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1、1ITPro Todays 2023 Salary Survey ReportOur survey of IT professionals compensation,training,and job satisfaction reveals some surprising results about how IT pros see their jobs today and what they need to do their job better.Next22023 SALARY SURVEY REPORTTable of ContentsExecutive Summary .3Researc

2、h Synopsis .4IT Pros Dont Have Enough Hours in the Week to Get the Job Done .5IT Professionals Salaries Are on the Rise .9IT Workers Want More Than Just a Paycheck .13IT Professionals Prioritizing Work-Life Balance .19Cybersecurity Pros Enjoy Job Satisfaction and Large Salaries .24Gender Equity Rema

3、ins a Challenge in Tech .28Younger Employees Are More Satisfied at Work:Heres Why .32PreviousNext32023 SALARY SURVEY REPORTBetween the pay,the flexibility,and the job opportunities,its a good time to be an IT professional.In fact,tech jobs dominate the top of the list of best jobs of 2023,according

4、to an Indeed report thats in spite of the recent spate of layoffs at some of the largest tech companies.And while the money is good,thats not what matters most to IT professionals,according to ITPro Todays 2023 Salary Survey,which found that overall work-life balance is more important than base pay.

5、That shouldnt come as a big surprise,considering the emergence in 2022 of the Great Resignation and the quiet-quitting trend.Add to that list the IT labor shortage,and IT professionals have more leverage to negotiate better compensation and benefits.To identify both the realities and desires of IT p

6、rofessionals in regard to all aspects of their jobs,ITPro Today surveyed 375 full-time IT professionals in a range of roles and across a range of industries.Here are some of the key takeaways from ITPro Todays 2023 Salary Survey results:Compensation:IT salaries are on the rise,as the mean compensati

7、on increased from$144,000 to$151,000 in 2022,and around 68%of IT professionals reported receiving a raise last year.Job satisfaction:IT workers want more than just a paycheck,prioritizing work-life balance over salary.Executive Summary Cybersecurity professionals:Cybersecurity pros continue to play

8、highly valued roles in their organizations and they are being well-compensated for their work.IT operations professionals:ITOps pros have too much work to complete in a normal workweek.Gender equity:Problems around gender equity continue to persist in the tech industry.Age:Younger IT professionals m

9、ay be more satisfied than older IT pros at work,but they dont feel their work is as valued as do their older peers.If you are an IT professional or their manager,this report is a valuable resource that will help you assess how you stack up against your peers and,for IT managers,how you can incentivi

10、ze IT workers to join or remain with your team.PreviousNext42023 SALARY SURVEY REPORTResearch SynopsisSurvey Name:2023 ITPro Today US IT Salary Survey Survey Date:March 2023 Region:United States Number of Respondents:375 full-time information technology(IT)professionals employed in the US.The margin

11、 of error for the total respondent base(N=375)is+/-5.0 percentage points.Methodology:ITPro Today surveyed full-time IT professionals employed in the United States with questions related to salaries,benefits,and other career issues.Ninety-five percent are steadily employed full time at an organizatio

12、n,with 5%saying they are either full-time contract workers or consultants.The survey was conducted online,and respondents were recruited via email invitations containing an embedded link to the survey.The emails were sent to a select group of ITPro Todays audience.Most respondents work in management

13、 roles such as IT director/manager,CIO/CTO,engineer,systems analyst,along with IT staff.Half(50%)are from enterprises with more than 1,000 employees,just under one-third(31%)are from mid-size companies of 101 to 1,000 employees,and 18%are from small companies of 100 employees or fewer.Respondents re

14、present more than 35 industries including healthcare,consulting,manufacturing,financial services,banking,education,and utilities/energy,to name a few.Informa Tech,the parent group of ITPro Today,was responsible for all survey design,administration,data collection,and data analysis.These procedures w

15、ere carried out in strict accordance with standard market research practices and existing US privacy laws.PreviousNext52023 SALARY SURVEY REPORTThe work climate for IT operations professionals has been the subject of some startling trends,as revealed by ITPro Todays 2023 Salary Survey.With ongoing c

16、hallenges related to the COVID-19 pandemic,the shifting work landscape,and the overall macroeconomic landscape,there are no shortage of issues for IT pros to deal with.Whether working remotely,on-premises,or anywhere in between in some form of hybrid approach,IT pros are resilient and perhaps more i

17、mportant for all the non-IT pros who rely on them continue to keep the lights on.The survey has a number of highlights of which IT professionals should take note,including insights about workload,training,tools,and satisfaction with compensation.One of the more worrying findings in the survey is tha

18、t one quarter(25%)of IT professionals cant get their work done in a normal 40-to 45-hour workweek(Figure 1).There can be any number of reasons why a normal workweek isnt enough time,including the simple fact that many organization just dont have enough qualified staff.The time challenge is also like

19、ly why so many different third-party surveys over the course of 2022 identified automation and AIOps as key trends.With automation and AIOps,demands on IT pros time can be reduced such that just maybe a 40-to 45-hour workweek will be enough to get the job done.IT Pros Dont Have Enough Hours in the W

20、eek to Get the Job DoneITPro Todays 2023 Salary Survey reveals some surprising results about how IT pros see their jobs today and what they have,or dont have,to do their jobs.By Sean Michael KernerTools and Training Are Not a Concern for ITOps ProfessionalsSomewhat surprisingly,although many IT pros

21、 noted they dont have enough time in a regular workweek to get things done,apparently lack of tools or training is not an issue.A concern that has come up in various research is that IT pros either dont have the tools or the training to get the job done.The ITPro Today survey found a very different

22、result.Two-thirds of IT professionals who responded to the survey believe they have all the tools needed to do their job well(Figure 1).Going a step further,60%indicated that they have all the training needed to do a good job(Figure 1).PreviousNext62023 SALARY SURVEY REPORTFeelings on Current Positi

23、onHow would you rate your feelings about the following statements regarding your current position?Data:ITPro Today survey of 375 full-time IT professionals in the US,March 2023What I do is very important to my employers success.Id recommend a careerin technology or IT to arelative or other young adu

24、ltstarting their career.I love my current job.I have all the tools I needto do my job well.I have all the training I need to do a good job.I can get my workdone in a normal 40 to45 hour work week.Strongly disagree Somewhat disagree Neither agree nor disagree Somewhat agree Strongly agree020406080100

25、51%34%9%4%2%37%41%14%5%3%30%41%17%7%5%25%41%18%12%4%17%43%22%15%3%24%33%18%14%11%Figure 1.Job Satisfaction for IT Pros Is Mixed as Salaries StagnateThe survey also provides a series of particularly interesting data points about the state of IT pros jobs and how satisfied(or not)they are overall.Sixt

26、y-four percent of IT pros indicated that they are either satisfied or very satisfied with all aspects of their jobs,including compensation and benefits.Twenty-nine percent have a neutral view,and only 8%indicated that they are actually dissatisfied(Figure 2).PreviousNext72023 SALARY SURVEY REPORTDis

27、satisfiedNeutralVery satisfied2%-Very dissatisfiedSatisfiedOverall Job Satisfaction How satisfied are you with all aspects of your job,including compensation,benefits and other aspects of your position?15%48%29%6%Figure 2.Further indication that IT pros remain mostly satisfied in their current posit

28、ion came from a few other survey questions.Participants were asked how likely they are to seek employment at another organization within the next 12 months.Nearly two-thirds responded that they are either unlikely or highly unlikely to seek employment elsewhere(Figure 3).Likelihood to Seek New JobHo

29、w likely are you to seek employment at another organization within the next 12 months?UncertainHighlyunlikelyLikelyHighly LikelyUnlikely21%32%30%11%7%Data:ITPro Today survey of 375 full-time IT professionals in the US,March 2023Figure 3.While IT pros are satisfied with their job and are not looking

30、to move,that doesnt mean they are actually making any more money this year than last.In fact,42%of the IT pros who responded to the survey indicated that they received a salary change of between 1%and 4%in 2022,which would barely keep up with inflation(Figure 4).Increased significantly(10%or more)In

31、creased somewhat(5%to 9%)Increased slightly(1%to 4%)Remained the same(0%)2%Decreased slightly(1%to 4%)Decreased somewhat(5%to 9%)2%2%-Decreased significantly(10%or more)Change in SalaryHow did your 2022(this years)salary change relative to 2021(last year)?22%42%17%13%Data:ITPro Today survey of 375 f

