Equality, Diversity, and Inclusion
Known to be one of the most progressive and forward-thinking companies in the tech space, Salesforce has long been a champion of diversity and inclusion. The organization’s commitment to making opportunities in its ecosystem accessible to all has inspired impressive EDI efforts across the Ohana. At Mason Frank, we’re dedicated to achieving this vision of equality for all, both within our own organization and in the wider industry.
In 2021, we launched our Women in Tech practice; devoted exclusively to connecting female tech professionals with the careers they deserve, and working with our clients to create more opportunities for women to thrive in the Salesforce 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 Salesforce is sustainable, accessible, and representative of the outstanding talent that exists in every corner of the ecosystem.
We’re also 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 Salesforce universe welcoming and supportive to all.
And judging by our latest survey results, headway is being made in the fight for equality in tech. In this year’s report, three-quarters of organizations say they have invested resources into EDI initiatives—that’s up from two-thirds in our previous survey.
But 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 Salesforce industry by helping professionals from all walks of life understand their value, and giving organizations the insights they need to make their workplace more inclusive.
Caroline Fox
Caroline Fox
Expert Insight
Expert Insight
What does an effective EDI strategy look like in an organization day to day?
We sat down with Denise Shepherd, National DEI Leader at Deloitte US, to discover how Deloitte’s embedded approach to EDI empowers its people, culture, and communities – and how you can find similar success with your own EDI strategy.
What do equality, diversity, and inclusion look like in the Salesforce universe?
Does your employer have a policy on either of the following?
Equality, diversity, and inclusion (EDI)
- Yes, there is a clear policy
66%
- Yes, but the policy has not been formalized
- No
- Not sure
Environmental, social and governance (ESG)
- Yes, there is a clear policy
- Yes, but the policy has not been formalized
- No
- Not sure
27%
- 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
27%
EDI Initiatives
Three-quarters (75%) of organizations have invested resources into EDI initiatives, up from 66% 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 | 59% |
| Some of my colleagues who identify as women are paid equally, but not all | 10% |
| No, I believe men are better rewarded despite being of equal skill and experience | 6% |
| Some of my colleagues who identify as men are paid equally, but not all | 3% |
| No, I believe women are better rewarded despite being of equal skill and experience | 2% |
| Not sure | 20% |
| Yes, I believe my employer pays men and women equally | 67% |
| Some of my colleagues who identify as women are paid equally, but not all | 6% |
| No, I believe men are better rewarded despite being of equal skill and experience | 2% |
| Some of my colleagues who identify as men are paid equally, but not all | 3% |
| No, I believe women are better rewarded despite being of equal skill and experience | 2% |
| Not sure | 20% |
| Yes, I believe my employer pays men and women equally | 45% |
| Some of my colleagues who identify as women are paid equally, but not all | 14% |
| No, I believe men are better rewarded despite being of equal skill and experience | 15% |
| Some of my colleagues who identify as men are paid equally, but not all | 3% |
| No, I believe women are better rewarded despite being of equal skill and experience | 1% |
| Not sure | 22% |
Are organizations championing equal rights?
Almost three-quarters (72%, which matches the percentage from our previous survey) of professionals believe their employer champions equal rights, while 15% (down from 18%) still think more work needs to be done.
What are employers doing well in building a diverse, equitable, and inclusive organization?
“My employer actively and openly seeks to fill more roles with females, to balance the gender imbalance in my profession.”
Senior Program Architect, Australia
“There is consistent enactment of EDI policies.”
Senior Salesforce Developer, United States
“My organization cultivates and supports leaders from diverse backgrounds.”
Systems Administrator, United States
“There is equal pay and opportunities for all genders and ethnicities.”
Application Manager, United Kingdom
“We have salary transparency.”
Consultant, France
“We are building a diverse and neurodiverse team. While learning about how to be more inclusive.”
Implementation Consultant, Canada
“My company makes sure that those who perform interviews receive training about biases. We also sponsor various equity group initiatives, like clothing drives for the trans community.”
