Equality, diversity, and inclusion
Zoë Morris
President
Nigel Frank International
At Nigel Frank, we’re committed to fostering equality for everyone—both within our organization and across the broader industry. Once again, this year’s report offers an exciting opportunity to really get into the detail of the latest EDI trends and insights across the Microsoft Cloud ecosystem, offering a detailed assessment of the progress we’ve made and helping identify areas where we can push for even greater change.
Unfortunately, this year’s data highlights a lot of room for this improvement. With substantially fewer organizations investing resources into EDI initiatives year on year—whether the result of complacency or budget restriction or reallocation—it’s even more important to keep conversations like these at the top of the agenda. Remember that if efforts to truly open up our industry start to stagnate, we run the risk of undoing all the hard work and great progress we’ve made so far in making the Microsoft ecosystem welcoming and inclusive of all.
Making a commitment to EDI really does make a difference, which is we continue in our own efforts to stay at the forefront of driving these changes in the Microsoft and wider tech space, something that every organization should be looking to implement in order to build a better and more inclusive industry. We’re passionate about removing barriers for professionals from all backgrounds and building diverse talent pipelines for our clients.
Expand to read more from Zoë
Our free MentorMe program is helping to shape the future of female leadership by pairing aspiring professionals with experienced mentors from our network of senior tech leaders. This initiative is designed to support women as they navigate their career growth and development in the tech industry, and together with our Women in Tech practice, is driven by our commitment to shaping a better future for the Microsoft ecosystem—one that’s sustainable, inclusive, and reflective of the incredible talent found throughout the community.
We also take great pride in showcasing the outstanding efforts others are making to drive change through the Digital Revolution Awards. Representation plays such a huge part in driving EDI, and so each year, we celebrate the organizations and individuals dedicated to advancing equity within our industry. Creating a truly inclusive and supportive Microsoft ecosystem requires a full collective effort, and so we spotlight the superstars spearheading change with the hope that their efforts will inspire others to act too.
But of course, no matter how much everyone plays their part, there’s always going to be more to be done—and a lot of the data in this year’s guide highlights this. Our hope is that the insights in this section can have some impact, however small, in driving meaningful change by helping professionals from all backgrounds recognize their worth and providing organizations with the knowledge they need to make their efforts go further. Together, we can create a future where everyone is empowered to seize all the exciting opportunities this amazing ecosystem has to offer.
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 51% -
Yes, but the policy has not been formalized 9% -
No 15% -
Not sure 24%
- Yes, there is a clear policy 46%
- Yes, but the policy has not been formalized 11%
- No 18%
- Not sure 25%
EDI Initiatives
Over two-fifths (42%) of organizations have invested resources into EDI initiatives, down considerably from 56% in our previous survey.
What are organizations' top EDI priorities?
| Employee training (e.g., unconscious bias training) | 61% |
| Creating an inclusive company culture | 58% |
| Building a diverse workforce | 48% |
| Pay equality (i.e., employees are paid equally for equal work) | 39% |
| Creating a system/process (e.g., mentoring programs) | 35% |
| Blind recruitment process | 16% |
| Publicizing EDI policies | 16% |
| Writing more inclusive job adverts | 13% |
| Not sure | 10% |
Are employers providing equal pay for equal work?
| All | Men | Women | |
|---|---|---|---|
| Yes, I believe my employer pays men and women equally | 59% | 62% | 38% |
| No, I believe colleagues who identify as men are better rewarded despite being of equal skill and experience | 7% | 4% | 21% |
| Some of my colleagues who identify as women are paid equally, but not all | 5% | 5% | 7% |
| Some of my colleagues who identify as men are paid equally, but not all | 3% | 2% | 7% |
| No, I believe colleagues who identify as women are better rewarded despite being of equal skill and experience | 2% | 2% | 0% |
| Not sure | 24% | 24% | 28% |
Yes, I believe my employer pays men and women equally
| All | Men | Women |
|---|---|---|
| 59% | 62% | 38% |
No, I believe colleagues who identify as men are better rewarded despite being of equal skill and experience
| All | Men | Women |
|---|---|---|
| 7% | 4% | 21% |
Some of my colleagues who identify as women are paid equally, but not all
| All | Men | Women |
|---|---|---|
| 5% | 5% | 7% |
Some of my colleagues who identify as men are paid equally, but not all
| All | Men | Women |
|---|---|---|
| 3% | 2% | 7% |
No, I believe women are better rewarded despite being of equal skill and experience
| All | Men | Women |
|---|---|---|
| 2% | 2% | 0% |
Not sure
| All | Men | Women |
|---|---|---|
| 24% | 24% | 28% |
Are organizations championing equal rights?
Almost two-thirds (64%, down from 69% in our previous survey) of professionals believe their employer champions equal rights, while 19% (up from 17%) still think more work needs to be done and 17% remain unsure.
What are employers doing well in building a diverse, equitable, and inclusive organization?
