From 0264bd6c7d47712931ee039297ac9be228d10455 Mon Sep 17 00:00:00 2001 From: Kay Smoljak Date: Wed, 5 Feb 2025 00:17:11 -0800 Subject: [PATCH 01/88] add ethical ad div to nav bar So that the footer script doesn't throw an error and kill the survey navigation javascript --- docs/_templates/survey/header.html | 4 +++- 1 file changed, 3 insertions(+), 1 deletion(-) diff --git a/docs/_templates/survey/header.html b/docs/_templates/survey/header.html index 819e32bb78..39dd029d62 100644 --- a/docs/_templates/survey/header.html +++ b/docs/_templates/survey/header.html @@ -1,3 +1,5 @@ Write the Docs logo {% include 'info.html' %} -Back to main site \ No newline at end of file +Back to main site +
+
From 08e74971ed496c2ee35ad054af8f6d65137160d1 Mon Sep 17 00:00:00 2001 From: Kay Smoljak Date: Wed, 5 Feb 2025 00:44:48 -0800 Subject: [PATCH 02/88] update fontawesome embed --- docs/_templates/survey/layout.html | 4 ++-- 1 file changed, 2 insertions(+), 2 deletions(-) diff --git a/docs/_templates/survey/layout.html b/docs/_templates/survey/layout.html index 9a71e0bb99..1bebb2f7cd 100644 --- a/docs/_templates/survey/layout.html +++ b/docs/_templates/survey/layout.html @@ -4,7 +4,7 @@ - + @@ -27,4 +27,4 @@
{% include 'footer.html' %}
- \ No newline at end of file + From 1d886b01f6e06e12f90afb0ff96b4c8a44581e35 Mon Sep 17 00:00:00 2001 From: Kay Smoljak Date: Wed, 5 Feb 2025 01:03:41 -0800 Subject: [PATCH 03/88] troubleshooting internal nav menu --- docs/_static/survey/js/survey.js | 2 +- 1 file changed, 1 insertion(+), 1 deletion(-) diff --git a/docs/_static/survey/js/survey.js b/docs/_static/survey/js/survey.js index 6ea61c8a8d..e8ff494cc2 100644 --- a/docs/_static/survey/js/survey.js +++ b/docs/_static/survey/js/survey.js @@ -1,5 +1,5 @@ document.addEventListener("DOMContentLoaded", function() { - var submenuLinks = document.querySelectorAll(".simple > li > ul > li > a"); + var submenuLinks = document.querySelectorAll(".simple li > ul > li > a"); submenuLinks.forEach(function(link) { link.addEventListener("click", function(event) { From b139b2ed2e8ca7a34fce8e2ada7ef05b201fdf92 Mon Sep 17 00:00:00 2001 From: Kay Smoljak Date: Wed, 19 Feb 2025 15:50:24 +0700 Subject: [PATCH 04/88] css/js fixes for text in
  • and now including

    --- docs/_static/survey/css/main-2024.css | 6 ++++++ docs/_static/survey/js/survey.js | 10 ++++------ 2 files changed, 10 insertions(+), 6 deletions(-) diff --git a/docs/_static/survey/css/main-2024.css b/docs/_static/survey/css/main-2024.css index c51d9fca27..4fda8c02ab 100644 --- a/docs/_static/survey/css/main-2024.css +++ b/docs/_static/survey/css/main-2024.css @@ -253,6 +253,9 @@ nav { font-size: var(--font-size-1); line-height: var(--font-lineheight-2); } + p { + display: inline; + } } /* default color */ @@ -525,6 +528,9 @@ main { padding: var(--size-2); } } + p { + display: inline; + } &&::after { /* add box-shadow */ display: block; content:''; diff --git a/docs/_static/survey/js/survey.js b/docs/_static/survey/js/survey.js index e8ff494cc2..891894eb3a 100644 --- a/docs/_static/survey/js/survey.js +++ b/docs/_static/survey/js/survey.js @@ -1,9 +1,10 @@ document.addEventListener("DOMContentLoaded", function() { - var submenuLinks = document.querySelectorAll(".simple li > ul > li > a"); + // Select all submenu links, whether inside

    or directly inside

  • + var submenuLinks = document.querySelectorAll(".simple > li > ul > li a"); submenuLinks.forEach(function(link) { link.addEventListener("click", function(event) { - var parentLi = this.parentElement; + var parentLi = this.closest("li"); // Find the closest
  • instead of assuming direct parent var siblings = parentLi.parentElement.children; // Hide other submenus @@ -17,7 +18,4 @@ document.addEventListener("DOMContentLoaded", function() { parentLi.classList.toggle("active"); }); }); -}); - - - +}); \ No newline at end of file From 9cec2bfb924ed8dd29964c03be6f4fff13b97ba7 Mon Sep 17 00:00:00 2001 From: Kay Smoljak Date: Wed, 19 Feb 2025 16:11:24 +0700 Subject: [PATCH 05/88] remove ethical ads markup (it pushes the survey nav down too far) --- docs/_templates/survey/header.html | 3 +-- 1 file changed, 1 insertion(+), 2 deletions(-) diff --git a/docs/_templates/survey/header.html b/docs/_templates/survey/header.html index 9346600ebc..1fa1e26016 100644 --- a/docs/_templates/survey/header.html +++ b/docs/_templates/survey/header.html @@ -1,5 +1,4 @@ Write the Docs logo {% include 'info.html' %} Back to main site -
    -
    +
    \ No newline at end of file From e3f803fe2e8e5d5cb541c676321b54be6641c79a Mon Sep 17 00:00:00 2001 From: Kay Smoljak Date: Tue, 4 Mar 2025 18:11:42 +0700 Subject: [PATCH 06/88] 2024 report structure --- docs/_static/survey/css/main-2024.css | 24 +- docs/surveys/index.rst | 9 +- docs/surveys/salary-survey/2024.rst | 4201 +++++++++++++++++++++++++ 3 files changed, 4225 insertions(+), 9 deletions(-) create mode 100644 docs/surveys/salary-survey/2024.rst diff --git a/docs/_static/survey/css/main-2024.css b/docs/_static/survey/css/main-2024.css index 4fda8c02ab..b15a064b58 100644 --- a/docs/_static/survey/css/main-2024.css +++ b/docs/_static/survey/css/main-2024.css @@ -341,7 +341,7 @@ nav ul { /* first internal nav link becomes heading */ -#id1 { +nav div.contents.local.topic ul.simple > li > p > a.reference.internal { font-size: var(--font-size-2); font-weight: var(--font-weight-6); text-decoration: none; @@ -354,13 +354,13 @@ nav ul { } /* except on mobile */ @media screen and (max-width: 869px) { - #id1 { + nav div.contents.local.topic ul.simple > li > p > a.reference.internal { display: none; } } nav #contents #id2 { - display: none; /* hide introduction and submenu to prevent weird jumps */ + /* display: none; hide introduction and submenu to prevent weird jumps */ } .simple ul ul { @@ -671,6 +671,7 @@ main { } } +/* custom footnotes */ table:has(+ div.tbl-footnote) { margin-bottom: 0; } @@ -678,10 +679,25 @@ table:has(+ div.tbl-footnote) { .tbl-footnote { margin-bottom: var(--size-8); p { - font-size: var(--font-size-0) + font-size: var(--font-size-0); } } +/* built-in footnotes */ +a.footnote-reference.brackets { + vertical-align: super; + font-size: var(--font-size-0); +} + +table:has(a.footnote-reference.brackets) { + margin-bottom: 0; +} + +dl.footnote.brackets { + /* TODO: style these */ +} + + /* specific table overrrides */ #tbl-2023-basis-of-employment-history { thead { diff --git a/docs/surveys/index.rst b/docs/surveys/index.rst index 855f4ab859..95a23ee8f8 100644 --- a/docs/surveys/index.rst +++ b/docs/surveys/index.rst @@ -5,17 +5,16 @@ In 2019, we launched the first Write the Docs salary survey, to gather data abou Overwhelmed by the positive response, we expanded the survey to collect information about remote work, attitudes towards pay transparency, and satisfaction about salaries, benefits and overall job situations. Based on community feedback, we've continued to refine the questions each year - especially for independent contractors, freelancers and the self-employed. -2024 Salary Survey closed - data processing underway ----------------------------------------------------- +2024 Salary Survey Results available +------------------------------------ -The Salary Survey for 2024 is now closed - thank you to everyone who contributed! The data crunching is now underway and the results will be made available in Q1, 2025. - -In the meantime, browse the results of previous surveys. +[blurb] .. toctree:: :caption: Survey Results :maxdepth: 1 + salary-survey/2024 salary-survey/2023 salary-survey/2022 salary-survey/2021 diff --git a/docs/surveys/salary-survey/2024.rst b/docs/surveys/salary-survey/2024.rst new file mode 100644 index 0000000000..3332120b99 --- /dev/null +++ b/docs/surveys/salary-survey/2024.rst @@ -0,0 +1,4201 @@ +:template: survey/layout.html + +.. title:: Documentation Salary Survey Results 2024 + +.. |icon-info| raw:: html + + + +.. |icon-question| raw:: html + + + +.. |25| replace:: :abbr:`25 (25th percentile - one quarter of all salaries were lower than this value)`:sup:`th` + +.. |25th| replace:: 25\ :sup:`th` + +.. |50| replace:: :abbr:`50 (50th percentile or median - half of all salaries were higher than this value, half were lower)`:sup:`th` + +.. |50th| replace:: 50\ :sup:`th` + +.. |75| replace:: :abbr:`75 (75th percentile - one quarter of all salaries were higher than this value)`:sup:`th` + +.. |75th| replace:: 75\ :sup:`th` + +.. |N| replace:: :abbr:`No. (Number of respondents)` + +.. |%| replace:: :abbr:`% (Percentage of total respondents)` + +.. raw:: html + + +