32、ull-time IT professionals in the US,March 2023Figure 4.Although salaries are stagnating somewhat,overall compensation for IT pros remains competitive,with more than 80%making at least$100,000 in salary.See Figure 5 for our respondents self-reported salary figures,broken down by title.PreviousNext820

33、23 SALARY SURVEY REPORTFigure 5.Salary Figures By TitleJob TitleLowestHighestCountRangeAverageCEO/president/owner/general manager$30,000$1,000,00034$970,000$124,034 CIO/CTO or other IT executive$60,000$450,00057$390,000$186,443 Consultant/SI/VAR(IT)$30000$215,0006$185,000$169,230 Engineer/QA$90,000$

34、300,0006$210,000$176,511 Engineer/systems engineer$30,000$500,00033$470,000$174,512 IT director$30,000$500,00070$470,000$151,478 IT manager$30,000$325,00059$295,000$136,493 IT operations$60,000$160,00012$100,000$83,913 IT staff$45,000$160,00014$115,000$98,695 IT supervisor$65,000$160,0009$95,000$88,

35、463 Software/web developer$110,000$205,00010$95,000$152,850 Systems analyst/systems admin$60,000$310,00027$250,000$108,791 Technical staff$60,000$255,00011$195,000$105,034 Telecomm specialist$60,000$155,0006$95,000$102,393 Data:ITPro Today survey of 375 full-time IT professionals in the US,March 202

36、3PreviousNext92023 SALARY SURVEY REPORTITPro Todays latest IT salary survey shows a positive trend in salary changes.The median compensation rose from$120K in 2021 to$125K in 2022,and the mean compensation increased from$144K to$151K.However,the good news is that 77%of the IT pros surveyed reported

37、receiving a raise,while fewer reported a salary decrease(Figure 1).According to Dave Wagner,senior research director at Avasant Research,the modest raises could be an attempt by the industry to bring salaries to parity across the board.Wagner also noted that some IT roles are seeing more significant

38、 raises than others.“Weve seen major raises for application developers,for example,who are in high demand,but much smaller raises in other jobs like help desk,”Wagner explained.So,while there is a slight increase in IT salaries,its important to keep in mind that the data doesnt necessarily reflect a

39、ll positions in the industry.IT Professionals Salaries Are on the RiseIT professionals remain optimistic about their future due to the increasing prominence of IT in the enterprise.By Karen D.SchwartzChange in SalaryHow Did Your 2022(this years)Salary Change Relative to 2021(last year)?Increased sig

40、nificantly(10%or more)Increased somewhat(5%to 9%)Increased slightly(1%to 4%)Remained the same(0%)Decreased slightly(1%to 4%)Decreased somewhat(5%to 9%)Decreased significantly(10%or more)42%22%13%17%2%2%2%Data:ITPro Today survey of 375 full-time IT professionals in the US,March 2023Figure 1.PreviousN

41、ext102023 SALARY SURVEY REPORTThe Decline of Free Cookies and Ping Pong TablesSalaries arent the only thing that matters to IT professionals.Non-cash benefits are also highly valued.Among non-cash benefits,health insurance was selected by the majority of respondents,with 77%of respondents indicating

42、 it as an essential benefit.This showcases the importance of health and well-being to employees(Figure 2).Additionally,it demonstrates that employees want access to health insurance coverage provided by their employers.The importance of health and well-being is reflected in other non-cash benefits,a

43、s well.Health club membership(cited by 8%)and sabbatical/extended vacation(8%)also touch on employee well-being.For some,having a company-paid smartphone,cited by 39%of respondents,is essential for separating work technology from personal technology,contributing to a healthy work/life balance.A 401(

44、k)match,selected by 66%of respondents,indicates that IT professionals value financial security in retirement and appreciate their employers contribution to growing their savings.The desire for financial security can also be seen in the expectation of benefits like stock options(18%)and stock purchas

45、e plans(15%).In addition,the data showed that employees put a premium on employers that support professional development.Respondents selected further education/training(26%),certification reimbursement(23%),and tuition reimbursement(18%)as expected benefits,which reveals a fairly common desire among

46、 employees to develop their skills,knowledge,and qualifications all of which can create opportunities for promotions,salary growth,and improved job satisfaction.Job PerksPlease specify the type(s)of non-cash and indirect cash rewards you expect to receive during the next 12 months.Health insurance40

47、1(k)matchCompany-paid smartphoneOther furthereducation/trainingCertification reimbursementTuition reimbursementStock optionsCompany-paid phone/fax/cable modem/DSL linesCompany-paid homeInternet accessStock purchase planCompany car orcar allowanceHealth club membershipSabbatical/extendedvacationDayca

48、re or daycare subsidyOther(please specify)0102030405060708077%Note:Multiple responses allowedData:ITPro Today survey of 375 full-time IT professionals in the US,March 202366%39%26%23%18%18%16%15%15%9%8%8%4%8%Figure 2.The COVID-19 pandemic has changed the job perks that employees value,said Josh Drew

49、,a regional director at HR consulting firm Robert Half.“About five years ago,in-office perks like free cookies and ping-pong tables in the office were considered valuable,”Drew said.“When the pandemic hit,people started to realize that personal benefits were more important to them than in-office ben

50、efits Its more about work/PreviousNext112023 SALARY SURVEY REPORTlife balance now.”As a result,companies should consider reevaluating the perks they offer every year.Jeff Smith,an IT manager at Pioneer Federal Credit Union,said his company tries to keep up with the non-cash benefits that employees p

51、refer.“We always ask what perks or benefits they have seen at other organizations that they might like to have here,”Smith said.“Sometimes,its a benefit that would be very valuable to employees but wouldnt cost the company much at all.It pays to ask.”Optimism Persists Amid LayoffsDespite moderate sa

52、lary increases,most IT employees are confident about their career paths.About 71%of survey respondents believe that a career path in IT is either more promising today(24%)or as promising today(47%)than five years ago(Figure 3).The fact that nearly half of respondents believe that an IT career path i

53、s more promising today suggests a prevalent view that IT is a dynamic field with growth and career opportunities.Although the majority of respondents expressed a level of optimism in their IT career paths,21%feel that IT careers are less promising than it was five years ago.The perception of a decli

54、ne in their career prospects may be the result of challenges that have emerged in the rapidly changing IT industry.Major layoffs from tech companies like Meta,Microsoft,S,and Twitter have put many IT professionals on edge,especially those who arent in high-demand fields like DevOps and cybersecurity

55、.For many,its the first time theyve seen such turnover in a decade or longer.IT Career PathDo you believe that a career path in IT and the potential for salary advancement is as promising today as it was five years ago?Not aspromisingUnsureIts more promising today than it was five years ago It is as

56、 promising today 24%47%21%8%Data:ITPro Today survey of 375 full-time IT professionals in the US,March 2023Figure 3.“Twelve or 18 months ago,we could probably get strong IT candidates five offers with five top clients,and those candidates had a lot of influence and say in the process,”Drew said.Thing

57、s have changed,yet the survey data shows that IT professionals remain optimistic about their futures and expect to land on their feet.This optimism is likely due in part to the increasing prominence of IT in the enterprise.“IT is a more mature,understood aspect of the enterprise today than it was 15

58、 or 20 years ago,”Wagner noted.“Businesses understand that IT is a revenue generator instead of just a cost center,and thats an important mindset.”The shift in mindset makes IT professionals like application developers,data scientists,and automation experts are confident that they will always have a

59、 job.Pay Equity in ITThe survey findings suggested that there may be room for improvement when it comes to communicating fairness and transparency in salary practices within organizations.PreviousNext122023 SALARY SURVEY REPORTFifty-six percent of the respondents said they believed there is salary p

60、arity or equality in terms of race or ethnicity within their organizations(Figure 4).(Its important to note that these perceptions may not necessarily reflect the reality of salary parity within their companies.)Meanwhile,31%said they didnt know uncertainty that could be the result of a lack of tran

61、sparency around salary structures and compensation practices at their companies.Although a smaller percentage of respondents(14%)said there is no salary parity or equality in terms of race or ethnicity at their organization,it still means that there are employees who perceive a disparity in pay base

62、d on racial or ethnic factors.This highlights the presence of potential imbalances and indicates further efforts may be needed to address and resolve any inequities that exist.Salary ParityDo you believe there is salary parity/equality in terms of race or ethnicity within your organization?Dont know

