The Top Companies Total Score is based on two scoring sections: Representation and Beyond Representation.
Representation Score
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 Technology Roles At:
Entry level
Mid-level
Senior level
Executive level
Rates Of:
Recruitment
Retention
Advancement
Beyond Representation Score
One hundred (100) 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 (16 pts)
1 pt if company has formal process to hold leaders accountable for progress on DEI goals
1 pt if company includes DEI goals as a component of performance reviews
0.5 pt if company offers financial incentives for making progress on DEI goals
0.5 pt if company imposes financial penalties for not making progress on DEI goals
2 pts if company’s exec team reviews tech 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 publicly on its tech workforce, 1 if does not release tech data but does release data publicly on its overall workforce
0.5 pt if company releases gender data publicly on tech workforce
0.5 pt if company releases racial data publicly on tech workforce
1 pt if company releases intersectional gender and race data publicly on tech workforce
5 pts if company provided answers to all main, non-conditional questions; responses of “Unknown”’ or “Decline to Respond” are disqualified
Equitable Hiring (18 pts)
8 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 HSIs, recruiting from other 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, returnship programs
1 pt if company provides a formal training on unbiasing the hiring process to hiring managers (mandatory or voluntary), .5 if hiring managers receive education materials on unbiasing the hiring process but not a formal training
8 pts total –1 pt for each of the following practices a company engages in to decrease bias in hiring: Explicit evaluation criteria established before the candidate review process begins, structured behavior-based interview questions, required diverse slate of candidates for interviews, required diverse interview panels, sharing interview questions with candidates in advance, tracking hiring outcomes to check for bias; .5 pt for each of the following: system for checking for gendered language in job descriptions, blinding gender of candidates when assessing applications, blinding school of candidates when assessing applications, prohibiting white board interviews
1 pt total- 0.5 pt each if company sets hiring targets for women or BLNP women
Caregiving Support (13 pts)
2 pts if 12+ weeks full 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 full paid non-birthparent leave, 1.5 for 10-11, 1 for 8-9, .5 for 4-7, .25 for 1-3
1 pt if 12+ weeks full paid adoption leave, .75 if 8-11, .5 if 4-7, .25 if 1-3
1 pt if 12+ weeks full paid surrogacy leave, .75 if 8-11, .5 if 4-7, .25 if 1-3
1 pt if 12+ weeks full paid foster care leave, .75 if 8-11, .5 if 4-7, .25 if 1-3
1 pt if company provides equal weeks of full paid parental leave to birthparents and non-birthparents
0.5 pt if company tracks the usage of parental leave by gender
0.5 pt if company tracks the usage of parental leave by race
1 pt if company tracks the usage of parental leave by intersectional gender and race
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 (11 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 at least annually, 1 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
1 pt if company’s pay equity analysis expands beyond base pay
2 pts if company includes salary or salary range on technical job descriptions
2 pts if company does not request previous salary history from candidates as part of the job application process in states where this practice is allowed
Leadership & Advancement (20 pts)
5 pts total – 1 pt for each of the following practices a company engages in to decrease bias in performance management: explicit performance evaluation criteria established before the review process begins, tracking promotion outcomes by gender, tracking promotion outcomes for BLNP women, tracking merit-based salary increases by gender, tracking merit-based salary increases for BLNP women
3 pts if Board of Directors is 40% or more women, 2 if 20%-39%, 1 if 1%-19%
1 pt if company provides a formal training on unbiasing the performance management process to managers (mandatory or voluntary), .5 if managers receive education materials on unbiasing the performance management process but not a formal training
1 pt if company offers formal leadership development program
1 pt if company offers formal mentorship program
2 pt if company sets target for technical women at first-level managers
2 pt if company sets target for technical women at senior-level managers
2 pts if company has formal career sponsorship program
1 pt if sponsorship is offered at entry level
1 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 (11 pts)
1 pt if company collects feedback from employees on their feelings of inclusion and/or belonging
4 pts total - .5 pt for each of the following DEI trainings offered: ally training, antiracism, creating psychologically safe teams, examining masculinity, interrupting bias/bystander intervention, unconscious bias; 1 pt for inclusive management
5 pts total –1 pt for each of the following ERG supports offered: compensation for group leaders, recognition of participation in performance review process; .5 pt for mentoring, professional development, sponsorship, affinity networking, input on organizational policies & programs, networking with leaders
1 pt if company provides a non-binary option to employees when asking gender
Worklife Flexibility (11 pts)
1 pt if company has formal flex time policy
1 pt if company has permanent option to work remotely the entire week, .5 if option is temporary
1 pt if company has permanent option to work remotely part of the week, .5 if option is temporary
1 pt if company has permanent option to work flexible hours during the day, .5 if option is temporary
1 pt if company has permanent option to work a flexible/compressed workweek, .5 if option is temporary
1 pt if company has a permanent option for job sharing, .5 if temporary
1 pt if company has a permanent option for part-time tech roles, .5 if option is temporary
.5 pt if company tracks the usage of flex work by gender
.5 pt if company tracks the usage of flex work by race/ethnicity
1 pt if company tracks the usage of flex work by intersectional gender and race
1 pt if company promotes flex work options in job descriptions
1 pt if company collects anonymous feedback from employees on their experiences of burnout
TOTAL SCORE
The TOTAL SCORE is calculated as 80% REPRESENTATION SCORE and 20% BEYOND REPRESENTATION SCORE. Companies are then ranked by the Total Score within their technical workforce size categories.
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.