    Home » Salary Surveys »
    +
    + + +.. _top: + +**************************************** +Documentation Salary Survey 2024 Results +**************************************** + +Introduction +============ + +[intro] + +In a hurry? Jump straight to `Median salary`_ or `Median hourly rate`_. + +.. container:: note + + .. rubric:: |icon-info| Note on independent contractors, freelancers and the self-employed + + [contractors note] + +Feedback +-------- + +We're always keen to hear your thoughts on this survey, so that we can continue to develop and refine it - and if you have used the data to help negotiate a raise or evaluate an offer, we would love to know about it! Email us at support@writethedocs.org with your feedback, ideas and experiences. + +Here are just some of the anonymous comments that respondents submitted in 2024: + +.. pull-quote:: + + [quote 1] + + [quote 2] + + [quote 3] + + [quote 4] + +Employment parameters +===================== + +This section establishes the parameters of the respondent's employment: the type of employment, number of hours worked, job title and type of role, length of time in current position, and how focused the role is on documentation. + +Basis of employment +------------------- + +.. raw:: html + +
    What we asked (click to expand) + +.. container:: question + + |icon-question| In the past year, I have worked as: + + - an employee + - a contractor + - both employee and contractor + + |icon-question| As an employee, currently: + + - I'm employed + - I'm not employed + + |icon-question| As a contractor, currently: + + - I have work + - I don't have work + +.. raw:: html + +
    + +As in previous surveys, employees made up the majority of respondents - 686 (87.9%). + +This year, for the first time, we included an option for respondents who had worked in the past year as both employee and contractor. 28 respondents (3.6%) chose this option. Combined with the 66 respondents (8.5%) who only worked as contractors, this means that in 2024 we collected more contractor rate data than in any previous year, from a total of 94 individuals. + +Contractors only: 66 (8.5%) +Employees only: 686 (87.9%) +Both: 28 (3.6%) + +Employees combined: 714 (88.4%) +Contractors combined: 94 (11.6%) +Combined totals: 808 sets of salary/rate data + +.. table:: Basis of employment (2019-2024) + :widths: 40 10 10 20 10 10 + :name: tbl-2024-basis-of-employment-history + + +-------------+-------------+-+--------------+ + | Survey year | Employees | | Contractors | + +=============+=====+=======+=+======+=======+ + | | |N| | |%| | | |N| | |%| | + +-------------+-----+-------+-+------+-------+ + | 2019 | 652 | 93.9% | | 42 | 6.1% | + +-------------+-----+-------+-+------+-------+ + | 2020 | 748 | 92.9% | | 57 | 7.1% | + +-------------+-----+-------+-+------+-------+ + | 2021 | 887 | 92.5% | | 72 | 7.5% | + +-------------+-----+-------+-+------+-------+ + | 2022 | 491 | 93.5% | | 34 | 6.5% | + +-------------+-----+-------+-+------+-------+ + | 2023 | 938 | 92.2% | | 79 | 7.8% | + +-------------+-----+-------+-+------+-------+ + | 2024 [#]_ | 714 | 88.4% | | 94 | 11.6% | + +-------------+-----+-------+-+------+-------+ + +.. [#] Includes data from respondents who worked as both employee and contractor + +Hours worked +------------ + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| How many hours per week do you work? + + - 1–20 hours + - 21–30 hours + - 31–40 hours + - 41–50 hours + - 51–60 hours + - More than 60 hours + +.. raw:: html + +
    + +As in previous years, the majority (96%) of respondents worked traditional "full-time" hours each week: + +- 69.7% worked between 31 and 40 hours +- 24.5% worked between 41 and 50 hours +- 1.9% worked between 51 and 60 hours + +Only one respondent worked more than 60 hours - this person indicated that they put in 95 hours per week. + +Of those that worked fewer hours: + +- 2.2% worked 21 to 30 hours each week +- 1.7% worked 1 to 20 hours + +.. table:: Weekly hours worked + :widths: 70 15 15 + :name: tbl-2023-weekly-hours-worked + :class: std3col + + +--------------+-----+-------+ + | Hours worked | |N| | |%| | + +==============+=====+=======+ + | 1-20 hours | 17 | 1.7% | + +--------------+-----+-------+ + | 21-30 hours | 22 | 2.2% | + +--------------+-----+-------+ + | 31-40 hours | 709 | 69.7% | + +--------------+-----+-------+ + | 41-50 hours | 249 | 24.5% | + +--------------+-----+-------+ + | 51-60 hours | 19 | 1.9% | + +--------------+-----+-------+ + | 61+ hours | 1 | 0.8% | + +--------------+-----+-------+ + +Job title +--------- + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| What is your job title? + +.. raw:: html + +
    + +With typos fixed, abbreviations expanded, stop words removed and keyword faceting applied, 275 unique job titles could be discerned. One respondent indicated that they did not have a job title. + +As in previous years, the most widely used exact title was "Technical Writer", reported by 32% of respondents - in fact this phrase appeared in the top 5 job titles and in 67.9% of all job titles. + +.. raw:: html + +
    + +.. table:: Most widely-used job titles + :widths: 70 15 15 + :name: tbl-2023-top-job-titles + :class: std3col + + +----------------------------+-----+-------+ + | Job title | |N| | |%| | + +============================+=====+=======+ + | Technical Writer | 321 | 31.6% | + +----------------------------+-----+-------+ + | Senior Technical Writer | 191 | 18.8% | + +----------------------------+-----+-------+ + | Lead Technical Writer | 39 | 3.8% | + +----------------------------+-----+-------+ + | Staff Technical Writer | 24 | 2.4% | + +----------------------------+-----+-------+ + | Principal Technical Writer | 19 | 1.9% | + +----------------------------+-----+-------+ + | Documentation Manager | 15 | 1.5% | + +----------------------------+-----+-------+ + | Technical Writing Manager | 13 | 1.3% | + +----------------------------+-----+-------+ + | Technical Writer II | 12 | 1.2% | + +----------------------------+-----+-------+ + | Documentation Specialist | 8 | 0.8% | + +----------------------------+-----+-------+ + | Technical Author | 7 | 0.7% | + +----------------------------+-----+-------+ + +.. raw:: html + +
    + +.. table:: Job titles excluding "technical writer" + :widths: 70 15 15 + :name: tbl-2023-job-titles-excluding-technical-writer + :class: std3col + + +---------------------------------------+-----+------+ + | Title | |N| | |%| | + +=======================================+=====+======+ + | Information Developer | 5 | 1.7% | + +---------------------------------------+-----+------+ + | Content Developer | 5 | 1.7% | + +---------------------------------------+-----+------+ + | Information Architect | 4 | 1.3% | + +---------------------------------------+-----+------+ + | Technical Editor | 4 | 1.3% | + +---------------------------------------+-----+------+ + | Knowledge Manager | 4 | 1.3% | + +---------------------------------------+-----+------+ + | Head of Documentation | 3 | 1% | + +---------------------------------------+-----+------+ + | Senior Technical Curriculum Developer | 3 | 1% | + +---------------------------------------+-----+------+ + | Documentation Engineer | 3 | 1% | + +---------------------------------------+-----+------+ + | UX Writer | 2 | 0.7% | + +---------------------------------------+-----+------+ + | Product Manager | 2 | 0.7% | + +---------------------------------------+-----+------+ + +.. raw:: html + +
    + +.. raw:: html + +
    + +

    Word cloud showing relative weights of job title keywords

    +     +
    Figure: Job title word cloud
    +
