Equality, diversity
and inclusion
Equality, diversity and inclusion
Equality, diversity and inclusion
Caroline Fox
Global EDI Strategy Lead
Jefferson Frank
AWS has long championed progressive and forward-thinking attitudes across its community, operating on the premise that diversity and inclusion must come first if we want to move towards a more diverse and equitable world. From the organization’s continued community investment to its more recent commitment to Responsible AI, AWS has recognized inequalities that need addressing, and the impact this can have not just on the tech community, but on the world at large. At Jefferson Frank, we’re proud to be part of these efforts too, working hard to achieve better representation and offer more opportunities to diverse individuals both within our organization and across the industry at large.
We first launched our Women in Tech practice back in 2021, with a team dedicated solely to opening more doors for women to thrive in the AWS community by connecting top female talent with the career opportunities they deserve. The tech industry has long been guilty of creating many hurdles for diverse professionals, and our aim is to tear these down by supporting women from all backgrounds in launching, restarting, and progressing their tech careers. By offering these undervalued candidates our leading market knowledge and tailored support, our Women in Tech practice is not only creating more diverse and sustainable talent pipelines for our clients, but also striving to improve representation and inclusion across every corner of the AWS community.
And we’re not stopping there. We also proudly celebrate the many wonderful EDI initiatives implemented across the cloud space each year at our annual Digital Revolution Awards. This is a fantastic opportunity to give recognition to organizations and individuals who are leading the charge toward a brighter future for all, championing these shining examples in the hope they inspire others across the industry to take more positive steps of their own. After all, we all have a part to play in ensuring everyone in the AWS community can be the best, most authentic version of themselves.
Yet while there are some positives to take away from the data in this guide, there is clearly a lot more work to be done. For example, with fewer respondents investing in EDI initiatives this year compared to last, it’s concerning that some may believe they’ve already fixed these issues in their organization. We’ve also seen some employers place EDI on the back burner as they place a greater emphasis on profit and performance in tougher market conditions. Whatever the reason, it’s vital to remember that EDI is a journey, not a destination. So, if you’re not continually moving forward, you’re likely moving backward.
But the good news is that putting small steps in place today can amount to significant change tomorrow. We truly hope that this data serves as the inspiration organizations need to begin addressing these issues right away. Diversity and inclusion are the very foundations upon which the AWS community is built, and every individual and organization within it needs to play their role to ensure we’re celebrating and empowering amazing talent from all walks of life.
Explore detailed insights into the demographic profile of our respondents
What do equality, diversity, and inclusion look like in the AWS universe?
Does your employer have a statement or 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 |
| Equality, diversity, and inclusion | Environmental, social and governance | |
|---|---|---|
| Yes, there is a clear policy | ||
| Yes, but the policy has not been formalized | ||
| No | ||
| Not sure |
Equality, diversity and inclusion (EDI) initiatives
Two-thirds (66%) of organizations have invested resources into EDI initiatives, down from 69% in our previous survey.
What are organizations' top EDI priorities?
Equality, diversity and inclusion (EDI) initiatives
Two-thirds (66%) of organizations have invested resources into EDI initiatives, down from 69% in our previous survey.
What are organizations' top EDI priorities?
Are employers providing equal pay for equal work?
| Yes, I believe my employer pays men and women equally | |
| Some of my colleagues who identify as women are paid equally, but not all | |
| No, I believe colleagues who identify as men are better rewarded despite being of equal skill and experience | |
| Some of my colleagues who identify as men are paid equally, but not all | |
| No, I believe colleagues who identify as women are better rewarded despite being of equal skill and experience | |
| Not sure |
| Yes, I believe my employer pays men and women equally | |
| Some of my colleagues who identify as women are paid equally, but not all | |
| No, I believe colleagues who identify as men are better rewarded despite being of equal skill and experience | |
| Some of my colleagues who identify as men are paid equally, but not all | |
| No, I believe colleagues who identify as women are better rewarded despite being of equal skill and experience | |
| Not sure |
| Yes, I believe my employer pays men and women equally | |
| Some of my colleagues who identify as women are paid equally, but not all | |
| No, I believe colleagues who identify as men are better rewarded despite being of equal skill and experience | |
| Some of my colleagues who identify as men are paid equally, but not all | |
| No, I believe colleagues who identify as women are better rewarded despite being of equal skill and experience | |
| Not sure |
Are organizations championing equal rights?