63、YesNo56%14%31%Data:ITPro Today survey of 375 full-time IT professionals in the US,March 2023Figure 4.To address this issue,companies like Pioneer Federal Credit Union strives to ensure that employees at the same level receive the same salary,Smith said.As part of the onboarding process,the HR depart

64、ment instructs employees not to discuss their pay with others.This is because employees may not have access to accurate information about their colleagues salaries and may make assumptions based on incomplete information or hearsay from coworkers,he noted.While many companies are making efforts to c

65、orrect previous imbalances and achieve salary parity,a lack of internal marketing and follow-through often means that employees dont know about these efforts,Drew said.“Balance and equity are things that companies should never underthink within their IT departments,”Drew said.Potential employees can

66、 research which companies are doing better in this area and ask about specific programs,policies,or procedures related to pay equity during an interview.PreviousNext132023 SALARY SURVEY REPORTAccording to ITPro Todays annual salary survey of IT professionals in the U.S.,work/life balance has taken t

67、he top spot as the most important factor for job satisfaction.The emphasis on work/life balance suggests that employees are increasingly prioritizing their overall well-being and personal obligations while maintaining professional commitments.Following work/life balance,42%of respondents cited base

68、pay and 37%cited benefits(which used to rank highest),37%cited flexible work schedules(another aspect of work/life balance),and 37%cited job stability(Figure 1).“Coming out of the pandemic,people reassessed their lives and what was important,”said Josh Hamit,senior vice president and CIO at Altra Fe

69、deral Credit Union,based in Onalaska,Wis.Hamit is also a member of the ISACA Emerging Trends Working Group.At Altra,he supervises a team of about 30 IT professionals.“Priorities shifted,and employees today are more focused on personal wellness in both their physical and mental health,”Hamit added.“T

70、hat,in turn,plays into how much stress they are willing to absorb from work.”IT Workers Want More Than Just a PaycheckMoney talks or does it?Coming out of the pandemic,IT pros say they are looking for work/life balance and good communication.By Karen D.SchwartzWhat Matters MostWhat matters most to y

71、ou about your job?Overall work-life balanceBase payBenefitsFlexible work scheduleJob/company stabilityLiking the people you work withTelecommuting/working at homeMy opinion and knowledge are valuedVacation time/paid time offChallenge of job/responsibilityHaving the tools and supportto do my job well

72、Corporate culture and valuesWorking with highly talented peersAbility to work on creatingnew innovative IT solutionsBonus opportunitiesRecognition for work well doneJob atmosphereMy work(job)is important tothe company successSkill development/educational/training opportunityInvolvement in company st

73、rategysetting and determining goalsCommute distancePotential for promotionGeographic location of jobAbility to work with leading-edge techEffectiveness of immediate supervisionPrestige/reputation of the companyAbility to work in an office environmentNote:Maximum of seven responses allowedData:ITPro

74、Today survey of 375 full-time IT professionals in the US,March 202345%42%37%37%37%33%33%33%32%24%23%21%21%20%20%20%19%19%16%15%14%14%14%13%13%7%2%Figure 1.PreviousNext142023 SALARY SURVEY REPORTOther important factors in job satisfaction include being valued and recognized.The perception that IT pro

75、fessionals opinions and knowledge are valued(33%)and recognition for work well done(20%)highlight the importance of feeling appreciated and respected in the workplace.While not as highly selected as other factors,respondents still expressed a desire for skill development/educational/training opportu

76、nities(16%)and potential for promotion(14%).The desire to grow professionally may also be reflected in the fact that 24%of respondents said they cared about job/responsibility challenges.Its also worth noting that IT professionals arent eager to work in an office.Only 2%of respondents said the abili

77、ty to work in an office environment matter most about their jobs.It seems that companies have taken note of these changes,as job satisfaction among IT professionals has increased from last years survey.Last year,15%were dissatisfied with all aspects of their jobs(Figure 2).That number dropped to 8%t

78、his year.This years respondents who said they are dissatisfied pointed to issues like toxic management,excessive workloads,shifting priorities,compensation,and lack of recognition.Overall Job SatisfactionHow satisfied are you with all aspects of your job,including compensation,benefits and other asp

79、ects of your position?DissatisfiedSatisfiedNeutral2%-Very dissatisfiedVery satisfied15%48%29%6%Data:ITPro Today survey of 375 full-time IT professionals in the US,March 2023Figure 2.And most respondents are choosing to stay put in their current organizations.In last years survey,40%of respondents sa

80、id it was unlikely or highly unlikely that they would look to change jobs over the next 12 months.This year,that number rose to 62%(Figure 3).It appears that most IT professionals are relatively stable in their current employment and do not have immediate plans to pursue opportunities elsewhere.Howe

81、ver,there is still a notable percentage of respondents(28%)who said it was likely or highly likely they would seek another job.Additionally,11%said they were uncertain.This suggests the possibility for movement and that organizations must remain engaged in talent retention.Likelihood to Seek New Job

82、How likely are you to seek employment at another organization within the next 12 months?Highly unlikelyUnlikelyHighly likelyLikelyUncertainData:ITPro Today survey of 375 full-time IT professionals in the US,March 20237%21%32%30%11%Figure 3.The most common reason for seeking a new job is higher compe

83、nsation,cited by 71%of respondents as a motivating factor(Figure 4).Besides the desire for increased financial rewards,seeking higher compensation can also be seen as a sign of employees wanting better recognition for their skills,experience,and contributions and to be fairly compensated for their w

84、ork as a result.Individual circumstances(e.g.,personal financial goals,lifestyle,responsibilities,and market conditions)can also have a big influence in ones decision to seek higher compensation.Monetary considerations arent the only thing that would compel IT professionals to change jobs,however.Mo

85、re than half(54%)of respondents pointed to seeking more personal fulfillment.This suggests that many IT workers want their work to PreviousNext152023 SALARY SURVEY REPORTalign with their values and passions and provide a sense of purpose and personal satisfaction.This may also link back to the surve

86、y finding about IT professionals said matters most about their jobs:overall work/life balance.Since so many respondents put a premium on work/life balance,it makes sense that they would consider taking a job that allows more time for well-being and personal obligations.Reason for Seeking New JobWhy

87、might you seek a new job?Higher compensationSeeking more personal fulfullmentDont like present companysmanagement/cultureMore interesting workWould like to work remotelyMore responsibilityPersonal/family needsJob market opportunities aretoo good to pass upMore dynamic companySeeking less stressMore

88、job stabilityFear of being laid off(for reasonother than COVID-19)Move to different geographical areaStock optionsLoss of job,demotion,or reduction ofhours(for reason other than COVID-19)Job skills,requirements no longermatch my skills or interestsLooking for the ability to work in an officeWant to

89、join a startup companySeeking onsite workplace childcareLoss of job,demotion,or reductionof hours due to COVID-19My home broadband connectivity isnot adequate for remote workingFear of being laid off dueto COVID-19 pandemic71%54%34%27%25%23%22%22%20%19%18%14%10%8%6%5%4%3%2%2%1%1%Base:101 who are lik

90、ely to seek new jobNote:Multiple responses allowedData:ITPro Today survey of 375 full-time IT professionals in the US,March 2023Figure 4.Looking at the least-selected factors for seeking a new job,we can see that concerns around the pandemics impact on the job market have significantly waned(Figure

91、5).Only 2%said they might seek a new job due to loss of job,demotion,or reduction of hours due to COVID-19,and a mere 1%cited the fear of being laid off due to the pandemic.In fact,such concerns were greater among respondents when COVID-19 was taken out of the equation:The fear of being laid off for

92、 reasons other than COVID-19 was cited by 14%,while loss of job,demotion,or reduction of hours for reasons other than COVID-19 was cited by 6%.The Hybrid Work Model EvolvesFlexibility may have always been important for IT professionals,but the pandemic has taken it to a new level.Key to flexibility

93、is the ability to work from home,at least part of the time.According to the survey,more than half(53%)of IT professionals said their companies have instituted a mix of onsite and work-from-home schedules.Twenty-nine percent said their companies are more likely to hire remote employees.These findings

94、 highlight the transformative impact that the pandemic has had on the workforce.Workforce Changes Due to COVID-19In what ways is your workforce changing or has it changed due to the COVID-19 pandemic?We have instituted a mix of on-premand work-at-home schedulesWe are more likely to hire remote emplo