    + +.. figure:: images/2023/2023-job-title-word-cloud.svg + :class: hide + + +Type of role +------------ + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| How would you categorize your role? Select multiple roles, if appropriate. + + - Writer, content creator, producer, editor + - Developer, engineer + - Educator + - Customer support + - Advocate, community outreach + - Marketing + - Management + - Other + + With regard to working with other people, are you typically (select multiple if appropriate): + + - A solo worker + - Part of a team of people with the same or similar roles + - Part of a team of people with different roles + - Part of multiple teams + - A manager or team leader + - Other (please specify) + +.. raw:: html + +
    + +Role category +~~~~~~~~~~~~~ + +Most respondents identified their role as "writer, content creator, producer, editor" - 59.4% selected only this category, while 95.6% included it alongside other categories. The second most widely-selected was "management", with 15.5% of respondents selecting this along with other categories and 2.3% selecting it as their only role category, followed by "developer, engineer", included by 10.5% of all respondents. In total, respondents selected 63 different combinations of the 8 role categories. + +.. table:: Top role category combinations + :widths: 70 15 15 + :name: tbl-2023-top-role-category-combinations + :class: std3col + + +---------------------------------------------------------+-----+-------+ + | Category | |N| | |%| | + +=========================================================+=====+=======+ + | Writer/Creator/Editor | 604 | 59.4% | + +---------------------------------------------------------+-----+-------+ + | Writer/Creator/Editor + Management | 69 | 6.8% | + +---------------------------------------------------------+-----+-------+ + | Writer/Creator/Editor + Developer/Engineer | 45 | 4.4% | + +---------------------------------------------------------+-----+-------+ + | Writer/Creator/Editor + Educator | 40 | 3.9% | + +---------------------------------------------------------+-----+-------+ + | Writer/Creator/Editor + Support | 24 | 2.4% | + +---------------------------------------------------------+-----+-------+ + | Management | 23 | 2.3% | + +---------------------------------------------------------+-----+-------+ + | Writer/Creator/Editor + Advocate | 19 | 1.9% | + +---------------------------------------------------------+-----+-------+ + | Writer/Creator/Editor + Marketing | 17 | 1.7% | + +---------------------------------------------------------+-----+-------+ + | Writer/Creator/Editor + Other | 17 | 1.7% | + +---------------------------------------------------------+-----+-------+ + | Writer/Creator/Editor + Educator + Management | 14 | 1.4% | + +---------------------------------------------------------+-----+-------+ + | Writer/Creator/Editor + Developer/Engineer + Management | 10 | 1.0% | + +---------------------------------------------------------+-----+-------+ + +Of those respondents who chose "Other" and provided more detail, the additional categories included project management, product management, process management, information architecture, instructional design, QA/testing, content strategy, mentoring, and translation - as well as some terms which can be bundled under the heading "DocOps": documentation tool and workflow administration, repository maintenance, and documentation infrastructure development and support. + +Team breakdown +~~~~~~~~~~~~~~ + +The most widely-selected team configurations were single category: 25.2% of respondents worked only on a team made up of people with the same or similar roles, while 12.7% worked only on a team made up of people with differing roles. 8.5% worked only solo, and 7.1% selected only management. These four configurations covered just over half of all respondents - the other half chose a combination of categories. + +Of the 18.8% who indicated that they worked as a manager or team leader, 62.3% also fulfilled other team roles. + +.. table:: Team breakdown + :widths: 70 15 15 + :name: tbl-2023-team-breakdown + :class: std3col + + +--------------------------------------------------------------------------------------+-----+-------+ + | Team breakdown | |N| | |%| | + +======================================================================================+=====+=======+ + | Team - similar roles | 256 | 25.2% | + +--------------------------------------------------------------------------------------+-----+-------+ + | Team - different roles | 129 | 12.7% | + +--------------------------------------------------------------------------------------+-----+-------+ + | Solo worker | 86 | 8.5% | + +--------------------------------------------------------------------------------------+-----+-------+ + | Manager or team leader | 72 | 7.1% | + +--------------------------------------------------------------------------------------+-----+-------+ + | Team - similar roles, Team - different roles | 58 | 5.7% | + +--------------------------------------------------------------------------------------+-----+-------+ + | Solo worker, Team - different roles | 58 | 5.7% | + +--------------------------------------------------------------------------------------+-----+-------+ + | Team - similar roles, Team - different roles, Multiple teams | 52 | 5.1% | + +--------------------------------------------------------------------------------------+-----+-------+ + | Team - different roles, Multiple teams | 31 | 3.0% | + +--------------------------------------------------------------------------------------+-----+-------+ + | Team - similar roles, Manager or team leader | 31 | 3.0% | + +--------------------------------------------------------------------------------------+-----+-------+ + | Team - similar roles, Multiple teams | 30 | 2.9% | + +--------------------------------------------------------------------------------------+-----+-------+ + | Solo worker, Team - different roles, Multiple teams | 29 | 2.9% | + +--------------------------------------------------------------------------------------+-----+-------+ + | Multiple teams | 28 | 2.8% | + +--------------------------------------------------------------------------------------+-----+-------+ + +Length of time in current role +------------------------------ + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| Employees: + + How long have you worked in your current role, at your current organization? + + Note: + Please select the length of time for your position at your current organization only – your total years of experience in documentation will be covered in the individual demographics section. If you have changed roles at the same organization, please select the length of time that you have been in your current role. + + - Less than 1 year + - More than 1 year but less than 2 years + - More than 2 years but less than 5 years + - More than 5 years but less than 10 years + - More than 10 years + + Contractors: + + How long have you worked as a contractor or freelancer, or been self-employed? + + Note: + This is how long you have been a contractor or freelancer only - your total years of experience in documentation will be covered later on. + + - Less than 1 year + - More than 1 year but less than 2 years + - More than 2 years but less than 5 years + - More than 5 years but less than 10 years + - More than 10 years + +.. raw:: html + +
    + +A spike in respondents with new jobs was first seen in 2021, with 31.7% of respondents reported being in their current position at their current organization for less than a year. In 2022, this number peaked at 36.8% - when respondents with new jobs outstripped the number who had held their current position for medium or long terms. In 2023, the number of respondents with new jobs has fallen again, to 20.3% - lower than in 2020 although still well above the 9% reported in 2019. + +.. table:: Length of time in current role + :widths: 70 15 15 + :name: tbl-2023-length-of-time-in-current-role + :class: std3col + + +-------------------------+-----+-------+ + | Years | |N| | |%| | + +=========================+=====+=======+ + | 0-1 years | 206 | 20.3% | + +-------------------------+-----+-------+ + | 1-2 years | 235 | 23.1% | + +-------------------------+-----+-------+ + | 2-5 years | 326 | 32.1% | + +-------------------------+-----+-------+ + | 5-10 years | 166 | 16.3% | + +-------------------------+-----+-------+ + | 10+ years | 84 | 8.3% | + +-------------------------+-----+-------+ + +.. raw:: html + +