Almost three-quarters (73%, which is down slightly from 75% in our previous survey) of professionals believe their employer champions equal rights, while 16% (which matches the percentage from our previous survey) still think more work needs to be done.
“Fair and unbiased criteria are used in recruitment and selection processes in my workplace to ensure diversity and inclusion of candidates.”
Data Solutions Architect, United States
“My organization demonstrates inclusive hiring practices, inclusive language, wellness incentive programs, elevation of minority voices, and diversity and sensitivity training is also available.”
CIO, United States
“My organization actively promotes a culture of diversity and inclusion. It encourages employees to respect and accommodate different perspectives and cultures while promoting team innovation and collaboration. They also provide various training and educational opportunities so that employees can understand and respect different cultures and values.”
Systems Administrator, Australia
“My organization is implementing diversity and inclusion training programs to raise awareness and promote understanding among employees.”
Site Reliability Engineer, United States
“Our Belonging, Equity, Diversity and Inclusion team works with the C-level executives on initiatives to ensure our company employs these principles daily across the organizations.”
DevOps Engineer, United States
“We hire across genders, races and identities with intent and accomplish diversity organizationally.”
Data Scientist, United States
“We work to create and maintain a positive company culture in which everyone is treated with respect.”
IT Director, United States
“I think there are a few things organizations should do. 1. provide equal opportunities, 2. recognize and respect diversity in their workforce, 3. combat discrimination and bullying, 4. provide equal pay and benefits and 5. establish feedback and communication mechanisms.”
Data Platform Consultant, United States
“Organizations should develop an equal opportunity policy.”
Administrator, United States
“People doing the same job should be paid equal wages.”
DevOps Engineer, Canada
“Organizations should take proactive measures to ensure diversity in the recruitment and promotion process.”
Cloud Lead, United States
Diversity in the workplace
| Agree | |
| Neutral | |
| Disagree | |
| Not sure |
| Agree | |
| Neutral | |
| Disagree | |
| Not sure |
| Agree | |
| Neutral | |
| Disagree | |
| Not sure |
| Agree | |
| Neutral | |
| Disagree | |
| Not sure |
| Agree | |
| Neutral | |
| Disagree | |
| Not sure |
| Agree | |
| Neutral | |
| Disagree | |
| Not sure |
| People of all cultures and backgrounds are respected and valued in my organization | ||||
| My employer promotes racial and ethnic diversity in their workforce | ||||
| There are policies in place to support employee mental health | ||||
| My employer recruits and retains older employees | ||||
| Promotion decisions are made fairly in my organization | ||||
| The workforce includes people with disabilities and neurodiversity |
* Why do respondents question the fairness of promotion decisions within their organization?
Answers can be grouped into the following themes:
- My impression is that promotion-related decisions tend to be influenced more by personal connections or favoritism rather than qualifications or experience
- The promotions process lacks transparency
Gender diversity in the workplace
All respondents
| Men and women are treated equally in my workplace | ||||
| The organization is gender-diverse, in that different genders are equally represented in the workforce | ||||
| There is an equal balance of men and women represented at the senior executive level |
Men
| Men and women are treated equally in my workplace | ||||
| The organization is gender-diverse, in that different genders are equally represented in the workforce | ||||
| There is an equal balance of men and women represented at the senior executive level |
Women
| Men and women are treated equally in my workplace | ||||
| The organization is gender-diverse, in that different genders are equally represented in the workforce | ||||
| There is an equal balance of men and women represented at the senior executive level |
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 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 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?