95、yeesWe are cross-training employees to ensuremaximum coverage across multiple disciplinesWe are working longer hoursWeve had to re-prioritize some of our ITprojects due to reduced workforce coverageWe are investing more in automatedservices such as chatbots/automation/other non-human assistantsWe ar

96、e investing more in“remote hands”maintenance services from third parties We are outsourcing moreOur workforce hasnt changeddue to COVID-1953%29%23%23%18%14%14%7%Note:Multiple responses allowedData:ITPro Today survey of 375 full-time IT professionals in the US,March 202318%Figure 5.Jeff Smith,an IT m

97、anager who supervises a staff of 13 at Pioneer Federal Credit Union,based in PreviousNext162023 SALARY SURVEY REPORTMountain Home,Idaho,said his company asked most employees to work from home during the height of the pandemic.Today,the credit union only requires employees who live in the area to phy

98、sically report to the office once per pay period.At the same time,Pioneer FCU has several employees who dont live in Idaho.Smith noted that the company has used remote workers from outside the area even before the pandemic,making Pioneer an early adopter of the remote work model.However,not all comp

99、anies are on board with the trend.“Im somewhat amazed at the number of CEOs who are taking a hard stance on trying to get everybody to return to the office,”Hamit said.“I dont think CEOs who are taking a strict posture will ultimately change the fact that work-from-home and flexibility are here to s

100、tay.”Adam Holtby,principal analyst for workforce transformation at Omdia,also noted a disconnect between the preferences of some employees and senior leadership.Omdias“Future of Work”survey found that 44%of businesses have mandated that employees return to the office,whereas 54%have adopted a more c

101、ollaborative approach that takes into consideration the demands of specific roles.Leaders must make decisions that factor in employee opinion and sentiment or else risk damaging productivity and employee retention over the long term,he said.To understand what matters most to employees,leadership mus

102、t strive to connect and communicate with staff,Hamit said.“If you do that,you can prioritize the common themes and try to make them the priority,”he noted.Holtby agreed:“Its not enough to have awareness of what an employee is delivering.We must also develop an understanding of how they feel about th

103、e workplace and what they are doing.Thats why employee wellbeing is such a huge focus.”Responsibilities Expand Beyond IT If you ever feel like your job responsibilities are expanding beyond the realm of IT,youre not alone.While the survey found that about half(54%)of respondents said they have solel

104、y IT-focused responsibilities,the other half reported having formal responsibilities outside of the IT organization,including R&D,engineering,business development,and marketing/sales(Figure 6).This points to the expanding scope and multidisciplinary nature of IT roles in todays organizations.Formal

105、Responsibilities Outside of ITIn your current role,does your work involve formal responsibilities outside the IT organization?No,my responsibilitiesare IT-focused onlyResearch and developmentEngineeringBusiness developmentMarketing/salesNon-IT support functionsOperations/supply chain/manufacturingFa

106、cilities managementFinanceHuman resourcesLogisticsDigital businessLine-of-business/division managementPublic relationsSustainabilityNote:Multiple responses allowedData:ITPro Today survey of 375 full-time IT professionals in the US,March 202354%18%14%13%12%10%10%10%9%8%8%8%7%7%5%Figure 6.Hamit said h

107、e thinks the trend speaks to everything in an organization becoming more IT-driven.As a result,IT staff members must be involved in aspects of the business that they havent traditionally been part of.“I was just talking to one of my managers yesterday,and he mentioned that were getting pulled into a

108、ddressing issues with business applications that we dont even use,”Hamit noted.“We support the infrastructure on the backend,but now were getting PreviousNext172023 SALARY SURVEY REPORTpulled in to troubleshoot and deal with issues on the inside of the application.”Holtby regards this melding of res

109、ponsibilities as a positive for most companies.“Beyond the sea of change and disruption lies a huge opportunity for organizations to deliver better business outcomes and amazing employee and customer experiences,”Holtby said.“Businesses need to work in a more integrated and cross-functional fashion

110、with modern tools,processes,and working practices that dont inhibit the workforce but better enable and empower it.”So,what skills are IT professionals prioritizing in this new era of expanded responsibilities?Last year,cybersecurity topped the list of desired skills(at 33%),followed by cloud(25%),l

111、eadership/professional(13%),AI(12%),databases(11%),and general IT management skills(11%).But this year,while cybersecurity remains in the No.1 position,leadership skills jumped ahead of cloud(Figure 7).Project management and business skills also moved up the ranks.This shift suggests that IT profess

112、ionals are becoming well-rounded experts,with diverse skillsets that extend beyond technical IT knowledge.Skills to Benefit Individual AdvancementWhich skills would most benefit your individual advancement and/or salary?CybersecurityLeadership skillsCloud integration/managementProject managementBusi

113、ness skillsNetwork engineering/operationsArtificial intelligence/machine learningSystem engineering/operations technologyApplication developmentAutomationEnterprise architectureProgramming skillsData analyticsDevOpsKnowledge about my companys industryContainersIT service assuranceWirelessRoboticsDat

114、a engineeringData storageServerless computingMobile app developmentUnified communicationsVirtual/augmented realitySoftware-defined networkingSoftware-defined storageNote:Maximum of three responses allowedData:ITPro Today survey of 375 full-time IT professionals in the US,March 202332%31%23%18%17%14%

115、14%13%11%10%10%10%8%7%6%5%4%4%4%3%2%2%2%2%2%2%2%Figure 7.Notably,a number of skills in specific areas ranging from containers,data engineering,data storage,unified communications,and software-defined networking were perceived by respondents as being relatively unimportant for career and salary advan

116、cement.The low ranking of these skills could suggest that they simply didnt fit into the career paths or aspirations of this sample of respondents.Therefore,their low rankings may not reflect broader industry trends or evolving IT demands.PreviousNext182023 SALARY SURVEY REPORTConcerns About IT Outs

117、ourcingOutsourcing IT jobs continues to be a sensitive topic for many IT professionals.The survey found that organizations are taking diverse approaches when it comes to outsourcing.Outsourcing IT has a complex impact on IT professionals.The survey found that the leading beliefs about outsourcing we

118、re highly negative(Figure 8).Many respondents expressed a view of outsourcing as corrosive to the IT job market(39%)and opportunities for advancement(32%).Moreover,it reduces the value of their skills(28%)and salaries for employees(17%).Outsourcing IT JobsIs your organization outsourcing some of its

119、 IT jobs?NoYes,outsourced to a combination of companies both in the US and offshore Yes,outsourced to a company/companies in the US Yes,outsourced to a company/companies offshoreDont knowData:ITPro Today survey of 375 full-time IT professionals in the US,March 202322%12%17%43%6%Figure 8.Meanwhile,35

120、%said that outsourcing lowers employee morale,suggesting that outsourcing can create a sense of uncertainty,job insecurity,and discouragement(Figure 9).Impact of Outsourcing on ITWhat impact do you feel outsourcing is having on IT professionals?Fewer IT jobs availableLower employee moraleNew hires a

121、t reduced salariesFewer opportunities for advancementSkills valued lessOpportunity to work on more innovative projectsas menial tasks are moved out of organizationSalary reductions for employeesSkills valued moreIts an important aspect ofglobal business growthNew hires to support outsourcing efforts

122、Note:Multiple responses allowedData:ITPro Today survey of 375 full-time IT professionals in the US,March 202339%35%33%32%28%25%17%16%15%11%Figure 9.On the positive side,a quarter of the respondents said that outsourcing unlocks opportunities to work on more innovative projects as menial tasks are mo

123、ved out of the organization.This implies a belief that outsourcing will be used to free up internal resources so they can focus on strategic projects and more cutting-edge initiatives,which would likely offer career growth opportunities.According to Hamit,its a tricky situation.While outsourcing can

124、 have its benefits,IT decision-makers must know their limits.“Sometimes,those limits are about capacity,”he explained.“If you are designing a custom,complex digital platform from the ground up,youre going to need a significant army of developers,and its not always practical or feasible to do that wi

125、thout outsourcing.”However,outsourcing can leave staff feeling undervalued and easy.Organizations can ensure their IT staff feel like theyre part of the team by always keeping open lines of communication,Hamit said.Smith added that IT staff members want to know whats going on in the company,what the