Diversity in the workplace
| Agree | Neutral | Disagree | Not sure | |
|---|---|---|---|---|
| People of all cultures and backgrounds are respected and valued in my organization | 75% | 16% | 6% | 4% |
| My employer promotes racial and ethnic diversity in their workforce | 62% | 20% | 10% | 8% |
| My employer recruits and retains mature-aged staff | 61% | 22% | 11% | 7% |
| There are policies in place to support employees’ mental health | 53% | 20% | 16% | 11% |
| Promotion decisions are made fairly in my organization | 46% | 25% | 18%* | 11% |
| The workforce includes disabled and neurodivergent people | 45% | 24% | 13% | 19% |
People of all cultures and backgrounds are respected and valued in my organization
| Agree | 75% |
|---|---|
| Neutral | 16% |
| Disagree | 6% |
| Not sure | 4% |
My employer promotes racial and ethnic diversity in their workforce
| Agree | 62% |
|---|---|
| Neutral | 20% |
| Disagree | 10% |
| Not sure | 8% |
My employer recruits and retains mature-aged staff
| Agree | 61% |
|---|---|
| Neutral | 22% |
| Disagree | 11% |
| Not sure | 7% |
There are policies in place to support employees’ mental health
| Agree | 53% |
|---|---|
| Neutral | 20% |
| Disagree | 16% |
| Not sure | 11% |
Promotion decisions are made fairly in my organization
| Agree | 46% |
|---|---|
| Neutral | 25% |
| Disagree | 18%* |
| Not sure | 11% |
The workforce includes disabled and neurodivergent people
| Agree | 45% |
|---|---|
| Neutral | 24% |
| Disagree | 13% |
| Not sure | 19% |
People of all cultures and backgrounds are respected and valued in my organization
| Agree | Neutral | Disagree | Not sure |
|---|---|---|---|
| 75% | 16% | 6% | 4% |
My employer promotes racial and ethnic diversity in their workforce
| Agree | Neutral | Disagree | Not sure |
|---|---|---|---|
| 62% | 20% | 10% | 8% |
My employer recruits and retains mature-aged staff
| Agree | Neutral | Disagree | Not sure |
|---|---|---|---|
| 61% | 22% | 11% | 7% |
There are policies in place to support employees’ mental health
| Agree | Neutral | Disagree | Not sure |
|---|---|---|---|
| 53% | 20% | 16% | 11% |
Promotion decisions are made fairly in my organization
| Agree | Neutral | Disagree | Not sure |
|---|---|---|---|
| 46% | 25% | 18%* | 11% |
The workforce includes disabled and neurodivergent people
| Agree | Neutral | Disagree | Not sure |
|---|---|---|---|
| 45% | 24% | 13% | 19% |
*Why do respondents question the fairness of promotion decisions within their organization?
Nearly one-fifth (18%) of respondents expressed doubts about the fairness of promotion decisions within their organization, with 60% attributing this to the perception that promotions are influenced by personal relationships with decision-makers.
Gender diversity in the workplace
| Agree | Neutral | Disagree | Not sure | |
|---|---|---|---|---|
| Men and women are treated equally in my workplace | 75% | 11% | 9% | 5% |
| The organization is gender-diverse, in that different genders are equally represented in the workforce | 68% | 15% | 10% | 7% |
| There is an equal balance of men and women represented at the senior executive level | 52% | 15% | 26% | 6% |
| Agree | 75% |
|---|---|
| Neutral | 11% |
| Disagree | 9% |
| Not sure | 5% |
| Agree | 68% |
|---|---|
| Neutral | 15% |
| Disagree | 10% |
| Not sure | 7% |
| Agree | 52% |
|---|---|
| Neutral | 15% |
| Disagree | 26% |
| Not sure | 6% |
| Agree | Neutral | Disagree | Not sure | |
|---|---|---|---|---|
| Men and women are treated equally in my workplace | 78% | 10% | 8% | 5% |
| The organization is gender-diverse, in that different genders are equally represented in the workforce | 70% | 15% | 9% | 7% |
| There is an equal balance of men and women represented at the senior executive level | 54% | 15% | 25% | 6% |
| Agree | 78% |
|---|---|
| Neutral | 10% |
| Disagree | 8% |
| Not sure | 5% |
| Agree | 70% |
|---|---|
| Neutral | 15% |
| Disagree | 9% |
| Not sure | 7% |
| Agree | 54% |
|---|---|
| Neutral | 15% |
| Disagree | 25% |
| Not sure | 6% |
| Agree | Neutral | Disagree | Not sure | |
|---|---|---|---|---|
| Men and women are treated equally in my workplace | 59% | 13% | 22% | 6% |
| The organization is gender-diverse, in that different genders are equally represented in the workforce | 59% | 13% | 22% | 6% |
| There is an equal balance of men and women represented at the senior executive level | 41% | 19% | 34% | 6% |
| Agree | 59% |
|---|---|
| Neutral | 13% |
| Disagree | 22% |
| Not sure | 6% |
| Agree | 59% |
|---|---|
| Neutral | 13% |
| Disagree | 22% |
| Not sure | 6% |
| Agree | 41% |
|---|---|
| Neutral | 19% |
| Disagree | 34% |
| Not sure | 6% |
Does gender inequality exist in the tech industry?
Two-fifths (40%, down from 49% in our last survey) believe a gender imbalance exists in the tech industry.
Conclusion
Unfortunately, fewer organizations that participated in our survey invested in EDI initiatives over the past year, dropping from 56% in our previous study to 42% this time.
However, once again there has been a promising reduction in the number of Microsoft professionals that believe gender inequality exists in their industry. Although this percentage has dipped from 49% to 40%, there remains a significant gap between the perceptions of men and women within the Microsoft space. While 58% of women believe that gender-based inequality exists, only 37% of their male counterparts share this view.
Some insights into this discrepancy can be found in this EDI chapter. For instance, just 38% of women believe their employer provides equal pay for equal work to both male and female employees, compared to 62% of men. This means, on average, only 59% of professionals in the Microsoft ecosystem think that there is gender pay parity in their organization.
This indicates that foundational issues like pay inequality still require attention. While 39% of organizations say they are prioritizing equal pay in their EDI strategies, these efforts are evidently failing to instill confidence among employees—and there’s hardly a more effective way to demotivate and alienate staff than to pay them less than their peers for similar roles.
