

Women Impact Tech’s 2023 list of progressive companies empowering women in tech
Leading by Example. Disrupting the Norm.
According to the Bureau of Labor Statistics, only about 25% of all jobs in the tech industry are held by women. The number grows smaller when you get into more skilled areas, like developers and software engineers. These percentages are equally dismal when looking at women in leadership positions.
Although there is much to do in the form of gender equity and equality, we are encouraged by progressive companies who prioritize diversity, equity, and inclusion. The best among them make up our 2023 Women Impact Tech 100.
We compiled this list using public data regarding employees’ feedback on workplace culture for women and other under-represented groups including their benefits and perks. We also looked at how intentional each company is around their diversity, equity, and inclusion efforts. And finally those that made the list have the ability to help women in tech progress and thrive in their career.
Company Size
Number of employees by company.
Diversity Leader: Leo Cortez
Diversity Leader: Rona Anhalt
Diversity Leader: Cherie Caldwell
Diversity Leader: Aaron Limonthas
OJO is committed to fostering an inclusive environment for all candidates by building a hiring ecosystem that ensures consistency, fairness, and equity. OJO aims to close that gap so that all people — regardless of race, class, or gender — can experience the physical, financial, and emotional haven that home provides. They match each real estate moment so everyone feels ready, equipped, and inspired to take the next step.
At Health Care Service Corporation (HCSC) we support an environment where all employees feel valued, empowered, and recognized for their unique talents, perspectives, and differences. Our Center for Diversity, Equity, and Inclusion (CDEI) embeds a commitment to diversity and inclusion throughout all areas of the company, from how we hire, manage, and interact with employees, to how we serve our customers and provide for our communities.
Diversity Leader: Melissa Uribes
Tegus is determined to be demographically representative of the city of Chicago, home of global headquarters, by 2025. To accomplish this, they have created interim goals to ensure accountability and help measure progress as a company. All their employees understand the support of DEI efforts across the organization, where they are surveyed quarterly on topics including manager support, fairness, psychological safety, fit, and belonging.
Diversity Leader: Florida Hoya
Diversity Leader: Jessica Muench
Diversity Leader: Sonja Gittens
Asana states that diversity impacts business and inclusion impacts culture. Everyone at Asana must feel respected and valued for their employees to do their best work and achieve their mission. By creating a culture of transparency and trust, Asana can foster psychological safety and an inclusive mindset within their company and product.
Diversity Leader: Lybra Clemons
Diversity Leader: Zedrick Applin
Diversity Leader: Markus Achord
Diversity Leader: Julie Osborne
Diversity Leader: Maxine Williams
Diversity Leader: Mary Finch
Diversity Leader: Ana Paula Jelihovschi
ClearSale’s CEO ranked in the top 10 Best CEOs for Diversity in small/medium-sized businesses. With former COO Bernardo Lustosa stepping up to take the reins as ClearSale’s newest CEO earlier this year, he has continued the legacy of diversity and inclusion that Pedro Chiamulera developed since 2001.
Diversity Leader: Lauren Jackman
Diversity Leader: Ash Coleman
Credit Karma recognizes their ability to deliver on this vision depends entirely on the culture and environment cultivated from within. Credit Karma knows that it would only be possible to build a product that represents the diversity of members and differences in their collective experiences with a diverse, equitable, and inclusive workforce.
Diversity Leader: Ethan Jayson
Diversity Leader: Julia Betts
Diversity Leader: Wil Lewis
Diversity Leader: Juliette Austin
Diversity Leader: Angela Lovelace
HG Insights was announced and awarded as the 2023 Best Place To Work. HG Insights is dedicated to nurturing employees and celebrating along the way. Their purpose, vision, and mission, underpinned by core values, help find like-minded people, build an active and engaged community, and, most importantly, provide them guidance when making decisions.
Diversity Leader: Carin Taylor
Diversity Leader: Joanne Villanueva
At Service Titan, they say diversity is a value – not a buzzword. Service Titan says it is about cultivating an environment that welcomes and embraces varying perspectives, backgrounds, and experiences so that Titans can serve their customers and inspire one another.