126、 strategic plan is for the organization,where we are going as a company,and why we are doing things the way were doing them.“Just that communication helps increase job satisfaction,”he said.PreviousNext192023 SALARY SURVEY REPORTEstablishing a healthy work-life balance is essential for every kind of

127、 employee seeking to achieve career success and longevity,and ensuring stress does not become overwhelming is fundamental to a productive,satisfied employee.One type of professional that is particularly burdened with high levels of stress is the IT professional,as theyre the ones responsible for bui

128、lding,testing,repairing,and maintaining the critical infrastructure and apps that organizations rely on to run all daily operations.ITPro Todays 2023 Salary Survey of 375 full-time IT professionals in the U.S.revealed that an overall work-life balance is the most important aspect of their job cited

129、by 45%of respondents(Figure 1).IT Professionals Prioritizing Work-Life BalanceThe 24/7 on-call nature of work for many IT professionals is leading to a shift in priorities in favor of a more sustainable work-life balance,a change accentuated by the demands of the next generation of IT pros.By Nathan

130、 EddyWhat Matters MostWhat matters most to you about your job?Overall work-life balanceBase payBenefitsFlexible work scheduleJob/company stabilityLiking the people you work withTelecommuting/working at homeMy opinion and knowledge are valuedVacation time/paid time offChallenge of job/responsibilityH

131、aving the tools and supportto do my job wellCorporate culture and valuesWorking with highly talented peersAbility to work on creatingnew innovative IT solutionsBonus opportunitiesRecognition for work well doneJob atmosphereMy work(job)is important tothe company successSkill development/educational/t

132、raining opportunityInvolvement in company strategysetting and determining goalsCommute distancePotential for promotionGeographic location of jobAbility to work with leading-edge techEffectiveness of immediate supervisionPrestige/reputation of the companyAbility to work in an office environmentNote:M

133、aximum of seven responses allowedData:ITPro Today survey of 375 full-time IT professionals in the US,March 202345%42%37%37%37%33%33%33%32%24%23%21%21%20%20%20%19%19%16%15%14%14%14%13%13%7%2%Figure 1.PreviousNext202023 SALARY SURVEY REPORTAs businesses navigate uncertain economic times,they are looki

134、ng for ways to cut back on tech costs without causing inefficiencies,negatively impacting employee experience,exposing themselves to security risks,or impeding their ability to compete,according to Uri Haramati,co-founder and CEO of Torii.“This has brought many changes to ITs role,especially as they

135、 are tasked to do more with less,”he said.“This often results with more work on their plate,without the additional resources to support it.”If theyre overstressed and putting longer hours into their workdays,their personal lives are also likely to suffer,he cautioned.“Since the pandemic,theres been

136、more emphasis on work-life balance than ever before.Its a very welcome change,”Haramati added.“IT pros who feel fulfilled and challenged in their jobs,without being consumed by their work,and who have time outside of work to pursue their personal interests and lives will tend to stay longer in their

137、 jobs.”He calls this is a“win-win situation”for employees and employers and notes it should be a key focus for every business.“Torii is a largely remote work company,which helps our IT team maintain a work-life balance in several ways,including the amount of time saved on commutes,”he added.“All of

138、this positively contributes to an IT professionals work-life balance and happiness.”Blurring of Boundaries Can Affect Work-Life BalanceThe survey also found that due to the COVID-19 pandemic,nearly a quarter(23%)of respondents said they are working longer hours,while 18%said they have had to reprior

139、itize some of their IT projects due to reduced workforce coverage(Figure 2).Workforce Changes Due to COVID-19In what ways is your workforce changing or has it changed due to the COVID-19 pandemic?We have instituted a mix of on-premand work-at-home schedulesWe are more likely to hire remote employees

140、We are cross-training employees to ensuremaximum coverage across multiple disciplinesWe are working longer hoursWeve had to re-prioritize some of our ITprojects due to reduced workforce coverageWe are investing more in automatedservices such as chatbots/automation/other non-human assistantsWe are in

141、vesting more in“remote hands”maintenance services from third parties We are outsourcing moreOur workforce hasnt changeddue to COVID-1953%29%23%23%18%14%14%7%Note:Multiple responses allowedData:ITPro Today survey of 375 full-time IT professionals in the US,March 202318%Figure 2.“The pandemic shifted

142、the paradigm and gave some of the power back to employees,”explained Brianne Lumley,managing director,human capital advisory at KPMG.The flexibility of working from home,the fluidity of working across time zones,the ability to source talent globally all of this was suddenly unlocked for the workforc

143、e,dramatically changing the“9 to 5”worker routine.Most organizations are undergoing rapid digitization dealing with an overwhelming influx of data and trying to adjust to hybrid working models while maintaining pre-pandemic levels of engagement and productivity.“Employers adjusted to what the new no

144、rmal was,during a time where there was a massive labor shortage,to compete for top talent,”Lumley noted.PreviousNext212023 SALARY SURVEY REPORTAs remote work becomes normalized across industries,so too does the blurring of boundaries between work and life,according to Caitlin Duffy,director in the G

145、artner HR practice.COVID-19 and Economic Impact to IT JobsHow has the COVID-19 pandemic and resulting effects on the economy impacted your job these past 12 months?No impactI am working remotely permanentlyI am temporarily working remotelyMy company requires reliable homebroadband connection forremo

146、te employeesI received a pay increaseI started a new jobI was promotedI was furloughed but have now returnedI lost my job(laid off orjob was eliminated)I took a temporary pay cutI took a permanent pay cutI was furloughed and have notreturned to my job yetI quit my jobI changed careersI chose to relo

147、cateI was relocated by my company50%Note:Multiple responses allowedData:ITPro Today survey of 375 full-time IT professionals in the US,March 202322%14%13%10%7%4%2%2%2%2%1%1%1%1%1%Figure 3.“Whereas once many IT professionals relied on their commute to help them transition formally between the two,bot

148、h physically and mentally,those working remotely are now able to do work at all hours from any location,”she said.One feature of the hybrid world that is less prevalent in the on-site world and makes it more challenging for employees to achieve work-life balance is the“always-on”mindset created by t

149、he hybrid environment.Duffy noted that employees in the hybrid world are 1.27 times more likely to struggle to disconnect from work than employees in the on-site world.“Without formal signals to disconnect from work,such as the regular commute,employees struggle to determine when and how to switch o

150、ff,”she said.A Generational Shift in AttitudesSeth Robinson,CompTIAs vice president for industry research,agrees that technology jobs can be very“on demand,”often requiring an immediate response when the problem occurs.“That is a real pressure point that that some employers are starting to face,”he

151、said.“There is that 24-hour on-call mentality.Because the work hasnt changed,what do you do about that?”Organizations,Robinson said,should start thinking about how they can leverage a diverse and global workforce to deploy different team strengths or use different time zones to get some of the cover

152、age they need.There is an important generational difference that employers need to consider,with Millennial and Gen Z tech professionals placing a greater emphasis on work-life balance from the very start of their careers,he said.“As younger workers are coming in,they might have different expectatio

153、ns than the workers that came before them,”Robinson said.“Employers are trying to figure out exactly what that means.”For example,some of those workers may be willing to accept that not being on the 24/7 grind is going to be a pathway that doesnt result in the same rate of career elevation,benefits,

154、or pay given to those willing to make that trade-off.PreviousNext222023 SALARY SURVEY REPORTAccepting a Lesser Position or TitleWhat would influence you to accept a lesser position or title?More job satisfactionAbility to work remotelyFlexible work hoursBetter companyLocationStock optionsMore job se

155、curityBetter fit for my skillsMore challenging rollDifferent fieldWorkplace onsite childcareAbility to work in an officeI would not accept a lesser positionor title under any circumstancesNote:Multiple responses allowedData:ITPro Today survey of 375 full-time IT professionals in the US,March 202333%

156、32%24%21%19%19%17%16%13%7%2%2%29%Figure 4.“Employers have to be willing to figure out that flexibility and figure out which employees actually do want to climb the ladder and which ones do want to put in a little bit more time,”he said.“But there still has to be that accommodation for people who wan

157、t a little bit more balance.”Addressing the Always-On MindsetTo overcome the hybrid working challenges that threaten employees ability to achieve work-life balance,employers need to address the always-on mindset,according to Duffy.“Organizations can reset expectations for work habits in a hybrid env

