Gender Equity

In November 2025, Paystack suspended and then terminated co-founder and CTO Ezra Olubi following allegations of sexual misconduct involving a subordinate that circulated on social media. Olubi claimed he was fired 'before the supposed investigation was concluded, and without any meeting, hearing, or opportunity to respond.' The company stated: 'As a regulated company, we have a responsibility to act quickly when conduct has the potential to undermine trust.' One investor said the scandals make it 'harder for entrepreneurs building companies and VCs trying to raise funds.'

Atlassian presents the Women Leading Tech Awards, an industry initiative supporting gender parity inclusive of non-binary and gender diverse members of tech. The company offers 26 weeks paid leave for birthing parents and 20 weeks for non-birthing parents. Atlassian conducts yearly pay equity audits, partners with Code2College, /dev/color, and AI4All for underrepresented groups, and operates 9 employee resource groups including Atlassian Pride.

Monzo achieved 50% women representation on its board (66.6% women) and executive committee (33.3% women). The median gender pay gap narrowed from 14.3% in 2020 to 6.3% in 2024. Monzo became the first UK bank to introduce dedicated paid leave for pregnancy loss and fertility treatments. Won Company of the Year at the 2025 British Diversity Awards.

Uber launched industry-first women rider preference feature on November 29, 2024 in India, expanded to six US cities (Baltimore, Minneapolis, Philadelphia, Seattle, Portland, Washington DC) on October 17, 2025. Feature gives women drivers option to receive trip requests exclusively from women riders, especially helpful during late hours. Used on more than 150 million trips globally, with quarter of women drivers turning it on at least once a week and more than half keeping it on for over 90% of their trips. Feature enables over 21,000 trips in India alone. Aims to improve safety and comfort for both female drivers and riders.

Richard White resigned as CEO in October 2024 amid allegations he paid millions to settle claims, had relationships with employees, and gifted a $7M house to one partner. Multiple women alleged he expected sex in exchange for business investments. Share price plummeted, costing $2B in personal wealth.

Class action filed on behalf of over 12,000 current and former female employees in Apple's engineering, marketing and AppleCare divisions in California. Lawsuit alleges Apple used prior salary history to perpetuate pay gaps even after the practice became illegal in 2018.

ARM's 2024-25 UK Gender Pay Gap Report revealed women earned 83p for every £1 that men earned (17.4% median pay gap). Women made up only 11.2% of employees in the highest paid quarter, while comprising 28.6% of the lowest paid quarter. Women's bonus pay was 30.2% lower than men's. ARM acknowledged it will take time to address the gap but is committed to offering fair, equal and unbiased recruitment, promotion, and reward systems.

Australia's Workplace Gender Equality Agency awarded Thoughtworks its Employer of Choice for Gender Equality citation for the 13th year in a row. The company achieved its 2019 goal of 40% women or gender-diverse people in technologist roles by 2022, and maintains 40-50% gender diversity in leadership programs since 2012. Policies include inclusive parental leave and medical health insurance for same-sex partners.

In 2024, Salesforce employees performing similar jobs were paid on par across genders globally and race in the US. The company, which pioneered equal pay audits in 2015, offers gender affirmation benefits including four weeks paid leave, medical reimbursement for surgeries, hormonal therapy, and legal fee reimbursements. Nine Ohana employee resource groups serve one in three employees, including Outforce for LGBTQ+ inclusion.

Cisco topped Great Place to Work's Best Workplaces for Parents list for the fifth consecutive year in 2024. Under CEO Chuck Robbins, Cisco has maintained strong commitments to DEI including supplier diversity programs, internal equity audits, and comprehensive parental leave policies that support work-life balance for all genders.

Before discontinuing DEI hiring targets in 2025, Adobe had built a strong equality record. The company achieved global gender pay parity, with women and men receiving dollar-for-dollar equal pay for comparable roles. Adobe scored 100% on the HRC Corporate Equality Index for over 7 consecutive years, indicating comprehensive LGBTQ+ workplace protections. The company offered 26 weeks paid maternity leave and 16 weeks for non-birth parents, and supported employee networks including Adobe Pride, Adobe Women's Leadership, and Black@Adobe.

