The tech industry has a terrible track record on diversity. Here’s how 17 companies that spoke out against racism this week say they plan to improve.

tech industry racism

  • Many technology companies have shared statements of support as protesters across the country advocate for an end to systemic racism and police brutality.
  • But many of these same companies struggle to hire and retain people of color and women from all backgrounds.
  • Business Insider tracked what enterprise tech companies have said publicly about the ongoing protests, along with their diversity statistics for leadership and their overall workforce, and asked how they plan to promote more diverse and equitable workplaces.
  • Visit Business Insider’s homepage for more stories.

Across the US, people are marching to protest the deaths of George Floyd, Breonna Taylor, and other Black people who have been killed by police.

In response, tech companies have jumped on board, crafting blog posts and tweets to show their support for the Black Lives Matter movement. But while their messages say they stand against racism, employees within those companies have often told a different story.

Silicon Valley has long been a mostly-white boys club: Underrepresented minorities like Black and Latinx people still only make up single-digit percentages of the workforce at many major tech companies. When you look at the leadership statistics, the numbers are even bleaker.

Making a corporate statement opposing racism should just be an initial step, says Aparna Rae, the cofounder of Moving Beyond, which helps companies make diversity, equity, and inclusion part of their business operations.

Companies should immediately “acknowledge the pain, suffering, and secondary trauma experienced by people of color employees, especially Black employees,” she said, while equipping managers to offer time off, mental health resources, and no-meeting days. They can also support Black employees by providing white employees with resources to become better-informed allies, she said.

Beyond the systemic racism they may deal with in their everyday lives, underrepresented minorities face barriers to breaking into tech that their white counterparts are less likely to face.

Word choice in job postings can deter underrepresented minorities and women from applying in the first place, and if they do apply, tech interviewers may have unconscious biases that lead them to gravitate towards candidates like themselves (which can mean white males only hiring white males).

Once women and people of color are hired, they may face pay gaps and harassment. According to a Glassdoor survey, 43% of US employees have seen or experienced racism at work. While it’s become common for major tech companies to hire diversity and inclusion executives, many startups don’t make it a top priority early on, which can affect the way the company grows.

And when the culture of a company is unwelcoming to underrepresented minorities, it affects their retention rate. In the past year, the tech industry has seen memos circulate from employees at Google and Facebook describing the racism and discrimination they have faced at work. In one memo, a former Black Google employee wrote that they “never stopped feeling the burden of being black at Google,” and current Black engineering director Leslie Miley also shared shared how he was accosted at least once a week while wearing his badge because he doesn’t look like the employee his coworkers expect.

Women and people of color have also been disproportionately impacted by layoffs during the coronavirus, says Evelyn Carter, director of Paradigm, which works with companies to improve their diversity and inclusion efforts. She says it’s partly because layoff decisions are often based on tenure, and, for the aforementioned reasons, women and people of color are more likely to be in junior positions instead of leadership.

“That influx of diversity is going away if folks aren’t intentional about all their decisions in the employee life-cycle,” Carter told Business Insider.

In recent years, companies have published their diversity statistics and pledged to increase hiring of people of color and women. In many cases, progress for these companies has been slow.

Moving Beyond’s Rae also said that companies should be publicly and explicitly detailing their plans to diversify company leadership and boards of directors, and focus on approaches grounded in data.

“We are reading, ‘We support Black Lives Matter,” and, ‘We don’t condone racism,’ but ultimately, when this dies down, is it going to be business as usual?” Rae said.

The value of making plans public is that it invites feedback and suggestions, and helps employees and outsiders hold the company accountable.

In that spirit, Business Insider put together a list detailing what 17 enterprise tech companies have said publicly about the ongoing protests, along with the diversity statistics at each one. We included statistics both for the company overall and in leadership. In addition, we asked each company what it plans to do in order to improve diversity and inclusion within the company:

Google

Sundar Pichai
Google CEO Sundar Pichai 
Stephanie Keith/Getty Images

Statement: 

“The events of the past few weeks reflect deep structural challenges. We’ll work closely with our Black community to develop initiatives and product ideas that support long-term solutions—and we’ll keep you updated. As part of this effort, we welcome your ideas on how to use our products and technology to improve access and opportunity.”