    + +

    Length of time in current role (at current organization - employee respondents who have changed roles at the same organization were instructed to specify the length of time they had been in their current role only, not the total length of time at the organization)

    +     +
    Figure: Length of time in current role
    +
    + +.. figure:: images/2023/2023-length-of-time-in-current-role.svg + :class: hide + +Proportion of role related to documentation +------------------------------------------- + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| Documentation is: + + - the whole of my official job description + - part of my official job description + - not officially part of my job description, but I am expected to perform documentation-related tasks + - not officially part of my job description, and I am not expected to perform documentation-related tasks, but I do anyway + + Approximately what percentage of your day-to-day tasks are documentation-related? + + - 0-25% + - 26-50% + - 51-75% + - 76-100% + +.. raw:: html + +
    + +The majority of respondents (73.5% in 2023, almost exactly the same proportion as in 2022) reported that documentation makes up both their whole official job description, and most or all of their day-to-day tasks (87.2% reporting more than 51% of their daily workload). The portion of respondents performing documentation-related tasks even though it's not part of their job description remained steady. + +.. raw:: html + +
    + +.. raw:: html + +
    + +.. table:: Portion of role officially documentation-related + :widths: 70 15 15 + :name: tbl-2023-portion-of-role-officially-documentation-related + :class: std3col + + +--------------------------------------+-----+-------+ + | Portion of role | |N| | |%| | + +======================================+=====+=======+ + | Wholly documentation | 747 | 73.5% | + +--------------------------------------+-----+-------+ + | Partly documentation | 238 | 23.4% | + +--------------------------------------+-----+-------+ + | Not documentation, but it's expected | 22 | 2.2% | + +--------------------------------------+-----+-------+ + | Not documentation, and not expected | 10 | 1.0% | + +--------------------------------------+-----+-------+ + +.. raw:: html + +
    + +.. table:: Portion of role actually documentation-related + :widths: 70 15 15 + :name: tbl-2023-portion-of-role-actually-documentation-related + :class: std3col + + +--------------------------------------+-----+-------+ + | Portion of role | |N| | |%| | + +======================================+=====+=======+ + | 76-100% | 582 | 57.2% | + +--------------------------------------+-----+-------+ + | 51-75% | 305 | 30.0% | + +--------------------------------------+-----+-------+ + | 26-50% | 87 | 8.6% | + +--------------------------------------+-----+-------+ + | 0-25% | 43 | 4.2% | + +--------------------------------------+-----+-------+ + +.. raw:: html + +
    + +.. raw:: html + +
    + + + +
    Figure: Portion of role officially documentation-related
    +
    + +.. figure:: images/2023/2023-portion-of-role-officially-docs-related.svg + :class: hide + +.. raw:: html + +
    + + + +
    Figure: Portion of role actually documentation-related
    +
    + +.. figure:: images/2023/2023-proportion-actual.svg + :class: hide + + + +Job changes +=========== + +In the 2022 survey results, we saw more employee respondents in new positions - jobs that they'd held for less than one year - than in any previous survey. To better explore how the job market shake-up of the past few years is affecting our community - both employees and contractors - we added this new section for job changes. + +Employment or contract status change +------------------------------------ + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| Employees: + + Has your employment status changed in the past year? + + - Yes + - No + + Examples of an employment status change: you left a job; were promoted, laid off, made redundant or terminated; you started a new role. + + What are the circumstances of your employment status change? Check all that apply. + + - I was promoted within the same organization + - I moved to another position within the same organization + - I started a new position in a new organization + - I was made redundant, downsized or laid off due to restructuring/bankruptcy/closure + - My employment was terminated for another reason + - I resigned in order to accept another offer of employment + - I resigned, but not to accept another offer of employment + - I would rather not say + - Other (please specify) + + Contractors: + + Has your contract/freelance status changed in the past year? + + - Yes + - No + + Examples of a contract/freelance status change: a contract or project cancelled prematurely; your regular freelance workload dried up unexpectedly; you started a new contract. + + What are the circumstances of your contract/freelance status change? Check all that apply. + + - I started a new contract or freelance project (or multiple projects) + - A contract or freelance project ended prematurely + - A contract or freelance project ended as expected + - My contract was not renewed as expected + - I resigned in order to start another contract + - I resigned, but not to start another contract + - I "fired" a freelance client + - My freelance work pipeline dried up + - I left employment in order to start as a contractor/freelancer + - I finished contracting/freelancing in order to accept a position as an employee + - I would rather not say + - Other (please specify) + +.. raw:: html + +
    + +36.5% of respondents reported undergoing a change in their employment status in the past year, with contractors reporting changes at a slightly higher rate (43%) than employees (35.9%). + +Of the employees experiencing employment changes, starting a new position at a new organization was the most reported change (46%). 28.8% were promoted within the same organization. + +Of the contractors, having a contract or project ending prematurely was the most reported change (41%). 35.3% started a new contract. + +.. raw:: html + +
    + +.. raw:: html + +
    + +.. table:: Employment change - employees + :widths: 70 15 15 + :name: tbl-2023-employment-change-employees + :class: std3col + + +---------------------+-----+-------+ + | Change | |N| | |%| | + +=====================+=====+=======+ + | New position | 155 | 46.0% | + +---------------------+-----+-------+ + | Promotion | 97 | 28.8% | + +---------------------+-----+-------+ + | Redundancy | 84 | 24.9% | + +---------------------+-----+-------+ + | Resigned with offer | 54 | 16.0% | + +---------------------+-----+-------+ + | Lateral move | 21 | 6.2% | + +---------------------+-----+-------+ + | Resigned | 13 | 3.9% | + +---------------------+-----+-------+ + | Terminated | 11 | 3.3% | + +---------------------+-----+-------+ + +.. raw:: html + +
    + +.. table:: Employment change - contractors + :widths: 70 15 15 + :name: tbl-2023-employment-change-contractors + :class: std3col + + +----------------------------+-----+-------+ + | Change | |N| | |%| | + +============================+=====+=======+ + | Contract ended prematurely | 14 | 41.2% | + +----------------------------+-----+-------+ + | New contract | 12 | 35.3% | + +----------------------------+-----+-------+ + | Left employment | 8 | 23.5% | + +----------------------------+-----+-------+ + | Contracted ended normally | 7 | 20.6% | + +----------------------------+-----+-------+ + | Pipeline dried up | 6 | 17.6% | + +----------------------------+-----+-------+ + | Contract not renewed | 5 | 14.7% | + +----------------------------+-----+-------+ + | Resigned with offer | 4 | 11.8% | + +----------------------------+-----+-------+ + | Fired client | 3 | 8.8% | + +----------------------------+-----+-------+ + | Left contracting | 2 | 5.9% | + +----------------------------+-----+-------+ + +.. raw:: html + +