Diversity Leader: Brian Miller
Diversity Leader: Katie Burke
Diversity Leader: Shona Pinnock
Diversity Leader: Matthew Nguyen
At Carvana, they champion diversity, inclusion, and belonging. Carvana offers a variety of employee resource groups to help their team members find their flock.
Diversity Leader: David Watson
Diversity Leader: Jocelyn M.
GoodRx had a response to events highlighting the racial injustice inflicting people of color in the United States; their leadership challenged others to help address these inequities in the context of healthcare. This challenge came in the form of a hackathon, an unforgettable competition where teams provided potential solutions to a problem using computer engineering and other collaborative resources. All teams that participated in the GoodRx hackathon had thoughtful and inspiring ideas to improve healthcare.
Diversity Leader: Gunjan Aggarwal
Diversity Leader: Royce Evans
Drift says diversity and inclusion are at the heart of everything they do just because it’s in their DNA. Drift’s CEO and co-founder David Cancel and CTO and co-founder Elias Torres are helping to lead and build a strong, enduring company because they believe in the products created and the team assembled. They value all voices at Drift. The power of different perspectives helps them to be innovative in the tech space. Drift works to empower its employees and give them autonomy and responsibility for decision-making in their daily work.
Diversity Leader: Kyra Seay
At Bumble, they constantly seek new ways to learn and grow, both as an app and a company, to ensure that experience is empowering. Bumble has updated its gender options to provide a space that makes folks from across the gender spectrum feel safe and seen. No matter if you’re new to Bumble or if you’ve been a community member and want to identify differently, these options were expressed by Bumble as a reminder they are here for the community to express themselves however they like.
Diversity Leader: Jeunée Simon
Since Slack was founded six years ago, they have been committed to embedding diversity, engagement, and belonging (DEB) in hiring practices and workplace culture. They say this is central to company values and they continue to prioritize these efforts. Since their last report, a lot has changed: Slack has become a public company and has grown to more than 2,000 employees.
Diversity Leader: Yvette Bryant
There is a place for everyone at BCD. They celebrate the different voices, backgrounds, and perspectives in their global workforce and they promote awareness & education of DE&I ideas, experiences, perspectives, and voices. They motivate teams to thrive, whereby everyone feels safe and welcome. And they stimulate and create respectful environments where everyone is valued.
Diversity Leader: Farren Roper
At Qualtrics, they believe every voice holds value, and together, it can make lasting change. Help improve diversity, equity, and inclusion (DEI) in your organization with expert guidance and stories from the people and brands taking action to improve it.
iManage CEO and co-founder Neil Araujo expresses that work is important, and he says it’s equally important that iManage does it correctly. iManage is investing their time and resources to do this right and create real, meaningful change — not just placing a band-aid on these issues but creating programs and initiatives that will drive long-term, impactful change. iManage is not looking to settle or be average in anything they do, and they say they aren’t setting out to deliver a mediocre platform that customers tolerate. Likewise, iManage isn’t looking to be “OKAY” in the DE&I space. iManage wants to be an industry leader, paving the way in this space to inspire customers and competitors.
Diversity Leader: Damien Hooper-Campbell
Diversity Leader: Mark Welch
Diversity Leader: Claude Green
Diversity Leader: Bettina Koblick
Diversity Leader: Samantha Montgomery
Bell Flight is on a journey to amplify innovation, cultivate purpose, and bridge experiences by fostering a culture that is driven by unique perspectives, voices, and values. Drawing employees from over 90 countries and customers from 120 countries, they strive to understand and celebrate the many unique perspectives, talents, and backgrounds that add to their vision.
Diversity Leader: Annie Brown
Diversity at Johnson & Johnson is about their unique perspectives. It’s about their community, colleagues, and the world they care for – all backgrounds, beliefs, abilities, and the entire range of human experience. They are building on their strong foundation to meet the evolving world’s needs and make meaningful changes at Johnson & Johnson and for society as a whole. Their DEI vision is to be yourself and change the world. Their vision at Johnson & Johnson is for everyone to use their unique experiences, abilities, and backgrounds to spark solutions that create a better, healthier world.