You can read the full statement from Google CEO Sundar Pichai here.

Diversity statistics:

White: 51.7%

Asian: 41.9%

Black: 3.7%

Latinx: 5.9%

Native American: 0.8%

Leadership diversity statistics:

White: 65.9%

Asian: 29.6%

Black: 2.6%

Latinx: 3.7%

Native American: 0.5%

Men: 73.3%

Women: 26.7%

You can read the full diversity report here.

Statement on how it plans to improve: “We’re committed to building a workforce that is more representative of our users and a workplace that creates a sense of belonging for everyone. As you’ll see in our recent diversity report, we’ve taken concrete actions to steadily grow a more representative workforce, launching programs that support our communities globally, and building products that better serve all of our users.”

Google released its most recent report in early May.

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Microsoft

Satya Nadella
Microsoft CEO Satya Nadella. 
Chesnot/Getty Images

Statement:

“Our identity, our very existence is rooted in empowering everyone on the planet. So, therefore, it’s incumbent upon us to use our platforms, our resources, to drive that systemic change, right? That’s the real challenge here. It’s not just any one incident, but it’s all the things that have led to the incident that absolutely need to change.

We can’t do it alone. I’m grounded in that, I realize that, but together I think we can, and we will drive change.

We need to recognize that we are better, smarter and stronger when we consider the voices, the actions of all communities, and you have my assurance that Microsoft will continue to advocate to have all those voices heard and respected.”

Read the full statement here.

Overall workforce diversity statistics:

White: 53.2%

Asian: 33.1%

African American/Black: 4.5%

Hispanic/Latinx: 6.3%

American Indian/Alaskan Native: .5%

Native Hawaiian/Pacific Islander: .2%

Multiracial: 2.1%

(As of 2019. Includes Microsoft’s retail operations and does not include Microsoft’s portfolio companies, like LinkedIn)

Leadership diversity statistics (executives):

White: 67.3%

Asian: 23.9%

African American/Black: 2.7%

Hispanic/Latinx: 4.4%

American Indian/Alaskan Native: .4%

Native Hawaiian/Pacific Islander: .1%

Multiracial: .9%

Men: 80.7%

Women: 19.3%

How it plans to improve: Microsoft referred Business Insider to its Diversity and Inclusion report, released in November 2019. When asked whether Microsoft plans to take any new steps, Microsoft said it had “nothing to share.”

Amazon

FILE - In this Thursday, Sept. 19, 2019 file photo, Amazon CEO Jeff Bezos walks off stage after holding a news conference at the National Press Club in Washington to announce the Climate Pledge, setting a goal to meet the Paris Agreement 10 years early. On Monday, Feb. 17, 2020, Bezos said that he plans to spend $10 billion of his own fortune to help fight climate change. (AP Photo/Pablo Martinez Monsivais)
Amazon CEO Jeff Bezos 
Associated Press

Statement:

“The inequitable and brutal treatment of Black people in our country must stop. Together we stand in solidarity with the Black community — our employees, customers, and partners — in the fight against systematic racism and injustice.” Read more about the response to Amazon’s statement, including from some employees, here.

Overall workforce diversity statistics:

White: 34.7%

Asian: 15.4%

Black/African American: 26.5%

Hispanic/Latinx: 18.5%

Native American: 1.3%

Two or more races: 3.6%

Leadership diversity statistics (manager-level):

White: 59.3%

Asian: 20.8%

Black/African American: 8.3%

Hispanic/Latinx: 8.1%

Native American: .6%

Two or more races: 3%

Men: 72.5%

Women: 27.5%

(Includes both corporate and warehouse operations)

How it plans to improve: Amazon and Amazon Web Services did not respond to Business Insider’s requests about whether the company plans to take any steps to create a more diverse workforce and equitable workplace.

Twilio

Twilio co-founder and CEO Jeff Lawson
Twilio co-founder and CEO Jeff Lawson 
Twilio

Statement: 

“Twilio cares for and stands with the Black Community. It is our responsibility and honor to speak out against hate and violence. Silence is a message in itself. We choose to speak up.”

Message here.