    + +Job or contract search status +----------------------------- + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| Employees: + + What is your current job search status? + + - I'm not looking for a new position, and am not open to employment offers + - I'm not looking for a new position, but am open to employment offers + - I'm not looking for a new position, but expect to be within the next year + - I'm actively looking for a new position + + Contractors: + + What is your current contract/freelance search status? + + - I'm not looking for new contracts or freelance projects, and am not open to offers + - I'm not looking for new contracts or freelance projects, but am open to offers + - I'm not looking for new contracts or freelance projects, but expect to be within the next year + - I'm actively looking for new contracts or freelance projects + +.. raw:: html + +
    + +The majority of respondents - 46.3% of employees and 38% of contractors - stated that while they were not actively looking for new positions or contracts, they were open to considering offers that might come their way. 14% of employees and 29.1% of contractors said they were actively looking for new work. + +.. raw:: html + +
    + +.. raw:: html + +
    + +.. table:: Current job search status - employees + :widths: 70 15 15 + :name: tbl-2023-current-job-search-status-employees + :class: std3col + + +--------------------------------------------------------+-----+-------+ + | Search status | |N| | |%| | + +========================================================+=====+=======+ + | Not actively looking, but open to offers | 434 | 46.3% | + +--------------------------------------------------------+-----+-------+ + | Not actively looking, not open to offers | 298 | 31.8% | + +--------------------------------------------------------+-----+-------+ + | Actively looking | 131 | 14.0% | + +--------------------------------------------------------+-----+-------+ + | Not looking yet, but expect to be within the next year | 75 | 8.0% | + +--------------------------------------------------------+-----+-------+ + +.. raw:: html + +
    + +.. table:: Current work search status - contractors + :widths: 70 15 15 + :name: tbl-2023-current-work-search-status-contractors + :class: std3col + + +--------------------------------------------------------+-----+-------+ + | Search status | |N| | |%| | + +========================================================+=====+=======+ + | Not actively looking, but open to offers | 30 | 38.0% | + +--------------------------------------------------------+-----+-------+ + | Actively looking | 23 | 29.1% | + +--------------------------------------------------------+-----+-------+ + | Not actively looking, not open to offers | 18 | 22.8% | + +--------------------------------------------------------+-----+-------+ + | Not looking yet, but expect to be within the next year | 8 | 10.1% | + +--------------------------------------------------------+-----+-------+ + +.. raw:: html + +
    + +Job security and stability +-------------------------- + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| How would you characterize your current feelings of job security and stability, or contract/freelance income security and stability, compared to this time last year? + + - I'm less confident in my job security or contract/freelance income security than I was last year + - My confidence level is around the same + - I'm more confident in my job security or contract/freelance income security than I was last year + +.. raw:: html + +
    + +Note: Employees and contractors who had indicated that they were currently unemployed were not shown this question. + +Just over half of all respondents (54.1%) reported feeling the same level of job security and stability, compared to the previous year. 30.5% felt less secure, and only 15.4% felt more secure. The difference in responses between employees and contractors for this question was not significantly different. + +.. table:: Feelings of job security and stability + :widths: 70 15 15 + :name: tbl-2023-feelings-of-job-security-combined + :class: std3col + + +----------------------------------------+-----+-------+ + | Feelings | |N| | |%| | + +========================================+=====+=======+ + | The same as last year | 531 | 54.1% | + +----------------------------------------+-----+-------+ + | Less secure than last year | 299 | 30.5% | + +----------------------------------------+-----+-------+ + | More secure than last year | 151 | 15.4% | + +----------------------------------------+-----+-------+ + +Job offer considerations +------------------------ + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| When considering an offer of employment, how important do you consider the following 13 factors? + + The options for each were: not relevant, not very important, somewhat important, very important. + + - Salary + - Benefits (i.e. paid vacation, pension, insurance etc) + - Hours and flexibility + - Workload and responsibilities + - Career advancement opportunities + - Professional development opportunities + - Work location (remote/on-site/hybrid) + - Management/team/co-workers + - Organization's reputation, financial standing/stability, and job security + - Organization's culture + - Organization's community involvement + - Organization's pay transparency policy + - Organization's diversity/inclusivity policy + +.. raw:: html + +
    + +Note: This question - new for 2023 - was only shown to employees. + +While some obvious factors were given high importance by most respondents - salary, work location, hours, and benefits - other factors resulted in more varied results. The only factor that the majority of respondents agreed was not very important was community involvement. Stability, diversity, professional development, career advancement and pay transparency were all found to be "somewhat important" by the majority of respondents, but for all of these factors there was a wide range of variations in the responses. + +.. table:: Employee job offer considerations + :widths: 32 17 17 17 17 + :name: tbl-2023-employee-job-offer-considerations + :class: fivecol + + +------------------+------------------------------------------+ + | Factor | Importance | + | +-------+----------+----------+------------+ + | | Very | Somewhat | Not very | None | + +==================+=======+==========+==========+============+ + | Salary | 81.9% | 18.0% | 0.1% | 0% | + +------------------+-------+----------+----------+------------+ + | Location | 75.6% | 19.2% | 4.8% | 0.4% | + +------------------+-------+----------+----------+------------+ + | Hours | 74.2% | 24.4% | 1.4% | 0% | + +------------------+-------+----------+----------+------------+ + | Benefits | 69.1% | 28.7% | 1.7% | 0.5% | + +------------------+-------+----------+----------+------------+ + | Team | 53.1% | 38.8% | 7.2% | 0.9% | + +------------------+-------+----------+----------+------------+ + | Workload | 48.7% | 46.8% | 4.3% | 0.2% | + +------------------+-------+----------+----------+------------+ + | Culture | 45.6% | 42.5% | 10.3% | 1.5% | + +------------------+-------+----------+----------+------------+ + | Stability | 42.3% | 49.7% | 7.6% | 0.4% | + +------------------+-------+----------+----------+------------+ + | Diversity | 28.1% | 41.6% | 22.4% | 7.9% | + +------------------+-------+----------+----------+------------+ + | Development | 27.2% | 52.3% | 19.6% | 0.9% | + +------------------+-------+----------+----------+------------+ + | Career | 26.9% | 48.0% | 24.0% | 1.2% | + +------------------+-------+----------+----------+------------+ + | Pay transparency | 21.7% | 46.7% | 26.7% | 4.9% | + +------------------+-------+----------+----------+------------+ + | Community | 6.6% | 32.7% | 48.9% | 11.7% | + +------------------+-------+----------+----------+------------+ + +.. raw:: html + +
    + +

    Diverging stacked horizontal bar chart showing level of importance given to various factors by employee respondents when considering an offer of employment.

