Top Company FAQ
Below are common questions we receive about Top Companies, grouped by topic.
How do I participate?
Top Companies submissions are accepted in the early spring of each year. View the details on participating in the upcoming year HERE.
What data will my company need to share to participate?
Top Companies collects data on the gender and race/ethnicity of your U.S. technical workforce for the following metrics: career level representation, retention, advancement, and hiring. Additionally, Top Companies collects information on policies and programs in which your company engages including, but not limited to, caregiver leave, flex time, accountability, transparency, pay equity, leadership development, training & education, career sponsorship, venture capital funding, and empowerment. View the previous year’s submission questions and/or the upcoming year’s questions HERE.
What are the costs and benefits of participation?
Top Companies is included in the benefits of Corporate Partnership with AnitaB.org. The cost is $2500 for all other organizations and includes:
— An individual report with your results and analysis benchmarking your company against other participating companies on all Top Companies metrics.
— A group call to collectively review the aggregated program results.
— Public Recognition:
1. All Participants receive a Top Companies Participant electronic badge and Zoom background to acknowledge their commitment to measuring their technical workforce and gaining a deeper understanding of ways to drive workplace equity. Companies that score in the top 25th percentile for each size category receive an additional badge and background, recognizing them as a Top Companies Leader. The company in each of the three size categories with the highest total score is recognized as a Top Companies Winner.
2. Public acknowledgment of participation on the Key Insights Report.
3. Press releases announcing Leaders and Winners.
— Grace Hopper Celebration (GHC) Recognition:
1. Participants who are also sponsors at GHC will receive a sign at the career hall designating their status as a Top Company for Women Technologists Participant, Leader, and/or Winner.
2. Companies will be designated as a Top Companies Participant on the GHC mobile app and on the virtual GHC website, if a virtual component is available.
3. Winners are publicly announced during the GHC Opening Keynote.
AnitaB.org is a 501(c)(3) charitable nonprofit. The participation fee is used to cover the program costs including the researchers’ time in developing the methodology and providing customized feedback about your application.
Will my company’s participation in the Top Companies program be public?
Yes. In addition to the Winners and Leaders, we will publicly recognize all participating companies in alphabetical order. We believe in recognizing companies that are committed to measuring their progress in building intersectional diversity in technical workforces. Companies will be notified of their results in advance of the public announcements, and confidential data will never be released publicly. All Participants are also encouraged to publicize their participation and will be able to use their Top Companies badge(s) in their publicity efforts.
Is my company information confidential?
AnitaB.org will take all reasonable steps to maintain the security and confidentiality of the application data as described in the Top Companies for Women Technologists Non-Disclosure Agreement, which companies must accept to participate.
Data from each company will be anonymized and aggregated with data from other participating companies. Individual, identifiable company data will not be shared publicly or with any other participating companies. Peer benchmarking data will only be shared in aggregated form, and only to the extent that the data can be sufficiently anonymized. Results summarized in custom reports for each company are released solely through the Top Companies secure portal to the designated Top Companies contacts.
We will list participating companies alphabetically in the confidential reports, publicly on the AnitaB.org website, and in marketing collateral or other materials. We will notify companies of their status prior to public announcements.
Are there eligibility requirements for the Top Companies for Women Technologist program?
Any privately or publicly held company, including foreign-based companies, may participate in the program provided they have at least 100 technical employees in their U.S.-based workforce.
To ensure the statistical rigor of our analysis, companies must have at least 25 employees at the entry and midcareer levels (of any gender) to be eligible for any Top Companies awards, but we encourage smaller organizations to participate, as they can still be recognized for their participation and will receive all other benefits of participation.
We will consider developing a separate category for companies smaller than 100 technologists in the future. If you are a small company and interested in helping inform our efforts, please contact us!
Is this only for tech companies?
No. AnitaB.org connects, inspires, and guides all organizations that view technology innovation as a strategic imperative. Companies that participate have come from a wide range of industries, including tech, financial services, internet services, food & beverage, consulting, and media. All companies that employ at least 100 technical employees should consider participating.
I work for a government agency or an academic institution. Can we participate?
We compare organizations that are alike in their workforce and structure so that we can provide meaningful analysis. Currently, we do not include academic institutions in that comparison, however, we have opened the program to government institutions.
Does my company have to be a Sponsor or Partner of AnitaB.org or can any company participate?
Any company with at least 100 U.S. technical employees may apply. The company does not need to be associated with AnitaB.org or any of its other programs.
What are the relevant dates for participating in Top Companies?