Netflix offers up to 52 weeks of paid parental leave to all salaried employees regardless of gender, tenure, or family formation method (birth, adoption, surrogacy). The policy, introduced in 2015, makes Netflix the highest-ranked Russell 1000 company for parental leave according to JUST Capital. Benefits include global family forming support for fertility, surrogacy, and adoption regardless of marital status, gender, or sexual orientation. Average usage is 6.3 months (US) and 7.5 months (international).

Spotify provides six months of fully paid parental leave to all parents regardless of gender or sexual orientation, including birth parents, adoptive parents, same-sex couples, and surrogates. Leave can be taken up to the child's third birthday. Nearly 60% of leave-takers are male, reflecting genuine gender equity in uptake. The company also confirmed equal pay and promotion rates across genders for three consecutive years.

Intel has maintained gender pay equity globally and race/ethnicity pay equity in the US since 2019, confirmed again in 2024. The company's RISE strategy set 2030 goals including doubling women in senior leadership, exceeding 40% female representation in technical roles, and increasing employees with disabilities to 10%. Intel was among the first companies to publicly release EEO-1 pay data for transparency.

Manhattan jury found Google guilty of gender discrimination and retaliation against Ulku Rowe, a Google Cloud executive who alleged she was hired at a lower level and pay than less experienced male colleagues, and was denied promotions and demoted in retaliation.

Lyft launched Women+ Connect in September 2023, offering women and nonbinary drivers option to prioritize matches with nearby women and nonbinary riders. Feature tested in 50+ markets before nationwide rollout in March 2024. By March 2024, powered more than 10 million rides. Over 7 million eligible riders turned on feature. Over half of eligible women and nonbinary drivers opted in. As of July 2024, signed-up drivers matched with women and nonbinary riders about 66% of time, up from around 50% at launch. Designed in partnership with It's On Us sexual assault prevention campaign, National Association of Women Law Enforcement Executives, and National Sheriff's Association Traffic Safety Committee. Industry-leading safety feature addressing real safety concerns for women and nonbinary community members.

The Wikimedia Foundation launched Project Rewrite and the Wikipedia Needs More Women campaign to address persistent gender gaps in Wikipedia content and editorship. Only about 15% of English Wikipedia biographies were about women when efforts began. By 2024, that number had grown to over 19%, with a 26% increase in women-related content from sub-Saharan Africa between 2022-2024. The community-driven Women in Red project, supported by Foundation grants and staff, created over 130,000 biographies of women. A 2024 study found deletion nominations occur 34% faster for women's biographies than men's, highlighting ongoing systemic challenges.

Salesforce established robust DEI programs centered around Equality Groups, with more than 50% of employees and contingent workers participating as members or allies, and membership growing 20% year-over-year. The company launched a Supplier Diversity Academy, a six-month accelerator for small businesses owned by underrepresented minorities, women, veterans, disabled, or LGBTQ+ individuals. Its Warmline employee advocacy program for underrepresented groups reduced attrition by 80% since 2020 and was named a DEI Lighthouse by the World Economic Forum in 2023.

Before its 2025 DEI rollback, Google had built substantial diversity programs. It achieved its racial equity commitment goal of increasing leadership representation of Black, Latino, and Native American employees by 30% — three years ahead of its 2025 target. Women's leadership rose from 30.6% to 34.1% by 2023. Women Techmakers, launched in 2012, provided visibility, community, and resources for women in technology worldwide. Google supported 16+ employee resource groups and offered 24 weeks paid maternity leave and 18 weeks paternity leave. The company also offered gender reassignment surgery coverage and cryopreservation for transitioning employees.

Before its 2024 DEI rollback, Amazon had built substantial diversity infrastructure. Its 13 employee affinity groups had 130,000+ members in 2,000+ chapters across 58 countries. Glamazon, the LGBTQIA+ group formalized in 2005, grew to 20,000+ members across 80 global chapters. Amazon doubled representation of Black directors and VPs in 2020, provided transgender healthcare including hormone therapy and gender transition coverage, and committed $53M to female climate tech entrepreneurs. CEO Jeff Bezos received the Human Rights Campaign National Equality Award in 2017.