Solution Architect, Canada
“My employer has recognized areas for improvement and is actively working to address issues. They accept feedback and criticism, seek input from all staff, and support employee-led working groups.”
Solution Engineer, United States
What do professionals suggest employers could do to become a better champion of equal rights?
“Hire diverse people and publish those numbers.”
Functional Lead, United Kingdom
“There needs to be transparency on the gender pay gap.”
Systems Administrator, Australia
“Companies need to commit to diversity and remove toxicity from the company culture.”
Business Analyst, United States
“Organizations should pay equally, hire and retain more women and people of color and those from diverse backgrounds.”
Administrator, United States
“Renumerate women and men equally, and remove the ‘boys club’. Evaluate promotions and bonuses with more structure so that bonuses aren’t just given to ‘mates’. Be willing to take stronger action against discriminatory or offensive behavior towards women. Too often problematic men are not punished, and women seem like a troublemaker if they voice concerns.”
Functional Consultant, Australia
“Set an expectation for employees that creates a fair distribution standard for career development and career opportunities throughout the workforce.”
Application Developer, United States
Diversity in the workplace
| Agree | Neutral | Disagree | Not sure | |
|---|---|---|---|---|
| People of all cultures and backgrounds are respected and valued in my organization | 80% | 11% | 5% | 3% |
| My employer promotes racial and ethnic diversity in their workforces | 72% | 15% | 8% | 5% |
| My employer recruits and retains mature-aged staff | 62% | 20% | 10% | 8% |
| There are policies in place to support employees' mental health | 60% | 18% | 13% | 9% |
| Promotion decisions are made fairly in my organization | 52% | 22% | 11%* | 15% |
| The workforce includes disabled and neurodivergent people | 48% | 19% | 13% | 20% |
Diversity in the workplace
People of all cultures and backgrounds are respected and valued in my organization
| Agree | 80% |
| Neutral | 11% |
| Disagree | 5% |
| Not sure | 3% |
My employer promotes racial and ethnic diversity in their workforces
| Agree | 72% |
| Neutral | 15% |
| Disagree | 8% |
| Not sure | 5% |
My employer recruits and retains mature-aged staff
| Agree | 62% |
| Neutral | 20% |
| Disagree | 10% |
| Not sure | 8% |
There are policies in place to support employees' mental health
| Agree | 60% |
| Neutral | 18% |
| Disagree | 13% |
| Not sure | 9% |
Promotion decisions are made fairly in my organization
| Agree | 52% |
| Neutral | 22% |
| Disagree | 11%* |
| Not sure | 15% |
The workforce includes disabled and neurodivergent people
| Agree | 48% |
| Neutral | 19% |
| Disagree | 13% |
| Not sure | 20% |
Why do respondents question the fairness of promotion decisions within their organization?
My impression is that promotion-related decisions are more often made based on personal relationships or favoritism rather than qualifications or experience
The promotions process lacks transparency
New candidates are recruited without advertising roles internally
“Promotions are based more on who you know in the organization, your network and relationships, rather than the competencies and results you’ve achieved.”