Diversity statistics: 

White: 40%

Asian: 21%

Black: 3%

Latinx: 3%

Pacific Islander, Native, Other: 1%

Two or more races: 2%

Leadership diversity statistics: 

White: 59%

Asian: 15%

Black: 1%

Latinx: 3%

Pacific Islander, Native, Other: 2%

Two or more races: 1%

Men: 67%

Women: 33%

You can read the full diversity report here.

How it plans to improve: 

Twilio is working on a blog post on these issues to be released later with more details. Business Insider will update when it’s published.

Atlassian

atlassian mike cannon-brookes scott farquhar
Atlassian co-CEOs Mike Cannon-Brookes (left) and Scott Farquhar (right) 
Atlassian

Statement: 

“What has happened to many other Black lives, all over the world, is not acceptable. I have a responsibility to say Black Lives Matter. I believe we all do. Like many of you, Scott and I are angry and sad. We believe, above all else, in respecting human rights. Equality is not a privilege, reserved for some and not others. Now, more than ever, we must come together and support one another. We must listen, and learn. And we must speak up and fight for equality and justice. We should continue to expect unrest until governments and companies (including ours) are held accountable in upholding equality and justice. And as this unrest grows more loud, more violent, and more painful, we need to do own our part in creating a more just and equitable world. Anything less would be complicit and complacent.”

You can read the full statement from Mike Cannon-Brookes here.

Diversity statistics:

White: 59.3%

Asian: 27%

Black: 2.6%

Latinx: 5.5%

American Indian, Alaska Native, Native Hawaiian, or other Pacific Islander: 0.2%

Two or more races: 3.4%

Leadership diversity statistics:

White: 64.7%

Asian: 31%

Black: 0%

Latinx: 1.7%

American Indian, Alaska Native, Native Hawaiian, or other Pacific Islander: 0.9%

Two or more races: 0.9%

Men: About 70%

Women: 29.8%

You can read the full diversity report here.

How it plans to improve: Declined to disclose.

GitHub

GitHub CEO Nat Friedman
GitHub CEO Nat Friedman 
GitHub

Statement: 

“This week has been a horrifying, sad reminder of the centuries-long pattern of systemic racism in the US. And that our criminal justice system is in dire need of reform. GitHub stands with the Black community and will not be silent on violence and injustice,” GitHub CEO Nat Friedman on Twitter. 

Diversity statistics:

White: 69.2%

Asian: 13.7%

Black: 5.5%

Latinx: 7.5%

Native Hawaiian/Pacific Islander: 0.4%

Multiracial: 3.7%

Management diversity statistics:

White: 71%

Asian: 16%

Black: 4.5%

Latinx: 4.5%

Multiracial: 4%

Men: 66.8%

Women: 33.2%

You can read the full diversity report here.

Statement on how it plans to improve: “To build the best platform for our community, we need to build a company that reflects the world we live in today. At GitHub, diversity, inclusion, and belonging is an ongoing commitment—something we’re accountable for and that we all create together. Our focus on both hiring and retaining employees from underrepresented backgrounds is essential to the success of our company and community. We know we have a lot more to do.”

VMware

Pat Gelsinger
VMware CEO Pat Gelsinger 
Business Insider

Statement: 

“There is no place in our world for racial injustice. I am thinking of our employees, customers, partners and communities who are hurting and angry. My prayers go out to you. We must be better and make the world a better place for everyone in it,” VMware CEO Pat Gelsinger said on Twitter.

Overall diversity statistics:

White: 57.6%

Asian: 31.1%

Black: 3.2%

Latinx: 5.8%

Multiracial: 1.8%

Other: 0.5%

Leadership diversity statistics:

White: 67.1%

Asian: 26.2%

Black: 1.5%

Latinx: 3.8%

Multiracial: 1.1%

Other: 0.3%

Men: 75.6%

Women: 24.4%

You can read the full diversity report here.

How it plans to improve:

VMware says its vice presidents and above are assigned a D&I goal to: improve the representation of women and underrepresented minorities, ensure that at least one woman or underrepresented candidate is interviewed for all open positions, and improve the company’s culture through their leadership actions.

It has also piloted several new programs to identify and hire underrepresented talent. Recently, VMware rolled out a training session called the Inclusive Leadership Initiative. It also started a Getting Real Campaign to tackle topics like race and privilege. You can read more about these initiatives here.

