Striving to create an organization, and by extension an industry, that truly reflects the diverse societies we work in has been a priority of ours for over a decade. We aim to be 40% women and underrepresented gender minorities (WUGM) [1] in tech roles by the end of 2022, and below we share the current proportion of WUGM across our business.
We know that diversity, especially at more senior levels, has a significant positive impact on our business and culture. So we are really intentional in creating the right opportunities, support systems and programs to ensure strong diversity at every level.
Gender is not the only dimension of diversity we focus on, of course, but it is one that we pay close attention to in every region. Beyond gender, each region focuses on an additional dimension of diversity, these are based on race, disability, socio-economic background or other factors which are important in that geography.
All figures below are accurate as of September 30th 2022 and will be updated quarterly.
Women and underrepresented gender minorities (WUGM)
WUGM
Tech
By 'tech' roles we mean those actively involved in the creation of technology products/software. Our aim is for 40% by the end of 2022.
WUGM
Non tech
Those in roles that are non-tech, primarily operational and leadership roles.
WUGM
Executive officers
Our executive level officers.
"Setting goals is an important way to remain on track, and to hold ourselves accountable. But numbers aren’t our main focus: genuine progress comes from weaving diversity, equity and inclusion into our everyday actions, business priorities and culture. You’ll find many stories of our programs of work, employee experiences and culture in our insights blog."
– Elise Zelechowski, Global head of diversity, equity, inclusion, sustainability and social change
Women and underrepresented gender minorities in tech roles
Global gender diversity by grade (tech roles)
Adopting a holistic approach to our efforts in gender diversity also includes an emphasis on parity and advancement. Metrics aside, a culture of inclusion and belonging backed by specific advancement opportunities and programs is critical, as we constantly see the under-representation of WUGM in tech. Our software delivery teams are created with a mix of skills, backgrounds, experiences etc. and we have a global system of grades and review process that ensures parity.
WUGM
Lead
WUGM
Principal
WUGM
Director
Women and underrepresented gender minorities in leadership
"We're really proud that 56% of our executive officers are WUGM. Tracking advancement versus just overall numbers is key to ensuring the right and fair opportunities are provided to women and underrepresented gender minorities across Thoughtworks. Initiatives like the global Women in Leadership Development program are designed to accelerate WUGM’s leadership and presence in Thoughtworks. Equal opportunity and, when necessary, equitable measures to ensure gender parity is what we continue to strive for." – Joanna Parke, Chief talent officer
Global gender diversity by grade (operational and leadership roles)
WUGM
Lead
WUGM
Principal
WUGM
Director
WUGM
Executive officers
"Our diversity, equity and inclusion strategy is designed to involve every Thoughtworker. It's essential to us that everyone feels they have both a voice and responsibility in fostering equity and belonging within their teams. To do so, we focus our efforts on operationalizing equitable practices and encoding those into thoughtful policies. Having shared metrics helps us focus and track our path of continuous improvement."
– James Grate, Global head of diversity, equity and inclusion
[1] WUGM are self-identified. Figures accurate as of September 30, 2022 and will be updated following the close of every quarter.
[2] These figures do not incorporate new acquisitions, which will be included in this report 18 months from their acquisition date to allow time to align to the DEI best practices of Thoughtworks.