Business Strategy Consultant, Australia
Gender diversity in the workplace
All
| Agree | Neutral | Disagree | Not sure | |
|---|---|---|---|---|
| The organization is gender-diverse, in that different genders are equally represented in the workforce | 79% | 9% | 9% | 3% |
| Men and women are treated equally in my workplace | 78% | 9% | 10% | 4% |
| There is an equal balance of men and women represented at the senior executive level | 63% | 10% | 22% | 5% |
Men
| Agree | Neutral | Disagree | Not sure | |
|---|---|---|---|---|
| The organization is gender-diverse, in that different genders are equally represented in the workforce | 83% | 7% | 6% | 4% |
| Men and women are treated equally in my workplace | 87% | 7% | 3% | 4% |
| There is an equal balance of men and women represented at the senior executive level | 68% | 10% | 16% | 6% |
Women
| Agree | Neutral | Disagree | Not sure | |
|---|---|---|---|---|
| The organization is gender-diverse, in that different genders are equally represented in the workforce | 71% | 13% | 14% | 3% |
| Men and women are treated equally in my workplace | 63% | 14% | 21% | 3% |
| There is an equal balance of men and women represented at the senior executive level | 52% | 9% | 34% | 6% |
Gender diversity in the workplace
All
The organization is gender-diverse, in that different genders are equally represented in the workforce
| Agree | 79% |
| Neutral | 9% |
| Disagree | 9% |
| Not sure | 3% |
Men and women are treated equally in my workplace
| Agree | 78% |
| Neutral | 9% |
| Disagree | 10% |
| Not sure | 4% |
There is an equal balance of men and women represented at the senior executive level
| Agree | 63% |
| Neutral | 10% |
| Disagree | 22% |
| Not sure | 5% |
Men
The organization is gender-diverse, in that different genders are equally represented in the workforce
| Agree | 83% |
| Neutral | 7% |
| Disagree | 6% |
| Not sure | 4% |
Men and women are treated equally in my workplace
| Agree | 87% |
| Neutral | 7% |
| Disagree | 3% |
| Not sure | 4% |
There is an equal balance of men and women represented at the senior executive level
| Agree | 68% |
| Neutral | 10% |
| Disagree | 16% |
| Not sure | 6% |
Women
The organization is gender-diverse, in that different genders are equally represented in the workforce
| Agree | 71% |
| Neutral | 13% |
| Disagree | 14% |
| Not sure | 3% |
Men and women are treated equally in my workplace
| Agree | 63% |
| Neutral | 14% |
| Disagree | 21% |
| Not sure | 3% |
There is an equal balance of men and women represented at the senior executive level
| Agree | 52% |
| Neutral | 9% |
| Disagree | 34% |
| Not sure | 6% |
Does gender inequality exist in the tech industry?
Almost two-thirds (62%, down from 67% in our last survey) believe there is an imbalance between the genders working in the tech industry.
- Yes, there is gender inequality
- Neither agree nor disagree
- No, there is no gender inequality
- Not sure
- Yes, there is gender inequality
- Neither agree nor disagree
- No, there is no gender inequality
- Not sure
11%
- Yes, there is gender inequality
- Neither agree nor disagree
- No, there is no gender inequality
- Not sure
7%
All
- 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
Futureproof your Salesforce capabilities with the best women in tech
Are you looking to build a more inclusive workforce that will drive innovation, grow your business, and help you to out-stride your competitors?
Our Women in Tech practice can make it happen. Our experienced consultants will help you to:
- Find and attract the most sought-after women in the Salesforce ecosystem through our diverse candidate shortlists
- Elevate your equality, diversity, and inclusion recruitment strategy by using our first-rate advisory service
- Improve your onboarding processes and retention rates thanks to our customer-centric, post-placement care
Jennie Brockbank, Salesforce Consultant
Conclusion
Overall, fewer respondents to this year’s survey believe that gender disparity is an issue in the tech industry, though a large gap still exists between the perceptions of men and women. Illustrating a significant difference in experiences in the workplace, just 63% of women believe that all genders are treated equally in their organization, compared to 87% of men.
Most respondents agreed that their employer takes steps to promote diversity in race, ethnicity, age and neurotype, though there was less consensus around support for employees facing mental health challenges. With just 60% of respondents stating that their employer had policies in place to support employee’s mental health, there’s clearly work to be done to promote mental wellbeing in the workplace, and to provide support to those facing difficulties. With burnout still a major issue in tech, there’s an urgent need to address this issue if company’s want to maintain productivity and retain their staff.
Although more companies are investing resources into EDI initiatives, some may need to reassess their priorities according to our data. Employee training ranked as the top EDI priority for organizations, but with just 59% of respondents believing that their employer pays male and female employees equally, and just over half (52%) perceiving the promotions process as fair, it appears that more work needs to be done to address systemic issues stemming from internal policy rather than employee awareness.
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 Salesforce 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 Salesforce ecosystem.