158、ironment and design their hybrid model around the way work is done in a virtual environment,”she explained.For example,employers can implement“non-linear scheduling”that enables employees to break away from typical work hours(e.g.,9-5)and design their schedules around whenever work happens best for

159、them.“This gives employees the flexibility to build in personal needs,like morning childcare drop-offs or afternoon exercise,as well as preferences,like working early or late in the day,”Duffy said.Figure 5.Top 10 Reasons IT Pros Seek New Jobs Why might you seek a new job?1.Higher compensation6.More

160、 responsibility2.Seeking more personal fulfillment7.Personal/family needs3.Dont like present companys management/culture8.Job market opportunities are too good to pass up4.More interesting work9.More dynamic company5.Would like to work remotely10.Seeking less stressNote:Multiple responses allowed Da

161、ta:ITPro Today survey of 375 full-time IT professionals in the US,March 2023Organizations can also communicate clear norms around elements of flexibility such as meeting-free days and frequent remote days,which further offer employees the flexibility to customize their schedules in the way that best

162、 helps them achieve work-life balance.“The normalization of working from home has come with numerous benefits,”Duffy said.“Employees have been able to save time,money,and stress on commutes;dress codes have become less formal and more comfortable.”PreviousNext232023 SALARY SURVEY REPORTShe added tha

163、t employees can also manage home and work responsibilities simultaneously(e.g.,doing laundry while on a work call or emptying the dishwasher when a meeting gets canceled).Automations Role in Balancing Work and LifeOne way to help IT pros gain a healthy work-life balance is by removing the monotonous

164、,repetitive,time-consuming tasks from their day-to-day roles,according to Toriis Haramati.“IT talent should not be wasted on manual processes for example,onboarding and offboarding employees from applications when they already have a lot on their plates,”he said.Technology can automate and alleviate

165、 burdens,while also spurring more productive ways of working not only leaving employees feeling more satisfied with the tools theyre using,but also freeing up more of their time within business hours to get everything done,Haramati said.PreviousNext242023 SALARY SURVEY REPORTJeff Williams is a seaso

166、ned IT professional who has been in the field for over 36 years,witnessing a multitude of changes,particularly in cybersecurity.Throughout his career,Williams has seen how cybersecurity has grown in significance,which has resulted in changes in the overall recruitment,retention,and treatment of cybe

167、rsecurity professionals.Compared to other IT roles,cybersecurity professionals tend to progress in their careers more rapidly,thanks to the increasing demand for cybersecurity skills and the perception that security pros love a good challenge,he said.“Cybersecurity continues to change and evolve,and

168、 that keeps IT security people engaged and pretty well satisfied,”said Williams,systems integration branch chief in the National Weather Services Southern Region Headquarters.Williams observations align with the findings of ITPro Todays most recent survey on cybersecurity job satisfaction and salari

169、es.For example,the survey revealed that 72%of security pros enjoy their current jobs,and 91%believe that their roles are critical to their employers success.Overall Job SatisfactionHow satisfied are you with all aspects of your job,including compensation,benefits and other aspects of your position?V

170、ery satisfiedSatisfiedDissatisfiedNeutralVery dissatisfied-2%Data:ITPro Today survey of 375 full-time IT professionals in the US,March 202315%48%29%6%Figure 1.Cybersecurity Pros Enjoy Job Satisfaction and Large SalariesAs cyberthreats grow more advanced and widespread,cybersecurity professionals con

171、tinue to play highly valued roles in their organizations.By Karen D.SchwartzPreviousNext252023 SALARY SURVEY REPORTNon-Cybersecurity ProsNeither agreenor disagreeSomewhat agree3%-Strongly disagreeStrongly agreeSomewhat disagreeCybersecurity ProsBase:195 non-cybersecurity professionalsBase:176 cybers

172、ecurity professionalsNeither agreenor disagreeSomewhatagree2%-Strongly disagreeStrongly agreeSomewhat disagree-2%Feelings on Current PositionHow would you rate your feelings about the following satement regarding your current position?What I do is very important to my employers success.Data:ITPro To

173、day survey of 375 full-time IT professionals in the US,March 202340%40%12%6%63%28%6%Figure 2.Additionally,the survey found that security professionals are less likely to look for new job opportunities in the next 12 months,with only 24%planning to do so compared with 31%of IT professionals in genera

174、l(Figure 3).UncertainHighly unlikelyHighly likelyLikelyUnlikelyUncertainHighly unlikelyHighly likelyLikelyUnlikelyNon-Cybersecurity ProsCybersecurity ProsLikelihood to Seek New JobHow likely are you to seek employment at another organization within the next 12 months?Base:195 non-cybersecurity profe

175、ssionalsBase:176 cybersecurity professionalsData:ITPro Today survey of 375 full-time IT professionals in the US,March 20237%24%11%28%31%7%17%12%35%29%Figure 3.Josh Hamit,a member of ISACAs Emerging Trends Working Group and the CIO at Altra Federal Credit Union,said the survey findings are encouragin

176、g.While pay,benefits,and flexibility are important to security pros,they PreviousNext262023 SALARY SURVEY REPORTwant to feel valued and see that they are making a difference.“More than any other field Ive worked in,cybersecurity needs to feel supported and backed from the top,and it comes extremely

177、demoralizing if there is a lack of cultural commitment,”Hamit said.Historically,cybersecurity has faced an uphill battle for that kind of support,he added.A Wide Range of Cybersecurity Salary OptionsOf course,money is always important.The majority of IT security professionals surveyed earned six-fig

178、ure salaries in 2022.In fact,more than 50%reported earning between$100K and$174K that year,suggesting that security pros remain in demand and employers are willing to pay a premium for their skills and expertise.By comparison,IT professionals outside of cybersecurity tend to have a broader distribut

179、ion of salaries and a higher percentage earn salaries in the range of$75K to$124K.Additionally,a larger proportion of non-cybersecurity IT pros earned salaries above$200K in 2022:Fourteen percent earned between$150K and$174K and 9%earned above$200K,compared to 20%and 13%,respectively,for cybersecuri

180、ty professionals.Based on the findings,cybersecurity professionals are also slightly more satisfied with their compensation and benefits than IT professionals outside of cybersecurity.Under$50K$50K-74K$75K-99K$100K-124K$125K-149K$150K-174K$175K-199K$200K-224K$225K-250K$250K-300K$300K-399K$400K-499K$

181、500K or moreDecline to answerUnder$50K$50K-74K$75K-99K$100K-124K$125K-149K$150K-174K$175K-199K$200K-224K$225K-250K$250K-300K$300K-399K$400K-499K$500K or moreDecline to answerNon-Cybersecurity ProsCybersecurity ProsLikelihood to Seek New JobHow likely are you to seek employment at another organizatio

182、n within the next 12 months?Base:199 non-cybersecurity professionalsBase:176 cybersecurity professionalsData:ITPro Today survey of 375 full-time IT professionals in the US,March 20236%7%15%17%11%14%7%7%5%2%4%0%2%6%3%10%14%21%10%14%7%6%2%6%2%2%1%1%Figure 4.PreviousNext272023 SALARY SURVEY REPORTSatis

183、faction with CompensationHow satisfied are you with your total compensation package?Non-Cybersecurity ProsCybersecurity Pros1%-Very satisfiedSatisfiedVery dissatisfiedNeutralDissatisfied3%-Very satisfiedSatisfiedVery dissatisfiedNeutralDissatisfiedBase:198 non-cybersecurity professionalsBase:175 non

184、-cybersecurity professionalsData:ITPro Today survey of 375 full-time IT professionals in the US,March 20237%30%48%15%5%28%49%15%Figure 5.The Enduring Competition for TalentHamit noted that the competition for a limited pool of cybersecurity talent remains fierce,and organizations are struggling to a

185、ttract and retain talent.A recent ISACA report,for example,showed that 60%of companies have difficulty retaining qualified cybersecurity professionals,up seven percentage points from the previous year.“Modern cybersecurity practitioners are carrying a heavy load keeping up with the operational tools

186、ets and responding to inquiries and events that need to be investigated,”Hamit said.“Having experienced staff that understands the methodology to differentiate noise from material events is crucial,not to mention all the other disciplines involved in the field of cybersecurity.”He pointed out that a

187、ll areas of cybersecurity are highly specialized,so when an organization loses someone experienced in one of those specialties,it creates a potential gap until that position is refilled.PreviousNext282023 SALARY SURVEY REPORTITPro Todays salary survey revealed insights into the ongoing gender equity

