Each quarter, this podcast releases our research data on the makeup of IT leadership, broken down by race and sex. By surveying public websites, we’re looking to track the change over time.
This quarter, we surveyed 301 companies and four thousand three hundred seventy-nine humans. 47% vendors, 48% technology providers. This quarter, we found that 89.6% are White, and 3.3% are Black. The breakdown is also 78% male. This is nearly identical to last quarter, although roughly point two percent more Black. The data remains similar between vendors and tech providers, and while the previous quarter was slightly different, this quarter was nearly the same. When we look at publically traded or Fortune 100 companies do the numbers improve for women, up one percentage point this quarter to 26%. The racial divide remains within 2 percent.
Also of note is that this data has been consistent since we began the report in September 2020.
Let’s compare industries. A survey of members of the Association of National Advertisers (ANA) reveals that while there has been progress in the ethnic and racial diversity of CMOs and equivalents, overall diversity in the marketing industry has dropped. The percentage of diverse CMOs increased to 17.3% from 14.6% in 2022, but Hispanic/Latino representation remains low. On the other hand, women continue to make gains at the leadership level, with 59.9% of CMOs being female. However, racial and ethnic diversity in ANA membership decreased to 30.8% from 32.3% the previous year.
Executives remain committed to diversity, equity, and inclusion (DEI) initiatives despite a rising backlash. A survey of 322 U.S. executives found that 57% had expanded DEI programs in the past year, while 36% had maintained them. However, 59% of executives believed that backlash against these efforts had increased since a Supreme Court decision on race in university admissions. Companies are now auditing their DEI initiatives to mitigate legal risks, but overall, DEI programs remain important for employee relations and talent strategies.
And before we get to Friday Big ideas, one from Insprerity’s CEO Paul Sarvadi. Writing on ChiefExecutive.net, The CEO believes that DEI has become a way for companies to manage liabilities and has lost its effectiveness. Companies can achieve better business performance and outcomes by emphasizing commonality, equality, and cohesiveness.
Why do we care?
I don’t care what you call the investment. Commonality, equality, and cohesiveness sound great, and to my ear, diversity, equity, and inclusion are positive ideas. Diversity of thought brings great ideas. But the words aren’t the point. Business results are, and I continue to be, in the business of building better companies. This is a component of that goal.