Equality, diversity, and inclusion
Caroline Fox
Global EDI Strategy Lead
Nigel Frank International
At Nigel Frank, we’re dedicated to achieving equality for all, both within our own organization and in the wider industry. That’s why I’m always thrilled to get my hands on this report every year, dive into the latest insights into EDI in the Microsoft ecosystem, see what kind of progress is being made, and where we can do more.
This year’s data highlights some positive changes, showing that more organizations are now actively creating robust EDI strategies and investing programs that make their workplace more inclusive. These vital efforts can make a big difference, and are the kind of action that we’ve been helping our clients take for the past several years. In 2021, we launched our Women in Tech practice, devoted exclusively to connecting female tech professionals with the roles they deserve, and working with our clients to create more opportunities for women to build careers in the Microsoft ecosystem.
Since then, we’ve helped countless women kick off, develop, or restart their tech careers with our unmatched market knowledge and tailored support. By removing barriers and building diverse talent pipelines for our clients, our Women in Tech team is doing its part to make sure the future of Microsoft is sustainable, accessible, and representative of the outstanding talent that exists in every corner of the ecosystem.
Expand to read more from Caroline
We’re also empowering the next generation of female leaders through our free MentorMe program, by matching mentors from our network of senior leaders in tech with professionals looking to progress in their careers.
And because representation plays such a huge part in driving EDI, we’re proud to highlight and celebrate the many fantastic EDI initiatives being implemented across the cloud space through the Digital Revolution Awards. Every year, we acknowledge the organizations and individuals working hard to promote equity across our industry, in the hope that these shining examples will spur others to action to make the Microsoft universe welcoming and supportive to all.
We understand that no matter how much we move the needle, there’s always more that can be done. We hope that the data in this report can contribute in some small way to driving positive change in the Microsoft industry by helping professionals from all walks of life understand their value, and giving organizations the insights they need to make their workplace somewhere that anyone and everyone can thrive.
Caroline Fox
Global EDI Strategy Lead
Nigel Frank International
At Nigel Frank, we’re dedicated to achieving equality for all, both within our own organization and in the wider industry. That’s why I’m always thrilled to get my hands on this report every year, dive into the latest insights into EDI in the Microsoft ecosystem, see what kind of progress is being made, and where we can do more.
This year’s data highlights some positive changes, showing that more organizations are now actively creating robust EDI strategies and investing programs that make their workplace more inclusive. These vital efforts can make a big difference, and are the kind of action that we’ve been helping our clients take for the past several years. In 2021, we launched our Women in Tech practice, devoted exclusively to connecting female tech professionals with the roles they deserve, and working with our clients to create more opportunities for women to build careers in the Microsoft ecosystem.
Since then, we’ve helped countless women kick off, develop, or restart their tech careers with our unmatched market knowledge and tailored support. By removing barriers and building diverse talent pipelines for our clients, our Women in Tech team is doing its part to make sure the future of Microsoft is sustainable, accessible, and representative of the outstanding talent that exists in every corner of the ecosystem.
Expand to read more from Caroline
We’re also empowering the next generation of female leaders through our free MentorMe program, by matching mentors from our network of senior leaders in tech with professionals looking to progress in their careers.
And because representation plays such a huge part in driving EDI, we’re proud to highlight and celebrate the many fantastic EDI initiatives being implemented across the cloud space through the Digital Revolution Awards. Every year, we acknowledge the organizations and individuals working hard to promote equity across our industry, in the hope that these shining examples will spur others to action to make the Microsoft universe welcoming and supportive to all.
We understand that no matter how much we move the needle, there’s always more that can be done. We hope that the data in this report can contribute in some small way to driving positive change in the Microsoft industry by helping professionals from all walks of life understand their value, and giving organizations the insights they need to make their workplace somewhere that anyone and everyone can thrive.
Explore further for detailed insights into the demographic profile of our respondents.
What do equality, diversity, and inclusion look like in the Microsoft ecosystem?
Does your employer have a policy on either of the following?