McAfee

peter leav low (1)
McAfee CEO Peter Leav 
McAfee

Statement: 

“At McAfee, inclusion and equality are part of our DNA. These principles guide the way we treat one another, the way we do business, and how we operate. We vehemently believe there is no place for racism, discrimination, or Injustice in our society, and we cannot stay silent when we see such unfathomable acts or behavior.”

See the full social media post here.

2019 diversity statistics:

White: 57%

Asian: 22.5%

Black: 5.9%

Latinx: 7.9%

Native American: .3%

Pacific Islander: .4%

McAfee did not share leadership diversity stats.

You can read the full diversity report here.

How it plans to improve: McAfee team members are encouraged to share their reflections, observations, and words of support during this time. Partnering with the McAfee African Heritage Community, the company has also published an internal guide for allies.

McAfee leaders will be participating in open forums and town hall meetings. In addition to unconscious bias training, McAfee will hold sensitivity training with a focus on racial equality for all McAfee team members.

Okta

Okta Todd McKinnon
Okta CEO Todd McKinnon 
Okta. Used by permission.

Statement: “We are listening. We are learning. We stand in solidarity with our Black and African American communities. We will work to achieve viable solutions to resolve racial inequality and are committed to financially supporting nonprofit organizations working toward improving racial equality through Okta for Good.” See the social media post here.

Statement by CEO Todd McKinnon: “Racism of every kind is unconscionable. The images and news stories we are seeing about the treatment of black people in America today are incredibly tragic. I stand with my black colleagues at Okta and the entire community as we work together for a more just and kind society.” See his social media post here.

Diversity statistics: Not publicly released. The company says it will be releasing this summer.

You can read the full diversity web page here.

How it plans to improve: CEO Todd McKinnon has “committed to listening and learning from our black team members,” the company says. Okta has also offered a number of “safe space” sessions for members of its black community, led by a clinical psychologist. And Okta is hosting allyship sessions and internally sharing resources (books, articles, podcasts, etc.) on how to better support team members, peers and communities.

Cisco

Chuck Robbins
Cisco CEO Chuck Robbins 
Business Insider

Statement: 

Via CEO Chuck Robbins in an email to employees:

“People across the globe, who are already facing the worst health crisis of a lifetime, are now painfully reminded about the racial divide, xenophobia and inequality that remains all too prevalent today. Sadly, these issues are not new, nor are they specific to one part of the world.

For many of us, they are rooted deep in our history as we have seen this hate for centuries and I am frustrated by the lack of action and change.  … I have spoken with many of you these past few days and I see your pain and your rage. As a team, we have never shied away from the tough conversations or tackling challenges, however insurmountable they may seem. This situation is no different. We must lean in to our conscious culture and support each other now more than ever.”

Here’s Robbins’ Twitter statement. 

Overall diversity statistics (2019):

White: 52%

Asian: 37%

Black: 3.8%

Hispanic/Latinx: 5.6%

American Indian/Alaska Native: 0.2%

Native Hawaiian/Other Pacific Islander: 0.2%

Two or More Races: 1.3%

Executive Team diversity statistics:

White: 62%

Asian: 23%

African American/Black: 0%

Hispanic/Latinx: 15%

American Indian/Alaska Native: 0%

Native Hawaiian/Other Pacific Islander: 0%

Two or More Races: 0%

Men: 54%

Women: 46%

Statement on how it plans to improve:

“Diversity, inclusion, collaboration, and technology are fundamental to who we are, how we create the best teams, and how we will succeed in this age of digital transformation. Our work is focused on achieving four key business outcomes: Diverse leadership and workforce, inclusive and collaborative culture, community engagement and impact, and inclusion and collaboration industry leadership.

We view inclusion and collaboration as the bridge to connect diverse perspectives, spark new ideas, and imagine new possibilities. We challenge the status quo and inspire innovation, unleashing the full power and potential of our people. This is the heart of our approach to creating a Conscious Culture where everyone takes responsibility for fostering an inclusive, collaborative, and respectful environment.”

