System Upgrade is a practical and data-driven set of nine policies and practices that will help untapped talent enter, thrive, and stay in the workforce.
This new report features groundbreaking research from Reboot Representation, conducted by McKinsey & Company, and in partnership with Pivotal Ventures.
In the last five years, the tech industry has both soared and stumbled. We’ve seen an unprecedented wave of technical talent, including Black, Latina, and Native American women, graduate ready for the workforce. We’ve also seen companies struggle with talent retention, economic instability, and seismic shifts in how we think about work. Is your workplace primed to survive this moment and thrive beyond it?
Investing in talent may not be your top priority in uncertain times. But new research says it should be. System Upgrade: Rebooting Corporate Policies for Impact is a new report featuring groundbreaking research from Reboot Representation, conducted by McKinsey & Company, and in partnership with Pivotal Ventures. It shows that investing in talent during turmoil is the smartest decision a company can make, leading to resilience and success for years to come.
This isn’t just a report—it’s a practical roadmap to navigating our evolving and often difficult reality. We’re excited to share a data-driven set of nine policies and practices that bridge the gap between the policies companies offer and the ones that keep talent thriving. We know every company is unique—and these policies provide a solid foundation for any company to build upon.
What do companies stand to gain? A workplace that endures, a workforce that excels, and an industry that relentlessly innovates.
It’s time for a system upgrade. Let’s get to work.
Technology jobs can give millions of people new opportunities and keep our economy healthy—but only if all technologists get the support they need at every step in their professional journeys. Reboot is working hard to make sure they do.
Melinda French Gates
Founder, Pivotal Ventures
After years of industry flux, investing in employee retention is just good business. Companies work hard to nurture top talent so they can innovate, disrupt, and lead the industry. But when it comes to retention, companies should work smarter, not harder.
System Upgrade bridges the gap between what’s offered and what’s needed.
Five years ago, the Rebooting Representation report set out to catalyze investments in and opportunities for Black, Latina and Native American (BLNA) women in computing. Catch up on the key findings here.
Half a decade later, our members have collectively pledged over $26 million to BLNA women in computing. As of 2021, the number of computing degrees awarded to BLNA women nearly doubled.
But the work isn’t done. Between 2018 and 2022, the representation of BLNA women in tech fell more than 10%. A key contributor? Retention issues.
Retaining talent can be complex, but it doesn’t have to be complicated. Even amid uncertainty, effective policies are within reach for those who want to maintain a robust, thriving workforce. Read on to learn about the nine key policies your company should adopt so you don’t leave great talent on the table.
There’s a new pipeline of technical talent ready to enter the workplace – and companies are leaving value on the table by failing to retain them.
More Black, Latina, and Native American women are earning computing degrees, but their share of the tech workforce is going down.
Representation of Black, Latina, and Native American (BLNA) women,1 %
Years with available data
Note: Data based on most recent available years.
1Change in representation of BLNA women occurs in small increments given the fraction of the overall population their representation starts at.
2Computing degrees defined as CIP 11, first and second majors.
Source: Integrated Postsecondary Education Data System; Women in the Workplace
Employee Experience Survey, 2018 (n > 64,000) and 2022 (n > 40,000).
In a challenging economy, businesses can’t afford to lose talent. System Upgrade: Rebooting Corporate Policies for Impact introduces nine cornerstone policies and practices that companies can implement today to retain BLNA women and their colleagues. Those policies are:
Don’t forget: without a meaningful, sustained organizational commitment, these policies are just words on paper. Dig into our tools and resources to learn more about how you can set and achieve data-driven retention goals in your workplace.
Download the report to explore groundbreaking findings and access a suite of free tools and resources.
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Policies that boost talent retention aren’t just nice to have, they’re good business. Even in a difficult economy, effective retention policies are within reach and help create a more stable workplace.
System Upgrade focuses on the gap between the policies companies are implementing and the ones their technical talent really need. It synthesizes employee interviews and company surveys to create a holistic scan of the tech landscape. Based on over 2,000 employee interviews and input from 27 prominent tech companies, we’ve identified nine cornerstone policies and practices that companies should prioritize to retain a diverse workforce.
When done right, these corporate practices can build resiliency, accountability, and innovation—in your people, in your policies, and in your products.
These policies don’t only benefit BLNA women, who reported being over 75% more likely to say they would stay at their companies when all nine policies were implemented. In reality, all demographic groups are over 70% more likely to say they will stay in their roles when all nine policies are in place.
These corporate policies and practices fall into three categories:
A lack of information and transparency can prevent professional development and career advancement. The ultimate impact? It’s hard for employees to navigate the workplace and they may move elsewhere.
Three of the most effective ways to address this are:
As a Latina and the daughter of immigrants, I had to figure out how to get ahead on my own—no one did that for me. It would have been a big leg up if my employer had created access to networks and circles of information that I would miss out on otherwise.
Latina Woman
Principal, Technology Company
Respondents who reported that the policies and practices they used were impactful in joining, staying at, or advancing in their companies, %
Policies that create increased flexibility help tech employees balance personal needs with the demands of a career.
Prioritize policies that create flexibility like:
Being remote, I feel I have more control. I can protect myself from daily microaggressions, which are super draining, and can carve out time for what’s most productive and energizing for me as an employee.
Afro-Caribbean woman
Product Manager, Software Company
Respondents who reported that the policies and practices they used were impactful in joining, staying at, or advancing in their companies, %
When done well, internal review processes can provide clarity and a roadmap for advancement. Laying out clear and actionable steps for employees to grow in their current and future roles can help your talent enter, thrive, and stay in the workforce.
These policies create a clear, fair review process in workplaces everywhere:
I’m just starting out in my career, so I don’t have a good sense of what it takes to go from entry level to senior engineer, which is where I want to be in the future. It would be helpful if companies were more proactive about helping us navigate the path forward.
Native American woman
Technology Intern
Respondents who reported that the policies and practices they used were impactful in joining, staying at, or advancing in their companies.
Use these free resources to make your policies more than just words on paper.
A fact sheet that outlines how investing in BLNA women is good for employees, retention, and business.
A list of key questions that leaders and their teams should consider when implementing new policies in the workplace.
A case study on how to implement one of the nine cornerstone policies using key design questions.
A prioritized, three-part road map for companies ready to take action.
Share the report and introduce colleagues to the cornerstone policies and practices.
If you’re ready to act, we want to partner with you! You can reach out directly to someone from the team for help or to share stories of success. Contact: impact@rebootrepresentation.org
Join the coalition of 20+ leading companies who are transforming the industry. Contact info@rebootrepresentation.org