    +     +
    Figure: Employee job offer considerations
    +
    + +.. figure:: images/2023/2023-job-offer-considerations.svg + :class: hide + +Workplace +========= + +The questions in this section relate to respondents' workplace: whether they work from home, from an office, or a combination, and how they feel about that. We were also interested in how the much-discussed "back to the office" mandates have affected our community. + +.. container:: note + + .. rubric:: |icon-info| Note on use of the term "remote" + + In previous surveys, this was some confusion as to the definition of the term "remote", as many people suddenly forced to work from home due to the pandemic did not think of that situation as working remotely. To clarify, we consider the word "remote" to have the same meaning as "work from home" or "home office". + +Work location +------------- + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| What is your current work location? + + - I am required to be on-site full time + - I am on-site full time, but it is not required + - I am partially on-site, and partially remote (hybrid) + - I am fully remote, but it is by choice (i.e. an office location is available to me) + - I am fully remote, and it is required (i.e. no office location is available to me) + + How do you feel about your work location? + + - Very negative + - Negative + - Neutral + - Positive + - Very Positive + +.. raw:: html + +
    + +The majority of respondents reported working remotely, with the number doing so by choice (36.2%) higher than the number required to do so by their employer (29%). + +.. table:: Work location + :widths: 70 15 15 + :name: tbl-2023-work-location + :class: std3col + + +------------------------+-----+-------+ + | Work location | |N| | |%| | + +========================+=====+=======+ + | Remote (not required) | 368 | 36.2% | + +------------------------+-----+-------+ + | Remote (required) | 295 | 29.0% | + +------------------------+-----+-------+ + | Hybrid | 287 | 28.2% | + +------------------------+-----+-------+ + | On-site (not required) | 35 | 3.4% | + +------------------------+-----+-------+ + | On-site (required) | 32 | 3.1% | + +------------------------+-----+-------+ + +.. raw:: html + +
    + +

    Donut chart showing current work location - remote, hybrid, on-site - and whether the location is their choice or their employer's.

    +     +
    Figure: Work location
    +
    + +.. figure:: images/2023/2023-work-location.svg + :class: hide + +The majority of respondents (80.8%) reported feeling "positive" about their work location, with 51.8% feeling "very positive". + +.. table:: Feelings about work location + :widths: 70 15 15 + :name: tbl-2023-feelings-about-work-location + :class: std3col + + +------------------------------+-----+-------+ + | Feelings | |N| | |%| | + +==============================+=====+=======+ + | Very positive | 527 | 51.8% | + +------------------------------+-----+-------+ + | Positive | 295 | 29.0% | + +------------------------------+-----+-------+ + | Neutral | 134 | 13.2% | + +------------------------------+-----+-------+ + | Negative | 51 | 5.0% | + +------------------------------+-----+-------+ + | Very negative | 10 | 1.0% | + +------------------------------+-----+-------+ + +.. raw:: html + +
    + +

    Donut chart showing respondents feelings about their work location.

    +     +
    Figure: Feelings about work location
    +
    + +.. figure:: images/2023/2023-feelings-about-work-location.svg + :class: hide + +"Return to office" (RTO) mandates +--------------------------------- + +.. container:: note + + .. rubric:: |icon-info| Note on use of the term "post-pandemic" + + The survey questions originally included the term "post-pandemic" to describe "return to office" mandates. However, as was correctly pointed out by several community members, the COVID-19 pandemic is not over, and is still very much a concern for at-risk groups. Removing this term does not alter the meaning or intention of the question and so has been left out of this report. + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| Has your organization implemented a "return to office" policy - requesting or requiring that remote or "work from home" employees return to working on-site? + + - Yes, it's required all of the time + - Yes, it's required but only part of the time (hybrid work is ok) + - Yes, it's encouraged but not mandatory + - Yes, but only for some roles + - No, remote work is still allowed/encouraged/required + - No, my position was always remote-only + - No, my position was always hybrid + - No, my position was always on-site only + - I don't know + + How do you feel about your organization's "return to office" policy? + + - Very negative + - Negative + - Neutral + - Positive + - Very Positive + +.. raw:: html + +
    + +55.1% of respondents reported that they have not been affected by "return to office" (RTO) policies. 42.8% have been affected, with only 2.2% unsure. + +Of those that were not affected, 26.2% - the largest segment overall - reported that remote work was still allowed, encouraged or required, with another 23.4% stating that their position was always remote-only. + +For those that have been affected, most reported that a hybrid model was being mandated (24.2% overall). + +.. raw:: html + +
    + +.. table:: Not affected by mandates + :widths: 70 15 15 + :name: tbl-2023-return-to-the-office-mandates-not-affected + :class: std3col + + +------------------------------------------------------+-----+-------+ + | RTO Status | |N| | |%| | + +======================================================+=====+=======+ + | No, remote work is still allowed/encouraged/required | 266 | 47.5% | + +------------------------------------------------------+-----+-------+ + | No, my position was always remote-only | 238 | 42.5% | + +------------------------------------------------------+-----+-------+ + | No, my position was always hybrid | 37 | 6.6% | + +------------------------------------------------------+-----+-------+ + | No, my position was always on-site only | 19 | 3.4% | + +------------------------------------------------------+-----+-------+ + +.. raw:: html + +
    + +.. table:: Affected by mandates + :widths: 70 15 15 + :name: tbl-2023-return-to-the-office-mandates-affected + :class: std3col + + +------------------------------------------------------------------+-----+-------+ + | RTO Status | |N| | |%| | + +==================================================================+=====+=======+ + | Yes, it's required but only part of the time (hybrid work is ok) | 246 | 56.6% | + +------------------------------------------------------------------+-----+-------+ + | Yes, it's encouraged but not mandatory | 102 | 23.4% | + +------------------------------------------------------------------+-----+-------+ + | Yes, but only for some roles | 64 | 14.7% | + +------------------------------------------------------------------+-----+-------+ + | Yes, it's required all of the time | 23 | 5.3% | + +------------------------------------------------------------------+-----+-------+ + +.. raw:: html + +
    + +Those who reported being affected by an RTO policy were asked about their feelings on the situation. + +Those who were required to return to the office on a part-time basis were quite evenly split between neutral (32.9%), negative (26%) and very negative (22%). Those who were positive (14.6%) or very positive (4.5%) were in the minority. + +Those who reported that a return was being encouraged by not required were less negative overall - 41% reported "neutral", with the remainder split evenly between positive and negative. + +Those affected by a full time RTO mandate felt predominantly negative, with only 3 individuals reporting positive feelings. + +Preferred work location +----------------------- + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| Regardless of the policy at your current organization or your current situation, what is your preferred work location? + + - I prefer to work on-site on a full-time basis + - I prefer to work remotely/from home on a full-time basis + - I prefer the flexibility of a hybrid work location (partly on-site, partly remote) + - I have no strong preference + +.. raw:: html + +