Intel

bob swan intel 2x1
Intel CEO Bob Swan 
Intel; Shayanne Gal/Business Insider

Statement: 

“Black lives matter. Period. While racism can look very different around the world, one thing that does not look different is that racism of any kind will not be tolerated here at Intel or in our communities.

To our black employees and communities inside and outside Intel, I hear you and see you. You are hurting deeply. You are angry. You are tired.”

Read the full memo to employees from Intel CEO Bob Swan here. 

Overall diversity statistics:

White: 45.8%

Asian: 38.2%

Hispanic: 10%

African American: 4.9%

Native American: 0.8%

Multiracial: 0.3%

Multiracial: 0.1%

Executive diversity statistics:

White: 61.85%

Asian: 29.4%

Hispanic: 5.7%

African American: 2.3%

Native American: 0.9%

Multiracial: 0.0%

Men 79.7%

Women 20.3%

Statement on how it plans to improve:

“We believe a diverse and inclusive workforce is key to driving our growth. … It is clear that we must keep focusing on the progression and retention of key talent and build a deeper culture of inclusion.” – Barbara Whye, Chief Diversity and Inclusion Officer

Box

Aaron Levie

Mike Windle/Getty

Statement:

We stand in solidarity with the Black community against racism, hate, and injustice. Silence and complacency have no place in our world. Our values and our humanity call us to action. Through Box.org, we are committed to financially supporting non-profit organizations working towards improving racial equality. Get vocal. Stand up. Join us.”

Message here. 

Diversity statistics:

Black: 3.1%

Latinx: 8%

Box did not disclose its percentage of white, Asian, or otherwise identifying employees.

Leadership diversity statistics:

Box did not disclose. 

How it plans to improve: 

Tiffany Stevenson, Box’s chief talent and inclusion officer, said Box thinks about inclusion using three pillars: hiring, thriving, and belonging.

For hiring, Box has increased its timeline for searching for qualified candidates for open roles, so it gets a wider pool of applicants, while proactively thinking about how to hire underrepresented people.

For “thriving,” Box focuses on learning and development, like manager trainings around hiring and performance reviews, so they’re thinking about their biases, Stevenson said.

“Belonging” is really about making sure people feel comfortable to be themselves at work, she said. That means acknowledging that people have different proximities to racial injustice and incidents of police brutality. Some may just see it on the news, but for others it could be something they or someone they know has experienced.

That means making sure managers don’t pretend its “business as usual” right now. Box has been holding allyship meetings this week for employees to talk about what it means to be an ally and what they want to see Box do to address inequity.

Slack

Stewart Butterfield

Slack

Statement:

We are horrified and sickened not only by George Floyd’s murder and the larger context of police brutality against Black people, but also by the pattern of violent response to largely peaceful protests. We stand in solidarity with our Black employees, customers, and community.”

See the full statement here as well as what CEO Stewart Butterfield posted internally here. 

Diversity statistics:

White: 52.2%

Asian: 28.3%

Black or African American: 4.4%

Latinx /Hispanic: 7.9%

Middle Eastern: 1.1%

Native Hawaiian or Pacific Islander: 0.4%

American Indian, Indigenous, or Alaska Native: 0.1%

Two or more races: 4.2%

Not listed: 1.3%

Leadership diversity statistics:

White: 69.1%

Asian: 15.8%

Black or African American: 5.3%

Latinx / Hispanic: 2.6%

Middle Eastern: 1.3%

Two or more races: 3.3%

Not listed: 2.6%

Slack says it has no Native Hawaiian, Pacific Islander, American Indian, Indigenous, or Alaska Native people in U.S. leadership roles.

Men: 70.1%

Women: 29.9%

You can read the full diversity report here.

How it plans to improve: 

“As we outlined in our statement, our teams are working hard to determine how we can best partner with the broader community and support meaningful, structural change.

In addition to our existing Diversity Office Hours and channels for employee feedback, we’ve implemented a number of immediate measures in the past week including:

  • Listening sessions with our Black Employee Resource Group, Mahogany
  • Offering guidelines for Slack managers on how they can support Black employees
  • Sharing a resource list for managers to better educate themselves on White supremacy and oppression of the Black community.

These measures are only a first, basic step and we look forward to sharing more on the actions we’ll be taking in the coming weeks,” a Slack spokesperson said.

