this list is not a ranking of Leaders.
| Small Technical Workforce | Medium Technical Workforce | Large Technical Workforce |
| <1,000 | 1,000 – 10,000 | >10,000 |
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Dev Technology Group InterSystems PointClickCare |
Discover Financial Services Eli Lilly and Company Experian Kohl’s, Inc. Slalom Consulting Target Thomson Reuters UKG |
ADP Capital One PwC |
2023 ParticipantsThese companies are hugely instrumental in driving change. By contributing to the industry benchmark and measuring their data against other participating companies, they demonstrate a commitment to understanding where they are today and learning how to improve. Companies are listed alphabetically; this list is not a ranking.
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American Express American Family Mutual Insurance Company, S.I Argonne National Laboratory Citigroup, Inc. Electronic Arts Inc. Genentech Goldman Sachs HP Inc. Insight |
Maxar Technologies, Inc. MIT Lincoln Laboratory Morgan Stanley New York Life Prudential Financial, Inc. SAP Schellman Schrodinger, Inc T. Rowe Price T-Mobile US, Inc. |
Two Sigma USAA Verisk Analytics Wells Fargo |
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Structural inequities call for structural changes. However, many companies have tended to focus their DEI efforts at the individual level—using strategies such as trainings and conferences—because these are relatively cheap, quick to implement, and highly visible. Such surface-level efforts merely shift the burden of change away from organizations and onto individuals, especially individuals from historically marginalized or underrepresented groups. To create true transformational change, companies should focus instead on unbiasing organizational policies, practices, systems, processes, and rewards. Companies should also target individual-level training at leaders and management, to ensure that structural changes are successfully implemented. Only after companies do the hard work of building equity into their structures should they shift their focus to training individual employees how to access, utilize and maintain this equity.
