A five-year analysis of 70 Canadian tech companies suggests that despite increased investment in diversity and inclusion, workforce representation and pay equity have remained largely unchanged.
Produced by TAP Network in partnership with Mercer, the Diversity in Canada’s Tech Sector: 5-Year Trend Report draws on demographic and compensation data from organizations that participated consistently between 2020 and 2024. The dataset offers a rare longitudinal view of representation and pay equity across Canada’s tech workforce. The report was supported by Innovate BC.
The findings point to limited movement across key workforce metrics. Women continue to make up roughly one-third of employees and hold about 27% of executive roles. Gender pay gaps persist across most job levels, with only modest narrowing at management and executive levels over the five-year period. Representation gaps also remain significant for equity-deserving groups, with Indigenous employees accounting for approximately 0.8% of the workforce compared to roughly 5% of Canada’s population.
For employers, the data highlights a gap between growing investment in diversity, equity and inclusion initiatives and measurable outcomes in hiring, advancement, and compensation.
“Despite sustained effort across the sector, we’re not yet seeing meaningful progress in workforce representation,” said Stephanie Hollingshead, CEO of TAP Network.
Over the past five years, many organizations have expanded DEI efforts, including leadership training, accessibility initiatives, and pay gap analysis programs, signaling a shift toward more structured, data-driven approaches. Hollingshead noted that while awareness and organizational focus have increased, translating that into measurable workforce change will require more targeted and sustained action.
She also pointed to emerging pay transparency legislation as a potential catalyst for progress on compensation equity, but emphasized that broader action will be needed to move the needle on representation.
“If we want to see real progress in representation, organizations will need to take bold, measurable action — from leadership accountability to inclusive hiring and advancement practices,” she said.
As competition for talent intensifies, the findings suggest that closing persistent gaps in representation and pay equity will be critical to building a more competitive and inclusive Canadian tech workforce.