- Yes, there is a clear policy
- Yes, but the policy has not been formalized
- No
- Not sure
- Yes, there is a clear policy
- Yes, but the policy has not been formalized
- No
- Not sure
EDI Initiatives
What are organizations' top EDI priorities?
| Employee training (e.g., unconscious bias training) | 48% |
| Creating an inclusive company culture | 47% |
| Building a diverse workforce | 40% |
| Creating a system/process (e.g., mentoring programs) | 29% |
| Pay equality (i.e., employees are paid equally for equal work) | 26% |
| Publicizing EDI policies | 15% |
| Writing more inclusive job adverts | 15% |
| Blind recruitment process | 8% |
| Not sure | 19% |
Expert insight
We sat down with Carme Cortada, CEO of Grup de Serveis Triangle and board member of Women in Dynamics, to find out more about the representation barriers both professionals and organizations face across the Microsoft Dynamics ecosystem and wider tech industry, and the steps Women in Dynamics is taking to help make the Dynamics community the most diverse in the world.
Are employers providing equal pay for equal work?
| All | Men | Women | |
|---|---|---|---|
| Yes, I believe my employer pays men and women equally | 58% | 62% | 38% |
| Some of my colleagues who identify as women are paid equally, but not all | 8% | 6% | 16% |
| No, I believe men are better rewarded despite being of equal skill and experience | 7% | 5% | 20% |
| Some of my colleagues who identify as men are paid equally, but not all | 4% | 4% | 2% |
| No, I believe women are better rewarded despite being of equal skill and experience | 2% | 1% | 0% |
| Not sure | 22% | 22% | 24% |
Yes, I believe my employer pays men and women equally
| All | Men | Women |
|---|---|---|
| 58% | 62% | 38% |
Some of my colleagues who identify as women are paid equally, but not all
| All | Men | Women |
|---|---|---|
| 8% | 6% | 16% |
No, I believe men are better rewarded despite being of equal skill and experience
| All | Men | Women |
|---|---|---|
| 7% | 5% | 20% |
Some of my colleagues who identify as men are paid equally, but not all
| All | Men | Women |
|---|---|---|
| 4% | 4% | 2% |
No, I believe women are better rewarded despite being of equal skill and experience
| All | Men | Women |
|---|---|---|
| 2% | 1% | 0% |
Not sure
| All | Men | Women |
|---|---|---|
| 22% | 22% | 24% |
Are organizations championing equal rights?
Over two-thirds (69%, down from 73% in our previous survey) of professionals believe their employer champions equal rights, while 17% (up from 14%) still think more work needs to be done.
What are employers doing well in building a diverse, equitable, and inclusive organization?
“During the past six months, my employers have made a tremendous effort rather than just creating policies. Apart from a wide range of training sessions and a new hub with resources for staff, there is also a wide range of events to be involved with—organized by staff members, each with different themes.”
(Technical) Product Manager, CRM and Marketing Automation, United Kingdom
“My organization has leadership-endorsed communities such as ‘Empower’ for Women and ‘Pride’ for LGBTQ colleagues. They have also increased their maternity pay offering from 6 weeks with statutory, to 20 weeks.”
Technical and Functional Consultant, United Kingdom
“My organization has a D&I department and hired one of the most well-respected D&I consultants in the field. We also have numerous people from diverse backgrounds in leadership roles.”
Engineer, United States
“My company has specific EDI-focused committees and open listening sessions for employees to voice their concerns or ideas for improvement.”
Assistant Vice President, Advisory Technology, United States
“My employer has brought back EDI committees, which hold events aimed at educating our workers about issues faced by different groups and what we can do to help.”
Solution Lead, United States
What do professionals suggest employers could do to become a better champion of equal rights?
“Organizations should actually follow through on initiatives.”
Solution Architect, United States
“Employers should conduct regular pay equity audits to ensure that employees are paid fairly regardless of gender, race, or other protected characteristics.”
Infrastructure Engineer, South Africa
“It should become common practice to strip all mentioning of names, pronouns and institutions from resumes.”
Application Development Manager, United States
“Employers should have more of a consideration of holidays practiced by different religions.”
