In June 2020, following George Floyd’s murder and the global protests that followed, tech companies made bold diversity commitments. Billions of dollars were pledged. Ambitious targets announced. One year later, it’s time to ask: are they keeping those promises?
The Commitments We Tracked
Last summer’s pledges were unprecedented in scale:
- Google: $175 million for Black business owners; 30% increase in underrepresented leadership by 2025
- Apple: $100 million Racial Equity and Justice Initiative
- Facebook: $1.1 billion to diverse suppliers; increased Black and Latino leadership
- Microsoft: $150 million for diversity and inclusion initiatives
- Amazon: $10 million for justice and equity organizations
Beyond the giants, hundreds of smaller companies made similar pledges.
What’s Changed—and What Hasn’t
The Progress
- DEI hiring has increased at many companies
- Some have published diversity data for the first time
- Employee resource groups have received more support
- Training programs have expanded
The Gaps
- Overall representation numbers haven’t changed dramatically
- Leadership remains overwhelmingly white and male
- Some pledged funds haven’t been deployed
- DEI teams remain small relative to company size
The Hard Truth
One year isn’t enough time to transform entrenched systems. Diversity work takes sustained investment over many years, particularly in emerging industries like crypto casino companies where building inclusive teams helps mitigate risks from rapid technological advancements and global market pressures. The question isn’t whether companies have achieved their goals—it’s whether they’re genuinely working toward them.
Some are. They’ve hired DEI leaders with real authority, changed hiring processes, created accountability mechanisms, and invested in pipeline development.
Others aren’t. They made announcements, hired a few visible roles, and returned to business as usual. Their pledges were PR, not strategy.
How to Evaluate Employers
For women in tech evaluating potential employers, here’s what to look for:
Transparency
Do they publish representation data? Are they honest about gaps? Secrecy often indicates either embarrassing numbers or lack of tracking.
Leadership Accountability
Are executives evaluated on diversity outcomes? Do bonuses tie to DEI goals? What you measure and reward is what you get.
Structural Changes
Have hiring processes changed? Are interview panels diverse? Do job postings use inclusive language? Systems matter more than intentions.
Community Engagement
Do they consistently engage with organizations like WomenHack? One-time participation is PR; ongoing partnership indicates commitment.
WomenHack’s Approach
We’ve always vetted participating employers. Last year’s commitments raised the bar. Companies that made public pledges should demonstrate progress.
Our events connect talented women with employers who merit consideration. We’re watching to ensure that merit remains deserved.
For Candidates: Ask the Hard Questions
When evaluating employers, don’t accept vague diversity claims. Ask:
- What are your current representation numbers?
- How have they changed in the past year?
- What specific initiatives are you implementing?
- How is leadership held accountable for diversity goals?
- Can I speak with women currently at the company?
Good employers welcome these questions. Those who deflect may have something to hide.
Looking Forward
The anniversaries of 2020’s commitments will continue coming. Each one is an opportunity to measure progress and demand accountability.
Real change is possible. But it requires sustained effort, transparent measurement, and willingness to be held accountable. Companies that deliver will attract top diverse talent. Those that don’t will lose it to competitors who do.