Diversity Leader: Keyla Cabret-Lewis
Diversity Leader: Ellen Torbert
Diversity Leader: Kelly González
Diversity Leader: Shawna Ferguson
Diversity Leader: Jiquanda Nelson
Diversity Leader: Kathleen Navaro
Diversity Leader: Latrice Cross
At Sage, they are committed to breaking barriers so that everyone can thrive. They know this is the right thing to do, and they also know that having diverse perspectives fuels innovation. This helps generate better ideas to serve Sage customers. As a global company, they say they must reflect their diverse world. Sage remains committed to an inclusive workforce that fully represents its customers, partners, and communities’ many different cultures, backgrounds, and viewpoints.
For the people who work at Elsevier, their Inclusion and Diversity strategy is focused on accountability and practical action. They work continuously to build knowledge throughout the company and promote inclusive behaviors. Elsevier provides innovative learning and development opportunities for its people and works with them to create an inclusive culture that enables a high-performing and engaged workforce. This helps advance their mission of creating an environment where everyone has an equal opportunity to succeed.
Diversity Leader: James Harris
At H-E-B, they take great pride in their diversity. This commitment isn’t just corporate-speak — from employee recruitment to supplier registration, store locations to in-store product selection — diversity is integral to everything the company does. They are proud to share this commitment with their communities by sponsoring and volunteering in cultural events like the Martin Luther King, Jr. marches, Diez y Seis activities, and Juneteenth celebrations. They also honor month-long observances like Black History Month (February), Women’s History Month (March), and American Indian Heritage Month (November).
Diversity is highly valued at Meltwater, which is why they have created several internal programs dedicated to ensuring that Meltwater remains an inclusive working environment for all its employees. Meltwater has also established partnerships with several external organizations fighting for social justice and racial equity to provide free access to their platform and consultation services. Over the past two decades, they have built a global network of talent composed of individuals with diverse backgrounds, experiences, and ways of thinking. Meltwater says they will continue to do so in the decades to come.
Diversity Leader: Lynnetta Smith (she/her)
Breaking barriers and creating equal access to opportunity is inherent for Pluralsight’s mission to democratize technology skills. They accomplish this through one of their own products, which brings skill development to workplaces around the world. They do this through their social enterprise, Pluralsight One, which unlocks opportunities for the underrepresented by increasing access to technology skill development and promoting diversity in the technology workforce.
To that last point, this report shares the data Pluralsight looks at internally to see if they are creating progress and where they are focusing on improving.
At Smartsheet, the Director of Diversity, Equity, and Inclusion (DEI) believes it’s critical to ensure the DEI strategy is embedded in the way they operate in the entirety of their business and inclusive of their people and culture strategies because building diverse and inclusive teams drives strong businesses and ultimately enables better support for their customers.
Diversity Leader: Oona Sheher
Diversity Leader: Tabatha Calhoun
Diversity Leader: Amy Hanneman
Diversity Leader: Leslie Banks
Chewy is committed to equal opportunity and they value and embrace diversity and inclusion of all team members. The company firmly believes in equal employment opportunities for all and the importance of each team member as an individual. Chewy’s policy prohibits discrimination and harassment of any type and offers equal employment opportunities to team members and applicants.
Diversity Leader: Bob Lockett
At ADP, diversity, equity, belonging, and inclusion are important business priorities because of their impact on their employees, organizations, and communities. ADP offers ideas, strategies, and examples from leaders and organizations that have successfully created thriving cultures of inclusion that embrace diversity and promote belonging. ADP says the first step toward diversity and inclusion is recognizing and honoring the people who make up your organization.
Diversity Leader: Bo Young Lee
Uber remains committed to increasing demographic diversity, becoming a more actively anti-racist company and an ally to the communities Uber serves. The Executive Leadership Team at Uber is doing its part to make this a reality by setting goals around representation on their teams and tracking progress regularly. In 2020, Uber made anti-racist commitments to extend their efforts through their products, partnerships, and to all users on their platform. Uber actively manages and tracks these commitments and is progressing on all of them.