Technical and Functional Consultant, United States
Diversity in the workplace
| Agree | Neutral | Disagree | Not sure | |
|---|---|---|---|---|
| Everyone is able to succeed at my organization, regardless of their background or characteristics | 66% | 17% | 11% | 6% |
| My employer promotes racial and ethnic diversity in their workforce | 65% | 18% | 11% | 6% |
| There are policies in place to support employees’ mental health | 59% | 17% | 12% | 12% |
| My employer recruits and retains older employees | 59% | 21% | 13% | 7% |
| The workforce includes disabled and neurodivergent people | 50% | 21% | 13% | 16% |
| Promotion decisions are made fairly in my organization | 46% | 24% | 18%* | 12% |
Everyone is able to succeed at my organization, regardless of their background or characteristics
| Agree | Neutral | Disagree | Not sure |
|---|---|---|---|
| 66% | 17% | 11% | 6% |
My employer promotes racial and ethnic diversity in their workforce
| Agree | Neutral | Disagree | Not sure |
|---|---|---|---|
| 65% | 18% | 11% | 6% |
There are policies in place to support employees’ mental health
| Agree | Neutral | Disagree | Not sure |
|---|---|---|---|
| 59% | 17% | 12% | 12% |
My employer recruits and retains older employees
| Agree | Neutral | Disagree | Not sure |
|---|---|---|---|
| 59% | 21% | 13% | 7% |
The workforce includes disabled and neurodivergent people
| Agree | Neutral | Disagree | Not sure |
|---|---|---|---|
| 50% | 21% | 13% | 16% |
Promotion decisions are made fairly in my organization
| Agree | Neutral | Disagree | Not sure |
|---|---|---|---|
| 46% | 24% | 18%* | 12% |
Everyone is able to succeed at my organization, regardless of their background or characteristics
| Agree | |
| Neutral | |
| Disagree | |
| Not sure |
My employer promotes racial and ethnic diversity in their workforce
| Agree | |
| Neutral | |
| Disagree | |
| Not sure |
There are policies in place to support employees’ mental health
| Agree | |
| Neutral | |
| Disagree | |
| Not sure |
My employer recruits and retains older employees
| Agree | |
| Neutral | |
| Disagree | |
| Not sure |
The workforce includes disabled and neurodivergent people
| Agree | |
| Neutral | |
| Disagree | |
| Not sure |
Promotion decisions are made fairly in my organization
| Agree | |
| Neutral | |
| Disagree | |
| Not sure |
*Why do respondents question the fairness of promotion decisions within their organization?
- Promotion-related decisions tend to be influenced more by personal connections or favoritism rather than qualifications or experience
- The promotions process lacks transparency, with no clear standards or procedures
- Efforts are not evaluated when making decisions, with no consideration given to management targets or KPIs
- Promotions are not based on merit
- Senior leaders are biased in their decision-making
Gender diversity in the workplace
All respondents
| Agree | Neutral | Disagree | Not sure | |
|---|---|---|---|---|
| Men and women are treated equally in my workplace | 77% | 13% | 7% | 4% |
| The organization is gender-diverse, in that different genders are equally represented in the workforce | 73% | 15% | 8% | 4% |
| There is an equal balance of men and women represented at the senior executive level | 63% | 14% | 19% | 5% |
Men
| Agree | Neutral | Disagree | Not sure | |
|---|---|---|---|---|
| Men and women are treated equally in my workplace | 80% | 11% | 5% | 4% |
| The organization is gender-diverse, in that different genders are equally represented in the workforce | 76% | 14% | 7% | 4% |
| There is an equal balance of men and women represented at the senior executive level | 65% | 14% | 15% | 5% |
Women
| Agree | Neutral | Disagree | Not sure | |
|---|---|---|---|---|
| Men and women are treated equally in my workplace | 64% | 22% | 13% | 1% |
| The organization is gender-diverse, in that different genders are equally represented in the workforce | 63% | 19% | 16% | 2% |
| There is an equal balance of men and women represented at the senior executive level | 52% | 14% | 34% | 0% |
All respondents
Men and women are treated equally in my workplace
| Agree | Neutral | Disagree | Not sure |
|---|---|---|---|
| 77% | 13% | 7% | 4% |
The organization is gender-diverse, in that different genders are equally represented in the workforce
| Agree | Neutral | Disagree | Not sure |
|---|---|---|---|
| 73% | 15% | 8% | 4% |
There is an equal balance of men and women represented at the senior executive level
| Agree | Neutral | Disagree | Not sure |
|---|---|---|---|
| 63% | 14% | 19% | 5% |
Men