It also currently has programs to recruit and hire underrepresented interns, support higher performers who have “historically lacked access to this type of support,” and train and hire formerly incarcerated people.

Salesforce

marc benioff

Kimberley White/Getty Images

Statement:

“We stand with the Black community against racism, violence, and hate. Now more than ever we must support one another as allies and speak up for justice and equality.”

Message here.

Diversity statistics:

White: 61.6%

Asian / Indian: 25.6%

Black / African American: 2.9%

Latinx / Hispanic: 4.3%

Native Hawaiian or Pacific Islander: 0.3%

American Indian or Alaska Native: 0.2%

Multiracial: 2.8%

Not listed: 2.2%

Leadership diversity statistics:

White: 73.7%

Asian / Indian: 17.2%

Black / African American: 1.5%

Latinx / Hispanic: 3.3%

Native Hawaiian or Pacific Islander: 0%

American Indian or Alaska Native: 0.1%

Multiracial: 2.8%

Not listed: 1.4%

Men: 76.1%

Women: 23.7%

Salesforce also reports diversity statistics for tech roles, and non-tech roles. You can read the full diversity report here.

How it plans to improve: 

“Our primary focus is standing with and supporting our Black employees in this time of incredible grieving, pain and loss,” a Salesforce spokesperson said. “BOLDforce, our Black employee resource group, hosted an Equality Circle for the Black community and allies to share their stories, experiences and support for each other.”

Salesforce hosted a virtual event on Tuesday featuring prominent Black business leaders and celebrities, to talk about race and injustice. The event was moderated by chief philanthropy officer Ebony Beckwith and CEO Marc Benioff.

The spokesperson also pointed out other ongoing initiatives:

  • An Equality Mentorship program and a partnership with the Executive Leadership Council on an in-house program focused on underrepresented minorities (Black, Latinx, and Indigenous)
  • Fair, equitable, and inclusive business processes, including a working towards equal pay for women and minorities, and trainings on inclusive business practices.

Zoom

eric yuan zoom

AP Photo/Mark Lennihan

Statement:

“COVID has brought pain, loss, ambiguity, and despair for many, in particular, vulnerable communities. The Black Community in the United States has been severly impacted and coupled with the pandemic has also experienced shocking and senseless killings that have occured or been brought to light over the past couple of weeks involving Ahmaud Arbery, Breonna Taylor and George Floyd.

To be clear, the disproportionate impact of the pandemic on vulnerable populations and the individual and institutionalized racism and violence that the Black Community continues to endure is not new. However, as I watch the news, listen, and read, I know I am on my own journey of learning. While I don’t pretend to be even close to truly understanding the multi-faceted experiences within the Black community, I am now, more than ever, open to listening, learning, understanding, and leading our voice — as a company that connects the world — to take action for social and racial equity.”

Read the full letter from CEO Eric Yuan here.

Diversity statistics:

Zoom doesn’t currently release diversity statistics but it recently hired a chief diversity officer, who started June 1, who will be in charge of that going forward, a Zoom spokesperson said.

How it plans to improve: 

Zoom declined to comment, beyond saying that its new chief diversity officer, Damien Hooper-Campbell, will be leading these initiatives.

Hooper-Campbell’s role will be to “lead the design and implementation of Zoom’s global diversity and inclusion strategy with a focus on its current and future employees and its products. He will also be responsible for establishing Zoom’s university recruiting program and initiatives.”

Dell

michael dell
Dell CEO Michael Dell 
REUTERS/Shannon Stapleton

Statement: 

“The murder of George Floyd is an atrocity,” CEO Michael Dell told employees in a letter. “We all stand in horror, grieving as a nation alongside his family and his community. To see a man killed, a life ended cruelly and senselessly is something that will haunt me forever. But for people of color in communities all over this country and around the world – that footage is not a surprise, it is all too familiar. The fault lines of our society are laid bare. From the devastating and disproportionate impacts of COVID-19 to the devastating impacts of police brutality, the long-standing racial injustice in America that began 400 years ago is impossible to ignore. And the people who have been ignored are now demanding to be heard. We are listening.”

