DE&I in US Technology companies
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Aura DE&I score
The AURA DE&I score presented below relies on talent-related data and focuses on four key metrics that provide valuable insights into the diversity and inclusion efforts within the organization.
We focused on 15 of the top US technology companies, which includes classic software companies and semiconductor giants. Adobe, Salesforce, and Oracle are leaders among the companies we looked with spikes seen on different aspects. In contrast, semiconductor companies tend to lag other technology companies due to the heavy emphasis on engineering and research at these companies and a lack of female talents in these fields.
Deep dive into Adobe, Salesforce, and Oracle – DEI leaders in this cohort
Based on the Aura DE&I score, Adobe, Salesforce, and Oracle are the top leaders among the top technology companies considered in this set. These three companies do a relatively good job among most of the metrics the Aura DE&I score covers.
Representation – relatively balanced among leadership and overall employee base yet still gaps to be filled
Adobe, Salesforce, and Oracle have a relatively balanced workforce today. Using Oracle and Adobe as examples, we can see that there is still room for improvement with certain underrepresented groups such as Hispanic and Black. Companies can consider targeted programs to increase representation, such as summer internship programs for these underrepresented groups or affinity programs.
Looking at Oracle’s leadership team, we see that representation is relatively similar to the overall employee base, with less than 3 percentage point difference between the leadership team and the employee bases for each ethnic group.
Adobe, on the other hand, has a less diverse leadership team, with more than 70% of the leadership being White.
One thing worth pointing out, however, is these underrepresented groups, such as Hispanic and Black, have lower representation at the leadership level. This is a common DE&I issue among many companies – few ways of tackling this can be more transparent promotion and succession planning and mentorship and sponsorship programs.
Ethnicity across functions – areas of improvement in sales and marketing
The representation data above gives a good sense of ethnic diversity at overall company level. However, it is also important to ensure diversity across departments. Many employees interact more within their own department, thus having diversity within the department promotes a broader range of perspectives and ideas, fostering innovation and creativity.
Oracle and Salesforce have a relatively balanced organization overall. Yet with some of the more relationship-driven departments, such as Sales, people from ethnic minority groups still struggle with representation. Companies can consider having targeted recruiting initiatives such as Black and Latinx in engineering summer programs to improve diversity.
Average tenure for different ethnic groups - areas of improvement among certain ethnic groups but relatively balanced between male and female
A new set of software engineering hotspots are emerging away from cities with physical office outposts
Aura DE&I score also considers how balanced tenure is for employees from different ethnic backgrounds and gender. One signal of employees having a sense of belonging is the willingness to stay at the company for a longer period of time. This is also a key metric to look at to make sure that the organization promotes fairness and mitigate potential biases or discrimination.
Oracle is one of the technology companies Aura analyzed that has good tenure metrics, even though we still found slightly lower average tenure among Hispanic and Black employees as well as female employees. Some of the programs Oracle have in place, such as Oracle Women’s Leadership (OWL), might have helped with bridging the gap. In contrast, some companies in this set have a bit more work to do on this front. For example, we see a ~5-year tenure gap between White and Asian / Hispanic employees at IBM and ~4 years at Intel.
Female representation – significant potential for improvement both at the leadership level and at the overall level
Gender diversity in companies brings numerous benefits. It promotes a wider range of perspectives and experiences, leading to more innovative and creative solutions to problems. Different genders often approach challenges from distinct angles, enhancing the overall decision-making process.
For many technology companies, however, there is still a long way to go in order to achieve gender diversity and inclusion. Aura data shows that female accounts for less than 35% of the workforce at Oracle. Salesforce is slightly better at 40%. Furthermore, when individuals see themselves represented in leadership positions, they feel valued and are more likely to contribute their best work. However, there is an even lower percentage of women at the top level compared with the overall company for both Salesforce and Oracle, indicating room for improvement.
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