188、 challenges within the tech industry.Are Salary Increases Shrinking the Pay Gap?Its no security that money is a large motivator for people pursuing careers in tech fields.But while closing the gender pay gap remains a key goal,the issue is more complicated than just improving salaries for women.Whil

189、e both men and women in tech generally saw an increase in salaries in 2022,slightly more female respondents(45%)reported a small increase than male respondents(41%).At the same time,noticeably more men(24%)than women(13%)said their salaries increased somewhat,while slightly more women(16%)than men(1

190、2%)reported a significant increase(Figure 1).Change in SalaryHow did your 2022(this years)salary change relative to 2021(last year)?FemaleMale3%-Decreased somewhat(5%to 9%)Increased significantly(10%or more)Remained the same(0%)Increased somewhat(5%to 9%)Increased slightly(1%to 4%)Base:31 female and

191、 335 male responsdentsData:ITPro Today survey of 375 full-time IT professionals in the US,March 202316%13%45%23%Increased significantly(10%or more)Remained the same(0%)Increased somewhat(5%to 9%)Increased slightly(1%to 4%)12%24%41%8%0%-Decreased slightly(1%to 4%)0%-Decreased significantly(10%or more

192、)2%Decreased slightly(1%to 4%)2%-Decreased significantly(10%or more)1%-Decreased somewhat(5%to 9%)Figure 1.Gender Equity Remains a Challenge in TechITPro Todays salary survey highlights problems around gender equity that persist in the industry.By Alyse BurnsidePreviousNext292023 SALARY SURVEY REPOR

193、TOther findings suggested that women in tech may more attentive to challenges facing pay and career advancement and are actively seeking out information to help them navigate these obstacles.ITPros survey found that a slightly larger percentage of female respondents(23%)are aware of what their compa

194、rable peers earn than male respondents(21%).Comparing SalariesDo you know what your comparable peers earn?FemaleMaleYesNoSort of/rumored Base:31 female and 335 male responsdentsData:ITPro Today survey of 375 full-time IT professionals in the US,March 202323%42%35%YesNoSort of/rumored 21%44%35%Figure

195、 2.Workloads and Decision to Leave a CompanyWhile efforts have been made to close the pay gap,there are many other factors contributing to gender equity challenges in tech.Women can face a lack of leadership opportunities,an exclusive workplace culture,and little representation and mentorship from f

196、emale peers.These are among some of the reasons women are leaving their companies at higher rates than ever before,according to McKinseys report,“Women in the Workplace 2022.”In general,many tech workers felt overworked and under-supported in 2022,facing burnout and even considering changing careers

197、.Women in tech can encounter unique challenges that men often do not.“Women are more likely to change employment due to factors that tend to affect them more than men for example,childcare continues to worsen across the country,”said Marcy Klipfel,chief engagement officer at Businessolver.According

198、to a report by the Council for a Strong America,the annual economic cost of childcare in the U.S.rose from$57 billion to$122 billion from 2018 to 2022.“The fact remains it is more likely for women to take on this burden,thus they may need to seek other employment to meet their childcare needs as chi

199、ldcare centers cut back on hours,etc.,due to their own crisis in finding qualified workers,”Klipfel added.Extenuating factors contribute to how workloads are experienced.While 58%of male and female respondents agreed they were likely to get their work done in a 40-to 45-hour work week,62%of male res

200、pondents said they were unlikely to leave their jobs in the next year compared to 51%of female respondents.“This data leaves us a lot to think about,”says Susan Myers,data engineer at Oregon Health&Science PreviousNext302023 SALARY SURVEY REPORTUniversity.“Whats missing here is the why.Why are women

201、 looking for work elsewhere?Is it because of career development opportunities?Salary?Job dissatisfaction?”Feelings on Current PositionHow would you rate your feelings about the following satement regarding your current position?I can get my work done a normal 40 to 45 hour work week.FemaleMaleBase:3

202、1 female and 335 male responsdentsData:ITPro Today survey of 375 full-time IT professionals in the US,March 2023Strongly agreeNeither agree nor disagreeSomewhat agree26%32%10%Somewhatdisagree13%Stronglydisagree19%Neither agree nor disagreeSomewhat agree24%34%18%Somewhatdisagree14%Stronglydisagree10%

203、Strongly agreeFigure 3.Likelihood to Seek New JobHow likely are you to seek employment at another organization within the next 12 months?FemaleMaleBase:31 female and 335 male responsdentsData:ITPro Today survey of 375 full-time IT professionals in the US,March 2023Highly likelyHighly unlikelyLikely2

204、6%17%32%19%Uncertain6%UnlikelyHighly likelyHighly unlikelyLikely20%11%31%Uncertain7%Unlikely31%Figure 4.According to Accenture,50%of women leave their tech jobs by 35,signaling that there are many issues affecting retention besides salary,including pressures outside the workplace,lack of mentorship

205、from leadership,bias or harassment,and a lack of job advancement opportunities.In 2023,women make up only 25%of the tech industry and hold 11%of the leadership roles,according to the National Center for Women&PreviousNext312023 SALARY SURVEY REPORTInformation Technology.Its important to note that ac

206、hieving pay equity isnt just about having a structured pay level;instead,its about making sure that women have equal opportunities to advance in their careers,Klipfel said.Although the U.S.Census Bureau found that“women have increased their presence in higher-paying jobs traditionally dominated by m

207、en,such as managerial positions,women as a whole continue to be overrepresented in lower-paying occupations relative to their share of the workforce,”she added.“This may contribute to gender differences in pay.”While the survey sheds some light on these issues,it did not survey the small number of r

208、espondents workers who preferred not to identify as male or female.As such,some of these respondents may identify as nonbinary,agender,or gender nonconforming,who often face specific challenges entering and thriving in the tech industry.Takeaways and Action ItemsITPro Todays survey found that IT pro

209、fessionals in the U.S.saw a modest increase in salaries in 2022,but while the industry as a whole experienced growth,the gender pay gap remains a concern.When all respondents were asked if they perceived their organizations making efforts to close the gender pay gap,a significant portion of all resp

210、ondents(44%)said that their company does not have one(Figure 5).Of the respondents that said a gender pay gap existed,only 13%said that their company is working on closing the gap,while even less(6%)said that their company has made progress but still has more work to do.We dont have a gender pay gap

211、Yes,we are working on closing thepay gap based on genderYes,but we still have a way to goNo,but we plan toNo,we are not making any effortto close the gender pay gapDont knowData:ITPro Today survey of 375 full-time IT professionals in the US,March 2023Closing the Gender Pay GapIs your company making

212、any effort to close the gender pay gap?44%13%6%2%4%32%Figure 5.Notably,about a third of respondents(32%)reported that they didnt know if their company is making any effort to close the gender pay gap.This might signal a lack of transparency and communication around company equity initiatives.Not onl

213、y does a commitment to equity in the workplace create a more inclusive environment,but studies show that companies with robust equity and diversity initiatives outperform less diverse companies by 35%.Ultimately,as women enter the tech field,companies must take steps to support and retain them.Its u

214、p to employers to make meaningful progress toward equity and inclusion.PreviousNext322023 SALARY SURVEY REPORTWhile employee satisfaction is often at the center of workplace productivity,many companies struggle to provide their employees with what they need to be satisfied in their work.This is beca

215、use employee satisfaction is influenced by various factors,including the nature of the work itself,the work environment,the companys culture,and the employees relationships with co-workers and managers.Interestingly,research has found that age is a strong predictor of job satisfaction,with some repo

216、rts finding that job satisfaction increases with age.The argument?Older workers are more satisfied at their jobs because the longer the career,the higher the pay,the better the perks,and increased success in the workplace.35-4445-5455-6465-7425-341%-75 or olderRespondent AgeWhat is your age?4%17%27%

217、43%8%Data:ITPro Today survey of 375 full-time IT professionals in the US,March 2023Figure 1.But not so for IT professionals,according to ITPro Todays 2023 Salary Survey.ITPro Today surveyed 375 full-time IT professionals on issues relating to compensation,training,and job satisfaction in their diffe

218、rent organizations and according to the survey results,workers in the youngest age bracket(86%)are more satisfied with their IT jobs than their older colleagues(65%).This is surprising when considering the fact that in last years survey,57%of the oldest age group(65 or older)“strongly agreed”that th

