Diversity is a hot topic among tech companies. More and more, companies are no longer making excuses, rather, they are taking actionable steps to be more diverse in terms of both gender and ethnicity. From corporate giants to early stage startups, many companies are working towards transparency in the workplace.

The following ten companies have released workforce diversity reports. Here’s how they compare.


Google was one of the first big companies to release a report detailing its diversity. Global gender data indicates that Google employees are 70% male and 30% female. Google’s ethnicity data refers to US employees only, and indicates 61% white, 30% Asian, 4% identifying as two or more races, 3% Hispanic, 2% black, and 1% other. Google also has employee resource groups for employees, including groups for Googlers of specific races, veterans, women in engineering, and LGBT employees.


Apple’s diversity report indicates the same global gender ratio as Google, with 30% female and 70% male employees. When broken down into roles specified as “tech,” that ration changes to 80% male and 20% female. Apple’s US employees are 55% white, 15% Asian, 11% Hispanic, 7% Black, 2% as two or more races, 1% other, and 9% undeclared. CEO Tim Cook was recently noticed for his participation in San Francisco’s annual Gay Pride parade.


Facebook released its diversity report in June 2014, showing a similar trend in numbers as companies that went before it. Facebook employees are 69% male and 31% female globally. However, jobs labeled as “non-tech” are 53% male and 47% female. Facebook also only released US ethnic data, which showed a workforce with more than half of the employees identifying as white. For tech jobs at Facebook, 41% of employees identified as Asian, with 3% identifying as Hispanic, and 1% identifying as black.


Twitter released its diversity report on the heels of Facebook, in July 2014. Globally, Twitter has the same gender spread seen at the other big companies — 70% male and 30% female. While both genders are equally represented at 50% in “non-tech” jobs, the “tech” jobs at Twitter are 90% male and 10% female. Twitter’s data on employee ethnicity was also US-only, indicating 59% white, 29% Asian, 3% Hispanic, 2% black, 3% two or more races, 2% other, 1% native Hawaiian or Pacific Islander, and less than 1% Native American. Twitter also has employee-led affinity groups for employees of color, LGBT employees, and female employees.


Yahoo made headlines when Marissa Mayer became CEO in the summer of 2012, becoming one of the first female CEOs of a highly-visible tech brand. Yahoo’s global workforce is 62% male, 37% female, and 1% un-disclosed. For “non-tech” jobs, Yahoo actually has more female employees than male. Yahoo’s data was released in June 2014, around the same time that many other tech companies were releasing their diversity numbers. At that time, Yahoo reported that its US workforce was 50% white, 39% Asian, 4% Hispanic, 2% black, 2% two or more races, and 2% other or not disclosed.


At the time LinkedIn reported it’s diversity numbers on it blog, there were 5,400 employees globally. LinkedIn’s global workforce has one of the strongest female representations on this list, with 39% of employees identifying as female and 61% identifying as male. Although, jobs listed as “tech” are 83% male and 17% female. LinkedIn’s US ethnicity reports indicate that the majority of its employees are white at 53%, with the second highest ethic representation as Asian as 38%. However, for “tech” jobs, employees are 60% Asian, 34% white, 3% Hispanic, 1% black, 1% two or more races, and less than 1% other. According to its blog, LinkedIn is trying to better its diversity numbers by partnering with organizations such as the Anita Borg Institute, DevelopHer, and Out & Equal Workplace Advocates.


Music-streaming service Pandora lists its diversity numbers on the careers section of its website. Pandora total employee ratio is 50.8% male and 49.2% female, with tech jobs more than 82% male. Leadership at Pandora is almost 85% male. Pandora’s overall workforce is 70.9% white, 12.3% Asian, 7.2% Hispanic, 5.7% two or more races, 3% black, and 1% Native Hawaiian or Pacific Islander. Like others, the company has communities for different employees with Pandora Women for female employees, Pandora PRIDE for LGBT employees, and Pandora Mixtape for employees of color.


Pinterest was one of the bigger “startups” to share it numbers during the summer of 2014 when the Goliaths all started spilling the beans. According to the official Pinterest engineering blog, the company is 60% male and 40% female. Most of Pinterest’s gender ratio numbers show a male majority, but not in business operations. Pinterest’s business employees are 66% female and 34% male, although tech jobs are almost 80% male at Pinterest. Pinterest employees are 50% white, 42% Asian, 5% other, 2% Hispanic, and 1% black.


eBay’s employees around the world are 42% female and 58% male, with its “tech” jobs split at 76% male and 24% female. eBay’s “non-tech” jobs are only 1% off, in favor of male employees, from being even. US data shows eBay’s workforce at 61% white, 24% Asian, 7% black, 5% Hispanic, 1% multi-ethnic, and 1% other. For “tech” jobs at eBay, 55% of employees are Asian and 40% are white, with numbers for both black and Hispanic employees hovering to 2%. eBay had 33,000 employees at the time of its report on its blog, also mentioning that CEO John Donahoe launched the Women’s Initiative Network for eBay.


In 2013, HP employed roughly 317,500 people worldwide, and tracked its diversity among gender and ethnicity sometimes all the way back to 2009. Worldwide, HP’s workforce was 32.5% female in 2013, with 25.6% of managers being female as well. In total, HP’s US workforce is 71.5% white, 14.22% Asian, 6.9% black, 6.06% Hispanic, 0.74% two or more races, 0.48% Native American, and 0.10% Native Hawaiian or Pacific Islander. In 2013, HP announced Ascend, a sponsorship program for high-performing female employees, and a Women’s Innovation Council. According to the report, HP also partners with organizations such as Leadership Education for Asian Pacifics (LEAP) and the National Action Council for Minorities in Engineering to increase cultural competency.

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