Tech Industry Still Struggles with Widespread Discrimination, Says EEOC Report

Technological innovation, together with talent acquisition and progress, remains the dominant image of the tech industry. Although organizations have made continuous promises to enhance diversity and equality, they continue to experience challenges in hiring and workplace development. Systematic illegal discrimination persists, according to the Equal Employment Opportunity Commission (EEOC) based on a recent report. Research revealed that women, Black and Hispanic individuals, and older employees face ongoing underrepresentation throughout the high-tech labor market.

The Equal Employment Opportunity Commission (EEOC) studied employment records from 2014 until 2022 and documented ongoing inequality even though the technology sector expanded rapidly. In 2022, women comprised only 22.6 percent of technology sector employees, while the United States workforce contained approximately 48 percent women.

The representation of Black employees in tech jobs reached only  7.4 percent, while Hispanic employees made up 10 percent of the total. Yet, this number fell far short of their percentage in the general labor force. According to the EEOC, the employment data showed that these groups lacked adequate representation among management staff.

The employment data revealed age discrimination because the number of workers above  40 dropped from 55.9 percent in 2014 to 52.1 percent in  2022. The number of older workers in the workforce is decreasing, which indicates that they face exclusion from both recruitment and career advancement.

The EEOC research shows that age as well as gender-based and pay discrimination occurs more frequently in the tech sector than in other industries. During the last several years, the agency has filed age and gender discrimination lawsuits against major tech companies Dell and Activision Blizzard.

The observed EEOC patterns create important effects that extend beyond the current work environment. Women and minority employees work mostly in entry-level positions which pay less, while leadership positions remain inaccessible to them. The absence of diverse perspectives in leadership roles both restricts individual career growth and influences how technology develops. The development of products and algorithms that lack diverse perspectives runs the risk of maintaining biases and failing to serve users with different needs. The integration of artificial intelligence and automation into everyday life will likely entrench social inequalities because its creators lack inclusive perspectives.

Both the Age Discrimination in Employment Act and the California Fair Employment and Housing Act outlaw discrimination during recruitment, advancement, and compensation processes. The EEOC data indicates that technology companies receive more discrimination complaints than businesses in other sectors.

The percentage of age-based discrimination complaints about tech companies reached 19.8 percent in 2022, whereas other industries experienced 14.8 percent. The wage disparities in the tech industry persisted at double the frequency of equal pay allegations when compared to other business sectors. The number of complaints about national origin and religious discrimination exceeded those of other fields which indicates many workers face obstacles in the tech industry.

Some organizations have announced diversity improvement initiatives, but their efforts remain ineffective because there is no established system of accountability. The EEOC data shows that business-led diversity initiatives lack effectiveness in addressing the fundamental biases that influence hiring decisions, workplace policies, and promotion processes. Organizations need stronger legal enforcement together with structural changes inside their companies to achieve meaningful changes in workforce composition and workplace treatment.

Under the law, multiple forms of workplace discrimination exist, including age-based and gender-based discrimination, as well as racial discrimination, national origin discrimination, pregnancy-based discrimination, and disability-based discrimination. Workers should file their discrimination complaints with their organization’s human resources section. When employers fail to address reported misconduct or stop unwanted behavior, workers may need to start legal proceedings with the help of an experienced employment attorney.

Individuals who experience employment discrimination based on race, gender, age, or other legally recognized characteristics should seek assistance from an experienced employment attorney. Obtaining legal help will help you understand your available choices. McCormack Law Firm helps workers fight against workplace discrimination and other employment issues. Contact our San Francisco employment lawyers today for a free consultation to learn more.