LinkedIn: More women in technical roles – but no progress in leadership
LinkedIn’s latest diversity data show that the Microsoft-owned company has made progress in terms of female representation in technical roles, however women’s share in leadership positions remained stable compared to 2020.
According to LinkedIn’s 2021 Workforce Diversity Report, the company’s global workforce is now 45% female – versus 44.4% in 2020 – and 54.3% male.
Even though the representation of women in technical roles grew by 1.3 percentage points this year to 25.1%, it still remains low compared to men’s share (73.8%). At the same time, representation of women in leadership remained stable at 41.8%, with LinkedIn saying that this will continue to be a “global focus area” in each of its three regions.
Progress in the representation of Black and Latinx employees
The U.S. company has reported better results as far as the representation of Black and Latinx employees is concerned.
Last year, it made a public commitment to double the number of Black and Latino leaders, managers, and senior individual contributors in its U.S. workforce by FY25. Now, it has announced that it’s pacing ahead of schedule on this commitment, growing the Black leader, manager, and senior IC population by 35.0%, and the equivalent Latino population by 20.3%.
Its highest growth has been at the leadership level, where Black and Latino representation at the Director+ level have grown by 1.5 percentage points and 1.0 percentage point, respectively over the past year.
More broadly, LinkedIn has seen strong growth in representation at all levels, where U.S. Black employee representation grew by 1.0 percentage point and Latino representation by 0.6 percentage point.
“Over the past 12 months we’ve made significant investments, and we’re seeing advances across our DIBS strategy globally,” the company says.
“As we look to the years ahead, we are especially mindful of building sustained, lasting impact in Diversity, Inclusion, and Belonging. Programs like our Inclusive Leadership for Managers initiative are one way we plan to do this. Another is to more deeply embed principles of equity into the core of our talent processes. Building programs to support DIBs is essential.”
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