Men and women are treated equally in my workplace
| Agree | Neutral | Disagree | Not sure |
|---|---|---|---|
| 80% | 11% | 5% | 4% |
The organization is gender-diverse, in that different genders are equally represented in the workforce
| Agree | Neutral | Disagree | Not sure |
|---|---|---|---|
| 76% | 14% | 7% | 4% |
There is an equal balance of men and women represented at the senior executive level
| Agree | Neutral | Disagree | Not sure |
|---|---|---|---|
| 65% | 14% | 15% | 5% |
Women
Men and women are treated equally in my workplace
| Agree | Neutral | Disagree | Not sure |
|---|---|---|---|
| 64% | 22% | 13% | 1% |
The organization is gender-diverse, in that different genders are equally represented in the workforce
| Agree | Neutral | Disagree | Not sure |
|---|---|---|---|
| 63% | 19% | 16% | 2% |
There is an equal balance of men and women represented at the senior executive level
| Agree | Neutral | Disagree | Not sure |
|---|---|---|---|
| 52% | 14% | 34% | 0% |
All respondents
Men and women are treated equally in my workplace
| Agree | |
| Neutral | |
| Disagree | |
| Not sure |
The organization is gender-diverse, in that different genders are equally represented in the workforce
| Agree | |
| Neutral | |
| Disagree | |
| Not sure |
There is an equal balance of men and women represented at the senior executive level
| Agree | |
| Neutral | |
| Disagree | |
| Not sure |
Men
Men and women are treated equally in my workplace
| Agree | |
| Neutral | |
| Disagree | |
| Not sure |
The organization is gender-diverse, in that different genders are equally represented in the workforce
| Agree | |
| Neutral | |
| Disagree | |
| Not sure |
There is an equal balance of men and women represented at the senior executive level
| Agree | |
| Neutral | |
| Disagree | |
| Not sure |
Women
Men and women are treated equally in my workplace
| Agree | |
| Neutral | |
| Disagree | |
| Not sure |
The organization is gender-diverse, in that different genders are equally represented in the workforce
| Agree | |
| Neutral | |
| Disagree | |
| Not sure |
There is an equal balance of men and women represented at the senior executive level
| Agree | |
| Neutral | |
| Disagree | |
| Not sure |
Does gender inequality exist in the tech industry?
All respondents
- Yes, there is gender inequality
- Neither agree nor disagree
- No, there is no gender inequality
- Not sure
Men
- Yes, there is gender inequality
- Neither agree nor disagree
- No, there is no gender inequality
- Not sure
Women
- Yes, there is gender inequality
- Neither agree nor disagree
- No, there is no gender inequality
- Not sure
Conclusion
There’s been a slight but nevertheless promising reduction in the number of Microsoft professionals that believe gender inequality exists in their industry. Although this percentage has now dipped below 50%, there remains a significant discrepancy between the perceptions of men and women in the Microsoft space. While 68% of women believe gender-based inequality exists, only 46% of their male peers agree.
We can find some indication of why this inconsistency exists elsewhere in the EDI chapter. For example, just 38% of women believe that their employer offers male and female employees equal pay for equal work. This rises to 62% of men, meaning that on average, only 58% of professionals in the Microsoft space think that there is gender pay parity in their organization.
The good news is that over half (56%) of organizations have invested resources into EDI initiatives in the past year, up slightly from 53% in our previous survey. However, it appears that many organizations in the ecosystem need to revisit their strategy and address foundational problems like pay inequality before they can make any real progress. Although 26% of organizations we spoke to say they’re prioritizing pay equality as part of their EDI strategy, these efforts are clearly failing to create confidence around this issue among employees. And there’s little better way to demotivate and alienate employees than to pay them less than their peers for the same roles.
Reap the rewards of a diverse Microsoft Team
A more inclusive workforce means more unique perspectives, skills, and experiences at your fingertips to unlock innovation and business growth—and our Women in Tech practice can make it happen.
We’ll help you to:
- Find and attract skilled Microsoft talent through our diverse candidate shortlists
- Enhance your EDI recruitment strategy using our unrivaled market insights
- Improve your onboarding and retention through our post-placement care
