In the last year, there has been an increase in the gender representation of women in tech by 2.3%, with self-identifying women currently representing 35.8% of tech industry employees, self-identifying men representing 63.8%, and non-binary and other genders representing 0.4%.
The majority of representation of women in the tech industry comes from the HR, People & Culture, and Administration functions (82%) and lowest in the Technology, Design, and Support functions (14%).
When looking at the progression of women in tech in leadership positions, it is clear that while marginal change is happening, the leaky pipeline is still alive, well, and leaking top talent.
When looking at the changing statistics from 2021, it is important to note that previous TAP reports have focused on the British Columbia tech community, where 2022’s figures represent companies across Canada.
Company Changes
When examining tech companies commitments to EDI (Equity, Diversity, and Inclusion), it is clear that EDI goals are on the minds of organizations, but not at the top of their priorities. While 79% of Canadian tech companies have reported that they have set or are working on setting EDI goals, only 28% have specific employee demographic goals, and only 24% have formalized EDI policies. These second two metrics are what move EDI efforts from empty promises to accountable actions, and are critical to making real change.