Over half (56%, down from 65% in our last survey) believe there is an imbalance between the genders working in the tech industry.
- Yes, there is gender inequality
56%
- Neither agree nor disagree
24%
- No, there is no gender inequality
13%
- Not sure
7%
- Yes, there is gender inequality
52%
- Neither agree nor disagree
26%
- No, there is no gender inequality
13%
- Not sure
9%
- Yes, there is gender inequality
81%
- Neither agree nor disagree
14%
- No, there is no gender inequality
5%
- Not sure
0%
All respondents
- Yes, there is gender inequality
56%
- Neither agree nor disagree
24%
- No, there is no gender inequality
13%
- Not sure
7%
- Yes, there is gender inequality
52%
- Neither agree nor disagree
26%
- No, there is no gender inequality
13%
- Not sure
9%
- Yes, there is gender inequality
81%
- Neither agree nor disagree
14%
- No, there is no gender inequality
5%
- Not sure
0%
All respondents
- Yes, there is gender inequality
56%
- Neither agree nor disagree
24%
- No, there is no gender inequality
13%
- Not sure
7%
- Yes, there is gender inequality
52%
- Neither agree nor disagree
26%
- No, there is no gender inequality
13%
- Not sure
9%
- Yes, there is gender inequality
81%
- Neither agree nor disagree
14%
- No, there is no gender inequality
5%
- Not sure
0%
Conclusion
The decline in total respondents in this year’s survey who believe that gender disparity is an issue in the tech industry may sound encouraging, but things unfortunately aren’t as positive as they first seem. While 13% fewer men believe there is gender inequality in tech this year, an eye-opening 11% more women report a gender imbalance compared to the previous year, emphasizing a significant difference in experiences in the workplace.
Once again this year, three quarters (75%) of respondents believe people of all cultures and backgrounds are respected and valued in their organization, while 1% fewer believe that their employer promotes racial and ethnic diversity in their workforce. It’s important to remember that diversity is a journey not a destination, meaning that employers can’t afford to rest on their laurels. This is particularly true given that just two-thirds (66%) of organizations have invested resources into EDI initiatives, down from 69% in our previous survey —you should always be looking to move forward and there’s always more to be done.
Elsewhere, it’s disheartening to see a decline in respondents who believe there are policies in their workplace to support employee mental health, and employers should think hard about the knock-on effect this has not just on work-life balance and job satisfaction, but also their teams physical and emotional wellbeing. After all, the AWS community should always empower every professional to be the best version of themselves.
Your answer to a more inclusive workforce
Drive innovation, grow your business, and out-stride your competitors by hiring diverse, in-demand AWS talent.
Our Women in Tech practice will help you to:
- Find and attract high-skilled women with the AWS experience you need through our diverse candidate shortlists
- Enhance your equality, diversity, and inclusion recruitment strategy with insights from our first-rate advisory service
- Improve your onboarding processes and employee retention rates through our post-placement care model
“My consultant from Frank Recruitment Group’s Women in Tech team really took the time to get to know me and understand my career goals, and quickly found an amazing role that perfectly matched my skills and experience. This personalized approach really stood out for me, as did the guidance and support at every stage of the recruitment process, which was more than I ever expected.”
Our key findings report contains highlights from this year’s Careers and Hiring Guide, plus our salary tables allow you to compare your salary or benchmark your teams’ salaries no matter their role in the AWS ecosystem.
Our key findings report contains highlights from this year’s Careers and Hiring Guide, plus our salary tables allow you to compare your salary or benchmark your teams’ salaries no matter their role in the AWS ecosystem.
Our key findings report contains highlights from this year’s Careers and Hiring Guide, plus our salary tables allow you to compare your salary or benchmark your teams’ salaries no matter their role in the AWS ecosystem.