Relevant dates for Top Companies 2022 are as follows:
Jan. 10 — Submission period opens; Partners emailed submission access code
Apr. 1 — Submission period closes
Jul. 29 — Companies notified of award status and badges
Sept. 20 — Public Key Findings and Insights Report & Dashboard published
Sept. 20 — Winners announced during GHC Opening Keynote
Sept. 29 — Companies receive confidential individual benchmarking report
The Technical Workforce
We are a global company. Why is this award only based on U.S. technical employees?
The technical labor market looks very different across countries, with variances in the number of graduates and the challenges they face in industry at each career level. We believe the results of this program are most meaningful if we focus on specific labor markets.
Your definition of “technical” includes individuals who sit outside the engineering function. Why?
Increasing the representation of women in all technical roles is critical to a company’s innovation. Reflecting the constituency of AnitaB.org, our definition of the technical workforce consists of all technical occupations in computing and information technology, and is based on position, not department. The definition of technical employees covers four categories: (1) engineering, research and development, and technical design; (2) IT engineering and support; (3) technical services, technical sales, and technical marketing; and (4) technical management and leadership. The definition is based on a combination of our previous research, ongoing review with industry leaders, and a detailed review of standardized lists of positions pertaining to technical roles. Refer to the Definitions page for detailed descriptions and examples of these categories.
Does the data include exempt and non-exempt employees?
Yes, the data include exempt and non-exempt employees of a company, as long as they are in a technical function per the AnitaB.org definition. It does not include temporary staff members, regardless of whether they are contracted through a third-party agency or retained directly by the company.
AnitaB.org receives sponsorship from corporations. How do I know my company will be fairly evaluated?
AnitaB.org is committed to providing independent evaluation based purely on the metrics submitted by each participating company, regardless of whether the company participates in any other AnitaB.org programs or events. The metrics were defined in collaboration with social science experts on gender and organizations, and the evaluation methodology was designed with statistical experts.
What if I am unable to submit all the requested data?
The Top Companies program relies on the validity and completeness of the workforce data we collect and analyze. If your organization is unwilling or unable to provide a response to one of the metrics, we still invite you to participate in the program. A few questions are required in order to be publicly recognized as a Top Companies Participant, and others are required to be eligible for a Top Companies award. All companies that meet the minimum standard for participation will be recognized as Top Companies Participants. Review the Top Companies Submission Guidelines and Questions for details about which questions are required to be recognized as a Participant and which are required to be eligible for an award.
How was Top Companies scored in 2021?
The Top Companies Total Score is based on two scoring sections: Representation and Beyond Representation.
The Representation Score is based on seven (7) representation metrics. The percentages submitted by companies for each metric are normalized for comparability to companies of similar technical workforce size using a Z-score method. Z-scores are calculated as deviation from the mean divided by the standard deviation. The Representation Score is the sum of all seven Z-scores and contributes to 80% of the Total Score.
REPRESENTATION OF WOMEN IN TECHNICAL ROLES AT:
1. Entry level
3. Senior level
4. Executive level
BEYOND REPRESENTATION SCORE
Eighty (80) Beyond Representation Points are awarded based on responses to programs and policies questions. Points are scaled linearly to contribute 20% of the Total Score for companies of similar technical workforce size, using a Beyond the Numbers multiplier.