Diversity Leader: Marjorie Sherriff
Diversity Leader: Latia Harris
Box inc. is built on people: they call them Boxers. They come from a range of backgrounds and experiences, and each has a unique story to tell. Their goal is to fully leverage and engage their diverse teams’ individual talents and capabilities, ultimately creating an inclusive environment where Boxers feel they belong. Their company values and DE&I initiatives are intentionally designed to lift up each and every member of the Box team.
Diversity Leader: Carla Grant Pickens
At IBM, they foster a culture of conscious inclusion and active allyship, where every IBMer can positively impact society while bringing their authentic selves to work. They are building this by creating a more diverse workforce, cultivating a flexible work environment, enabling an inclusive culture, and advocating for equity, both inside and outside of IBM.
Diversity Leader: Reggie Willis
At Ally, their journey of diversity, equity, and inclusion began the day they opened their digital doors. Their goal was to create and advance a culture where all backgrounds, experiences, interests, viewpoints, and skills are respected, appreciated, and encouraged. Since then, Ally has remained committed to doing it right and being even better for their employees, customers, and the communities they serve. In 2015, under the leadership of CEO Jeffrey “JB” Brown, Ally created an inclusion infrastructure that became the heart and soul of Ally culture. In 2018, they implemented required diversity training focused on implicit biases and team development. And in 2021, The Ally Team of Diversity, Equity, and Inclusion doubled in size over the previous year, matching the growing commitment to strengthening Ally’s culture.
Diversity Leader: Vernā Myers
Diversity Leader: Melonie Parker
Diversity Leader: Camille Chang Gilmore
Diversity, equity, and inclusion (DE&I) at Boston Scientific means fostering an environment where all employees can work together to advance science for life. At Boston Scientific, they want people of all cultures, ethnicities, gender identities, backgrounds, experiences, orientations and beliefs to feel they belong so they can be engaged and empowered to share new ideas and diverse perspectives. This is essential to their value-driven culture, focusing on innovation and equality, enabling their people to develop and advance their careers. When people can bring their authentic selves to work, it leads to their greatest breakthroughs for patients worldwide. Boston Scientific’s commitment to DE&I also extends to external activities that include advocating for health equity, engaging employees in the communities they serve, and making meaningful contributions to create a more inclusive society.
Diversity Leader: Lindsay-Rae McIntyre
The mission at Microsoft is deeply inclusive: empowering every person and every organization on the planet to achieve more. Each — no matter what level, role, or function — plays an active role in helping Microsoft innovate for inclusion so that everyone can bring all of who they are and do their best work. Guided by a commitment to building diverse communities, Microsoft is intentional in who they reach out to and how they connect with them. They increasingly do business with minority- and women-owned companies. Microsoft globally invests in developing the next tech industry leaders and pursuing candidates of diverse backgrounds to help them do their best work yet.
Diversity Leader: Daniel Shannon
Amazon is a company of builders who bring varying backgrounds, ideas, and points of view to invent on behalf of their customers. The diverse perspectives come from many sources, including gender, race, age, national origin, sexual orientation, culture, education, and professional and life experience. Amazon is committed to diversity and inclusion and always looks for ways to scale impact as they grow.
Diversity Leader: David L. Casey
CVS is deeply committed to developing a diverse workforce and providing an equitable workplace that empowers all colleagues, regardless of age, ethnicity, and background. CVS Health is committed to having a diverse workforce as they work to ensure that youth, differently abled individuals, veterans, and other groups that reflect their communities have a place within CVS Health.
Diversity Leader: Ramcess Jean-Louis
Pfizer expresses that everyone has something to offer. Diverse teams are more collaborative, accepting of different perspectives, and more representative of the world we all share. Diversity is just as crucial to building a successful business as it is to building a vibrant culture. At Pfizer, they realize that means attracting the best and brightest talent and ensuring that colleagues can thrive in an environment where they champion diversity, equity, and inclusion every day worldwide.