Canada tech gender pay gaps persist after five years

TAP Network and Mercer have published a five-year study of 70 Canadian technology companies that found little change in workforce representation or gender pay gaps. The analysis covers data collected between 2020 and 2024.

The report examined demographic and compensation data from organisations that participated in TAP Network's annual surveys throughout the period. Women continued to make up about one-third of employees at participating companies and held roughly 27 per cent of executive roles.

Pay gaps between men and women persisted across most job levels, although the study found some narrowing at management and executive levels over the five years. Representation gaps also remained for several equity-deserving groups. Indigenous employees accounted for about 0.8 per cent of staff across participating businesses, compared with about 5 per cent of the Canadian population.

The findings suggest a gap between the increased focus on diversity, equity, and inclusion and workforce data. During the period covered, many companies increased spending and effort on leadership training, accessibility measures and pay gap reviews.

Limited Shift

The study suggests progress on representation has been slow despite stronger internal measurement and more formal diversity programs. It also indicates that employers have become more structured in their approach to equity issues, even if that has not yet led to major workforce changes.

Stephanie Hollingshead, Chief Executive Officer of TAP Network, said the period marked an increase in awareness and organisational focus.

"Despite sustained effort across the sector, we're not yet seeing meaningful progress in workforce representation," said Hollingshead. "That said, this period has marked a significant shift in awareness, measurement, and organizational commitment to equity - important foundations for long-term change."

The report focuses on companies that chose to track and submit this data consistently, meaning the sample reflects employers already engaged in measuring workforce diversity. TAP Network said those organisations were among the sector's earlier adopters of formal benchmarking.

Hollingshead described the five-year period as one in which many companies were still developing their understanding of equity and inclusion. "These five years represent a period when many companies were actively building their understanding of equity and inclusion."

Pay And Representation

The data points to a sector where pay equity and representation remain connected but with uneven challenges. Some movement on pay at more senior levels contrasts with broadly stable workforce representation across the organisations surveyed.

The report also highlights the gap between company-level diversity initiatives and wider sector outcomes. While firms introduced more formal reviews and internal programs, the study found these efforts have yet to materially shift headline representation figures.

Hollingshead said legislation on pay transparency could affect part of the picture.

"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. Building a stronger, more inclusive tech sector is essential to Canada's innovation economy."