Transparency & Accountability (15 pts)
• 1 pt if company has formal policy to eliminate gender and racial bias in performance reviews, .5 if gender only or race only
• 2 pts if company’s exec team review diversity data at least once per month, 1 if once per quarter, .5 if once per year
• 2 pts if company’s diversity data includes intersectional gender and race data
• 2 pts if company releases diversity data public on its tech workforce, 1 if does not release tech data but does release data publicly on its overall workforce
• .5 pt if company releases gender data publicly on tech workforce
• .5 pt if company releases racial data publicly on tech workforce
• .5 pt if company releases intersectional gender and race data publicly on tech workforce
• 1 pt total - .25 if company releases data publicly on diversity for each of the following career levels of the tech workforce: intern, entry, mid, senior
• .5 if company releases data publicly on diversity of tech exec level
• 5 pts if company provided answers to all main, non-conditional questions; responses of “Unknown”’ or “Decline to Respond” are disqualified
Equitable Hiring (15 pts)
• 1 pt if company has formal policy to eliminate gender and racial bias in hiring, .5 if gender only or race only
• 6 pts total – 1 pt for each of the following practices a company engages in to increase the tech talent pool: recruiting from HBCUs, recruiting from MSIs, recruiting from community colleges, recruiting from bootcamps or other certification programs, recruiting non-tech new hires to train to be technologists (apprenticeships), reskilling programs to train current non-tech employees to be technologists
• 1 point if company provided a formal training on unbiasing the hiring process to hiring managers (mandatory or voluntary), .5 if hiring managers received education materials on unbiasing the hiring process but not a formal training
• 6 pts total –1 pt for each of the following practices a company engages in to decrease bias in hiring: rubric for assessing candidates, structured behavior-based interview questions, required diverse slate of candidates for interviews, required diverse interview panels; .5 pt for each of the following: gender neutral language in job descriptions, blinding name of candidates when assessing applications, blinding gender of candidates when assessing applications, blinding school of candidates when assessing applications
• 1 pt total- 0.5 pt each if company sets hiring targets for women or BLNP women
Caregiving Support (11 pts)
• 2 pts if 12+ weeks paid birthparent leave, 1.5 for 10-11, 1 for 8-9, .5 for 4-7, .25 for 1-3
• 2 pts if 12+ weeks paid additional leave, 1.5 for 10-11, 1 for 8-9, .5 for 4-7, .25 for 1-3
• 1 pt if 12+ weeks paid adoption leave, .75 if 8-11, .5 if 4-7, .25 if 1-3
• 1 pt if 12+ weeks paid surrogacy leave, .75 if 8-11, .5 if 4-7, .25 if 1-3
• 1 pt if 12+ weeks paid foster care leave, .75 if 8-11, .5 if 4-7, .25 if 1-3
• 1 pt if company tracks the usage of parental leave by gender
• 1 pt if company collects anonymous feedback from employees on their feelings of support in utilization of available caregiver leave
• 2 pts if company provides two or more types of childcare assistance, 1 if only one
Pay Equity (10 pts)
• 2 pts is company has pay equity by gender and race policy, 1 if gender only or race only
• 2 pts if company conducts pay equity audit quarterly, 1.5 if twice a year, 1 if annually, .5 if every two years
• .5 pt if company analyzes pay inequities by gender
• .5 pt if company analyzes pay inequities by race
• 1 pt if company analyzes pay inequities by intersectional gender and race
• 2 pts if company includes salary or salary range on technical job descriptions
• 2 pts if company releases compensation data externally, 1 if company shares compensation data with internal employees only
Leadership & Advancement (10 pts)
• 3 pts if Board of Directors is 40% or more women, 2 if 20%-39%, 1 if 1%-19%
• 1 pt if company offers formal leadership development program
• 1 pt if company sets target for technical women at first-level managers
• 1 pt if company sets target for technical women at senior-level managers
• 2 pts if company has formal career sponsorship program
• .5 pt if sponsorship is offered at entry level
• .5 pt if sponsorship is offered at mid-level
• 1 pt if company’s highest paid DEI position is C-suite, Exec, or Director, .5 if Manager or Individual Contributor
Inclusion (10 pts)
• 2 pts if company collects feedback from employees on their feelings of inclusion and/or belonging
• 2.5 pts total - .25 pt for each of the following DEI trainings offered: ally training, antiracism, creating psychologically safe teams, emotional intelligence, examining masculinity, examining whiteness, inclusive management, interrupting bias/bystander intervention, understanding intersectionality, unconscious bias
• 1 pt total - .5 pt for each of the following DEI trainings offered: unbiasing the hiring process, unbiasing the performance management process
• 4.5 pts total - .5 pt for each of the following ERG supports offered: funding, mentoring, professional development, sponsorship, affinity networking, compensation for group leaders, input on organizational policies & programs, networking with leaders, recognition of participation in performance review process
Flexible Work (9 pts)
• 3 pts if company has formal flex time policy
• 1 pt if company had permanent option to work remotely the entire week, .5 if option is temporary
• 1 pt if company had permanent option to work remotely part of the week, .5 if option is temporary
• 1 pt if company had permanent option to work flexible hours during the day, .5 if option is temporary
• 1 pt if company had permanent option to work a flexible/compressed workweek, .5 if option is temporary
• 1 pt if company tracks the usage of flex work by gender
• 1 pt if company promotes flex work options in job descriptions
The TOTAL SCORE is calculated as 80% REPRESENTATION SCORE and 20% BEYOND REPRESENTATION SCORE.
The Top Companies for Women Technologists Award Winner is the company with the highest total score for each technical workforce size category.
Top Companies Leaders are the top 25th percentile scores of each technical workforce size. Top Companies Participants include all companies that participated in this year’s program that met the minimum submission requirements.