219、ey love their jobs while just 36%of their youngest colleagues strongly agreed.Younger Employees Are More Satisfied at Work:Heres WhyWhile younger IT professionals are happy with their hours,tools,training,and compensation packages,they dont feel their work is as valued as do their older peers.By Kol

220、awole Samuel AdebayoPreviousNext332023 SALARY SURVEY REPORTOverall Job Satisfaction How satisfied are you with all aspects of your job,including compensation,benefits and other aspects of your position?Data:ITPro Today survey of 375 full-time IT professionals in the US,March 202325 to 3435 to 4445 t

221、o 5455 to 6465 or older Very satisfied Satisfied Neutral Dissatisfied Very dissatisfied 14%29%57%56%0%0%0%0%18%19%49%47%30%32%26%3%3%3%7%1%9%6%32%47%12%Figure 2.Well-being Is a Deal-Breaker for Younger Workers“Often,job satisfaction is affected by matters external to the actual role,”noted Benjy Gil

222、lman,co-founder and head of strategy and innovation at leading candidate experience platform myInterview.An example of such factors is flexibility,which Gillman said has been of increasing importance to younger employees post-COVID-19.“When hiring,the location of where a candidate lives relative to

223、where the office is located could be a key indicator of future employee happiness,”Gillman said.Kimberly Nevin,executive recruiter and partner at Saga Recruiting,echoed Gillmans thoughts:“Flexibility to work from home either in a fully remote or hybrid position unlimited PTO,and other well-being pac

224、kages are very important factors younger people consider when taking a job.”According to the 2023 survey,older adults(55-64)experience the most dissatisfaction with their IT jobs(9%),with middle-aged adults(45-54)coming in at a close second at 8%.On the other end of the spectrum,however,younger mill

225、ennials(25-34)seem to be excited with their work as they record the highest satisfaction rates(86%),even to extreme levels(29%).But that excitement wears off as the respondents get older.That is the only group that doesnt have a large number who are indifferent about how they feel about their jobs n

226、either satisfied nor dissatisfied.Increasingly,younger people are seeking jobs that prioritize their well-being,and with an average 4.0/5 ranking in job satisfaction by the Glassdoor Best Jobs in America 2021 survey,jobs in IT take the cake.This ranking can be linked to community-centered work envir

227、onments,flexible work schedules,creative freedom,and exceptional work-life balance which was the No.1 answer to ITPro Todays 2023 Salary Survey question on what matters most to IT professionals about their jobs,beating out base pay that are characteristic of the industry.The fact more younger millen

228、nials are able to complete their work during a normal(40-to 45-hour)workweek is one reason for their high job satisfaction(Figure 3).PreviousNext342023 SALARY SURVEY REPORTI Cannot Get My Work Done in a Normal 40-45 Hour Work WeekI Can Get My Work Done in a Normal 40-45 Hour Work Week25-3435-44 45-5

229、455-6465 orolder64%62%57%58%61%25-3435-44 45-5455-6465 orolder7%24%30%24%27%Data:ITPro Today survey of 375 full-time IT professionals in the US,March 2023Figure 3.The Greater the Satisfaction,the Better the AttitudesThe best employees are not only defined by their talent and skill,but also by their

230、attitude toward work.In fact,some reports have shown that employers value a positive attitude to work over qualifications.Workplace attitudes are,however,determined by job satisfaction the more satisfied an employee is with their jobs,the better their attitudes toward work.The results from ITPro Tod

231、ays 2023 Salary Survey reinforces this:The groups with the lowest levels of job satisfaction also record the three highest numbers in the“somewhat or strongly disagree”scale to the“I love my job”statement.I Love My Job25-3435-44 45-5455-6465 orolder25-3435-44 45-5455-6465 orolder7%11%11%14%3%71%71%7

232、4%68%74%Disagree(somewhat and strongly)Agree(somewhat and strongly)Data:ITPro Today survey of 375 full-time IT professionals in the US,March 2023Figure 4.Regardless,possessing strong positive affection for work seems to be a staple in the IT industry as many more of the respondents agreed to loving

233、their jobs.Also,studies including ITPro Todays 2023 Salary Survey have found that employees who feel valued in the workplace are more likely to report higher levels of satisfaction and engagement.Boomers(65 or older)feel the most valued at their jobs,with a staggering 90%agreeing that the work they

234、do is very important to their employers.What I Do Is Very Important to My Employers Success25-3435-44 45-5455-6465 orolder25-3435-44 45-5455-6465 orolder7%3%4%10%3%79%89%89%81%90%Disagree(somewhat and strongly)Agree(somewhat and strongly)Data:ITPro Today survey of 375 full-time IT professionals in t

235、he US,March 2023Figure 5.PreviousNext352023 SALARY SURVEY REPORTBut Satisfaction Doesnt Always Evoke ConfidenceSurprisingly,despite recording higher satisfaction levels,younger millennials have the least confidence in the value of their work to their employers success(79%).Another surprising result

236、is that although age does not seem to be an issue in accessing the tools needed to work,it is a deciding factor when it comes to employee training.In fact,the survey results show that the older the age group,the more they feel they lack the training needed to do their jobs.I Have All the Tools I Nee

237、d to Do My JobI Have All the Training I Need to Do My Job25-3435-44 45-5455-6465 orolder25-3435-44 45-5455-6465 orolder93%71%71%67%71%65%62%57%58%61%Data:ITPro Today survey of 375 full-time IT professionals in the US,March 2023Figure 6.At 71%,many young millennials agree that they have the training

238、required for their roles.However,the confidence dwindles as IT workers get older,with only 58%of boomers agreeing they possess enough training.This may be due to the fact that many organizations do not consider training older workers as a smart investment because of their perceived lower performance

239、 in adapting to new technologies as well as their potentially shorter time in the workforce and with the employer.Younger talent,on the other hand,are eager to learn new things,build new skills,and grow in their roles.Also,compared to the reluctance of older workers to ask for training,younger worke

240、rs demand it.In IT,Salaries Are IncreasingCompared with last years salary survey,this years survey found that more respondents in all age groups received an increase in salary.Where 60%of younger millennials experienced a salary increase in 2021,93%experienced an increase in salary in 2022 making th

241、em the age group with the most salary increases in that year.Middle-aged IT workers come in at a close second at 80%,while early boomers experienced the least salary increases(73%).PreviousNext362023 SALARY SURVEY REPORT25 to 3435 to 4445 to 5455 to 6465 or older14%21%57%32%0%0%0%0%0%0%24%11%27%48%2

242、5%35%22%1%1%2%13%2%3%22%16%48%9%Change in SalaryHow did your 2022(this years)salary change relative to 2021(last year)?Data:ITPro Today survey of 375 full-time IT professionals in the US,March 2023 Increased significantly(10%or more)Increased somewhat(5%to 9%)Increased slightly(1%to 4%)Remained the

243、same(0%)Decreased slightly(1%to 4%)Decreased somewhat(5%to 9%)Decreased significantly(10%or more)3%6%2%20%1%3%9%15%9%Figure 7.Micky Sapir,vice president of product at venture capital firm OurCrowd,noted that the salary increase of recent years is directly related to the high demand for skilled profe

244、ssionals,scarcity of specialized IT skills,global competition,career progression,and regional factors.“As the industry becomes more specialized,we are seeing new positions and segments that IT professionals are filling.These factors collectively drive companies to offer competitive compensation pack

245、ages to attract and retain talented IT professionals in a highly competitive market,”Sapir said.Some reports have attributed such salary increases to inflation,the never-ending hunt for IT talent,and a strategy to retain them.So far,the strategy seems to be working as the survey found the youngest a

246、nd oldest age groups are more satisfied with their total compensation package and are consequently the most willing to recommend a career in technology to a child or a niece or nephew.Id Recommend a Career in Technology to a Child or Niece/Nephew25-3435-44 45-5455-6465 orolder25-3435-44 45-5455-6465

247、 orolder7%11%6%10%3%86%79%75%78%85%Disagree(somewhat and strongly)Agree(somewhat and strongly)Figure 8.PreviousNext372023 SALARY SURVEY REPORTWendy Schuchart Editor-in-ChiefBrian Holak Senior Managing EditorRick Dagley Senior EditorSpencer Smith Senior EditorAmy Doherty Research DirectorJen Nystrom Creative LeadContributorsPrevious