Diversity statistics (US only in 2019):

White: 69.9%

Asian: 14.2%

Black / African American: 4.9%

Hispanic / Latinx: 7.7%

American Indian or Alaska Native: 0.5%

Native Hawaiian or Other Pacific Islander: 0.2%

Two or More Races: 1.7%

Not Specified: 0.9%

Leadership diversity statistics:

White: 77.4%

Asian: 11.4%

Black / African American: 2.9%

Hispanic / Latinx: 6.2%

American Indian or Alaska Native: 0.3%

Native Hawaiian or Other Pacific Islander: 0.1%

Two or More Races: 1.0%

Not Specified: 0.6%

Men: 76.6%

Women: 23.4%

Statement on how it plans to improve:

“Meaningful change requires intentional listening and action. It requires space for the uncomfortable conversations and standing up and standing together for change. We at Dell Technologies – like all companies – have a role to play in addressing the racial injustice being witnessed right now. We must learn from others’ experiences and hold ourselves accountable for doing things differently. There is hard work to be done, but we are committed to doing the work and leading by example.”

ServiceNow

ServiceNow CEO Bill McDermott
ServiceNow CEO Bill McDermott 
ServiceNow

Statement: 

We embrace diversity, inclusion, and belonging as one of our top talent and business priorities. We are building a more diverse, inclusive global workforce and a culture in which everyone can be who they are and thrive. Belonging is the breakthrough. It allows employees to feel safe, valued, and seen. …

I believe every employee deserves to be treated beautifully and fairly. It’s about leading with compassion and empathy. For example, this means we are creating an open environment for our LGBTQ+ employees, we are diversifying our recruiting practices, and we are training our employees about the effects of unconscious bias.

– Pat Wadors, Chief Talent Officer

Diversity statistics (US only in 2019):

White: 57.4%

Asian: 31.4%

Black / African American: 2.1%

Hispanic / Latinx: 6.2%

American Indian or Alaska Native: 0.3%

Native Hawaiian or Pacific Islander: 0.3%

Two or more races: 2.3%

Leadership diversity (US only in 2019):

White: 70.0%

Asian: 22.9%

Black / African American: 1.3%

Hispanic / Latinx: 3.5%

Native Hawaiian or Pacific Islander: 0.1%

American Indian or Alaska Native: 0.0%

Two or more races: 1.3%

Women: 28.2%

Men: 71.8%

Statement on how it plans to improve:

“We are encouraging and embracing open, honest, vulnerable dialogue within our company, especially with our Black employees,” said Chief Talent Officer Pat Wadors. “Their voices and needs will help shape our response.”

Square

Jack Dorsey
Square and Twitter CEO Jack Dorsey 
Getty

Statement:

“There is much to do to right society’s long history of wrongs against Black communities. We can put out statements all day, but we know that words alone can feel quaint. Real, meaningful work is necessary to create change. Together with the BSA, we will continue to do that work. We stand with our Black employees, our customers, and the Black community in demanding an end to systemic racism and police brutality.”

Message here.

Diversity statistics:

White: 57.3%

Asian: 25.1%

Black or African American: 6.4%

Hispanic or Latinx: 5.8%

Two or more races: 5%

American Indian or Alaska Native: 0.2%

Native Hawaiian or other Pacific Islander: 0.2%

Leadership:

White: 70.9%

Asian: 22.1%

Black or African American: 2%

Hispanic or Latinx: 2%

Two or more races: 3%

American Indian or Alaska Native: 0%

Native Hawaiian or other Pacific Islander: 0%

Men: 74.8%

Women: 25.2%

Statement on how it plans to improve (via spokesperson):

“To broaden the diversity of entry-level talent we were connecting with, we shifted our strategy from focusing on campus activity to also include the growing number of conferences and organizations created for underrepresented groups. Accordingly, we increased our presence and interviewing capacity at conferences such as Tapia, the Grace Hopper Celebration, the annual conventions for National Society of Black Engineers, and the Society of Hispanic Professional Engineers. We also expanded our relationships with organizations including Tech Ladies and Rewriting the Code, and improved our focus on hiring talent from our Code Camps and other bootcamps.”

“We encourage managers to consider promotion readiness for everyone on their team, HR facilitates fair and unbiased promotion calibration sessions, and analysts check for statistical evidence of bias before compensation decisions are final.”

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