    + +Regardless of their current situation, 58% of all respondents said that their preferred work location is remote. Another 38.2% favored a hybrid model (some days in the office, some days working from home or another location). Only 2.6% said they preferred working on-site at their employer's office, and 1.3% stated no preference. + +.. table:: Preferred work location + :widths: 70 15 15 + :name: tbl-2023-preferred-work-location + :class: std3col + + +-------------------------+-----+-------+ + | Preferred work location | |N| | |%| | + +=========================+=====+=======+ + | Remote | 590 | 58.0% | + +-------------------------+-----+-------+ + | Hybrid | 388 | 38.2% | + +-------------------------+-----+-------+ + | On-site | 26 | 2.6% | + +-------------------------+-----+-------+ + | No preference | 13 | 1.3% | + +-------------------------+-----+-------+ + +Employee salary, benefits and satisfaction +========================================== + +To protect the privacy of our community, we do not publish median salary figures for any region or category with less than 10 respondents. In previous years, this has meant that median salaries could only be given for a few regions and countries, and a handful of US states. + +With this year's survey amassing the highest number of submissions yet, we can now provide a more extensive range of salary breakdowns. Alongside the baseline data for Africa, which encompasses respondents from South Africa, Kenya, and Nigeria, we have gathered enough data to publish median salaries (|50th| percentile) for 15 individual countries, 17 US states, 3 Canadian provinces (including separate figures for each province's largest city), and 3 Australian states. + +In regions or categories meet the minimum threshold of 30 respondents, we're also providing the |25th| percentile (the value below which 25% of the data falls) and |75th| percentile (the value below which 75% of the data falls). + +Currency +-------- + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| What currency are you paid in? + +.. raw:: html + +
    + +Employee respondents reported being paid in 26 different currencies. To make comparisons possible, all currencies were converted to USD using mid-market exchange rates, averaged for the whole of 2023. + +.. table:: Currencies and exchange rates - employees + :widths: 55 10 10 10 15 + :name: tbl-2023-currencies-employees + :class: std3col + + +--------------------------------------+------+---------+ + | Currency (code) | |N| | Rate | + +======================================+======+=========+ + | United States Dollar (USD) | 487 | 1.00000 | + +--------------------------------------+------+---------+ + | Euro (EUR) | 147 | 1.08396 | + +--------------------------------------+------+---------+ + | Canadian Dollar (CAD) | 73 | 0.74068 | + +--------------------------------------+------+---------+ + | British Pound Sterling (GBP) | 55 | 1.25209 | + +--------------------------------------+------+---------+ + | Australian Dollar (AUD) | 41 | 0.65884 | + +--------------------------------------+------+---------+ + | Indian Rupee (INR) | 27 | 0.01209 | + +--------------------------------------+------+---------+ + | Romanian Leu (RON) | 17 | 0.23000 | + +--------------------------------------+------+---------+ + | Polish Zloty (PLN) | 13 | 0.24198 | + +--------------------------------------+------+---------+ + | Russian Ruble (RUB) | 12 | 0.01190 | + +--------------------------------------+------+---------+ + | Israeli New Shekel (NIS) | 12 | 0.26921 | + +--------------------------------------+------+---------+ + | Czech Koruna (CZK) | 8 | 0.04484 | + +--------------------------------------+------+---------+ + | South African Rand (ZAR) | 7 | 0.05359 | + +--------------------------------------+------+---------+ + | Ukrainian Hryvnia (UAH) | 6 | 0.02720 | + +--------------------------------------+------+---------+ + | Mexican Peso (MXN) | 5 | 0.05734 | + +--------------------------------------+------+---------+ + | Japanese Yen (JPY) | 5 | 0.00700 | + +--------------------------------------+------+---------+ + | Brazilian Real (BRL) | 4 | 0.20030 | + +--------------------------------------+------+---------+ + | New Zealand Dollar (NZD) | 4 | 0.61072 | + +--------------------------------------+------+---------+ + | Swedish Krona (SEK) | 4 | 0.09427 | + +--------------------------------------+------+---------+ + | Swiss Franc (CHF) | 4 | 1.12614 | + +--------------------------------------+------+---------+ + | Norwegian Krone (NOK) | 1 | 0.09413 | + +--------------------------------------+------+---------+ + | United Arab Emirates Dirham (AED) | 1 | 0.27227 | + +--------------------------------------+------+---------+ + | Indonesian Rupiah (IDR) | 1 | 0.00007 | + +--------------------------------------+------+---------+ + | Kenyan Shilling (KES) | 1 | 0.00720 | + +--------------------------------------+------+---------+ + | Thai Baht (THB) | 1 | 0.02851 | + +--------------------------------------+------+---------+ + | Singapore Dollar (SGD) | 1 | 0.74368 | + +--------------------------------------+------+---------+ + | Danish Krone (DKK) | 1 | 0.14532 | + +--------------------------------------+------+---------+ + +Pay interval +------------ + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| Would you prefer to enter your salary as a yearly or monthly amount? + +.. raw:: html + +
    + +In some locations, it is customary to discuss salary as a yearly figure, while in other it is more common to talk about monthly salaries. Respondents were asked to specify if they were entering a yearly or monthly figure, and all monthly salaries were multiplied by 12 to allow for comparison. In total, 81.1% of employee respondents chose to enter their salary as a yearly figure, with 18.9% choosing monthly. + +Median salary +------------- + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| What is your total (gross) salary (including tax)? Note: If your total compensation is made up of a base salary and significant bonus, equity or commission payments, please enter your total compensation here (or an average, if it fluctuates). + +.. raw:: html + +
    + +As in previous years, salaries for those working part-time hours (less than 30 per week) have been omitted from the figures in this section. The median salaries are based on 922 full-time employee respondents. + + +.. container:: note + + .. rubric:: |icon-info| Definition of percentile values + + Previous survey results have only reported the median salary - the number in the middle of the range, sometimes referred to as the |50th| percentile. Due to the increase in numbers and finer-grained location data, we're able this year to also publish figures for the |25th| and |75th| percentile figures, for regions where there are more than 30 respondents. + + In the following tables, the following definitions apply: + + - |25th| percentile: one quarter of all respondents earned less, three quarters earned more + - |50th| percentile (median): half of all respondents earned more, half earned less + - |75th| percentile: one quarter of all respondents earned more, three quarters earned less + +Median salary by respondent region +~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ + +Given the range of socio-economic differences in the countries in the survey results, median salary figures broken down by country of residence of employee is more useful than overall median salary. + +.. container:: note + + .. rubric:: |icon-info| Privacy and salary information + + In order to protect the privacy of respondents, median salaries are not shown for any country or region with less than 10 respondents. Countries with respondents in 2024 that are excluded by this condition are: + + - North America: Puerto Rico, St Kitts & Nevis, Mexico + - Europe: Spain, Czech Republic, Finland, Italy, Switzerland, Croatia, Sweden, Serbia, Austria, Slovenia, Estonia, Greece, Belgium, Lithuania, Bulgaria, Norway, Turkey, Cyprus, Montenegro, Denmark + - Oceania: New Zealand + - Asia: Japan, Singapore, Thailand, Indonesia + - Middle East: United Arab Emirates, Lebanon + - Africa: South Africa, Kenya, Nigeria + - South America: Brazil, Argentina + +.. table:: Salary (USD) by respondent region + :name: tbl-2023-salary-by-respondent-region + :class: medians + + +-------------------------+-------------+--------------+--------------+ + | Region (|N|) | |25| | |50| | |75| | + +=========================+=============+==============+==============+ + | **Worldwide** (922) | **$58,534** | **$82,418** | **$118,571** | + +-------------------------+-------------+--------------+--------------+ + | **North America** (526) | **$80,000** | **$105,000** | **$140,000** | + +-------------------------+-------------+--------------+--------------+ + | - USA (444) | $86,962 | $114,000 | $147,000 | + +-------------------------+-------------+--------------+--------------+ + | - Canada (74) | $62,217 | $73,050 | $92,215 | + +-------------------------+-------------+--------------+--------------+ + | **Europe** (287) | **$37,749** | **$56,580** | **$75,739** | + +-------------------------+-------------+--------------+--------------+ + | - United Kingdom (54) | $56,203 | $72,058 | $86,660 | + +-------------------------+-------------+--------------+--------------+ + | - Ukraine (36) | $21,636 | $28,525 | $40,725 | + +-------------------------+-------------+--------------+--------------+ + | - Germany (32) | $64,496 | $76,473 | $90,240 | + +-------------------------+-------------+--------------+--------------+ + | - France (21) | | $45,526 | | + +-------------------------+-------------+--------------+--------------+ + | - Poland (18) | | $38,475 | | + +-------------------------+-------------+--------------+--------------+ + | - Romania (17) | | $39,631 | | + +-------------------------+-------------+--------------+--------------+ + | - Ireland (12) | | $81,189 | | + +-------------------------+-------------+--------------+--------------+ + | - Portugal (11) | | $66,159 | | + +-------------------------+-------------+--------------+--------------+ + | - Russia (11) | | $21,420 | | + +-------------------------+-------------+--------------+--------------+ + | - Netherlands (11) | | $78,045 | | + +-------------------------+-------------+--------------+--------------+ + | **Oceania** (43) | **$72,474** | **$85,648** | **$102,450** | + +-------------------------+-------------+--------------+--------------+ + | - Australia (39) | $72,474 | $88,944 | $103,109 | + +-------------------------+-------------+--------------+--------------+ + | **Asia** (36) | **$15,128** | **$30,225** | **$48,693** | + +-------------------------+-------------+--------------+--------------+ + | - India (28) | | $22,106 | | + +-------------------------+-------------+--------------+--------------+ + | **Middle East** (14) | **--** | **$95,301** | **--** | + +-------------------------+-------------+--------------+--------------+ + | - Israel (12) | | $96,916 | | + +-------------------------+-------------+--------------+--------------+ + | **Africa** (10) | **--** | **$45,019** | **--** | + +-------------------------+-------------+--------------+--------------+ + +Median salary by respondent region - further breakdowns +~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ + +Respondent numbers allow some additional breakdowns by US state, Candian province and Australian state, as well as a handful of North American cities. + +.. raw:: html + +
    + +.. table:: Salary (USD) by respondent region - USA + :name: tbl-2023-salary-by-respondent-region-usa + :class: medians + + +---------------------+-----------+----------+-----------+ + | State (|N|) | |25| | |50| | |75| | + +=====================+===========+==========+===========+ + | California (65) | $100,995 | $149,347 | $180,000 | + +---------------------+-----------+----------+-----------+ + | - San Franciso (10) | | $200,000 | | + +---------------------+-----------+----------+-----------+ + | Texas (41) | $95,000 | $115,300 | $140,000 | + +---------------------+-----------+----------+-----------+ + | - Austin (19) | | $128,623 | | + +---------------------+-----------+----------+-----------+ + | North Carolina (27) | | $114,000 | | + +---------------------+-----------+----------+-----------+ + | Washington (25) | | $150,000 | | + +---------------------+-----------+----------+-----------+ + | - Seattle (11) | | $170,000 | | + +---------------------+-----------+----------+-----------+ + | Oregon (25) | | $115,448 | | + +---------------------+-----------+----------+-----------+ + | - Portland (17) | | $104,000 | | + +---------------------+-----------+----------+-----------+ + | Colorado (23) | | $133,000 | | + +---------------------+-----------+----------+-----------+ + | Florida (20) | | $90,500 | | + +---------------------+-----------+----------+-----------+ + | New York (20) | | $104,250 | | + +---------------------+-----------+----------+-----------+ + | Massachusetts (19) | | $133,034 | | + +---------------------+-----------+----------+-----------+ + | Minnesota (15) | | $100,000 | | + +---------------------+-----------+----------+-----------+ + | Michigan (15) | | $88,000 | | + +---------------------+-----------+----------+-----------+ + | Pennsylvania (15) | | $114,000 | | + +---------------------+-----------+----------+-----------+ + | Wisconsin (14) | | $100,375 | | + +---------------------+-----------+----------+-----------+ + | Virginia (14) | | $89,750 | | + +---------------------+-----------+----------+-----------+ + | Georgia (12) | | $115,000 | | + +---------------------+-----------+----------+-----------+ + | Ohio (12) | | $107,050 | | + +---------------------+-----------+----------+-----------+ + | Utah (11) | | $108,819 | | + +---------------------+-----------+----------+-----------+ + +.. raw:: html + +
    + +.. table:: Salary (USD) by respondent region - Canada + :name: tbl-2023-salary-by-respondent-region-canada + :class: medians + + +-----------------------+-----------+---------+-----------+ + | Province (|N|) | |25| | |50| | |75| | + +=======================+===========+=========+===========+ + | Ontario (37) | $62,217 | $70,365 | $85,179 | + +-----------------------+-----------+---------+-----------+ + | - Toronto (15) | | $70,365 | | + +-----------------------+-----------+---------+-----------+ + | Quebec (13) | | $67,798 | | + +-----------------------+-----------+---------+-----------+ + | - Montreal (10) | | $78,764 | | + +-----------------------+-----------+---------+-----------+ + | British Columbia (12) | | $90,734 | | + +-----------------------+-----------+---------+-----------+ + | - Vancouver (10) | | $85,179 | | + +-----------------------+-----------+---------+-----------+ + +.. raw:: html + +
    + +.. table:: Salary (USD) by respondent region - Australia + :name: tbl-2023-salary-by-respondent-region-australia + :class: std3col + + +-----------------+-----+--------------+ + | State | |N| | |50| | + +=================+=====+==============+ + | Queensland | 12 | $84,990 | + +-----------------+-----+--------------+ + | New South Wales | 12 | $94,570 | + +-----------------+-----+--------------+ + | Victoria | 11 | $93,556 | + +-----------------+-----+--------------+ + +.. raw:: html + +
    + +Median salary by gender identity +~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ + +Due to numbers, we are only able to break down salary by gender identity for women (59.9% of all respondents) and men (34.7% of all respondents). In almost every region, men earned more than women, by as much as 76% in Asia - although with such a small sample size that is unlikely to be truly representative. + +The only region where the median for women was higher was North America overall - but even here, the 75th percentile salary was higher for men, and when looking at the two largest countries in that region (the United States and Canada) men were paid more overall. + +.. raw:: html + +
    + +.. table:: Salary (USD) by gender identity - women + :name: tbl-2023-salary-by-gender-identity-women + :class: medians + + +-------------------------+-------------+--------------+--------------+ + | Region (|N|) | |25| | |50| | |75| | + +=========================+=============+==============+==============+ + | **Worldwide** (544) | **$55,060** | **$80,000** | **$114,250** | + +-------------------------+-------------+--------------+--------------+ + | **North America** (310) | **$80,000** | **$107,338** | **$140,000** | + +-------------------------+-------------+--------------+--------------+ + | - United States (262) | $86,512 | $112,700 | $144,750 | + +-------------------------+-------------+--------------+--------------+ + | - Canada (43) | $62,588 | $70,365 | $96,289 | + +-------------------------+-------------+--------------+--------------+ + | **Europe** (179) | **$34,063** | **$52,030** | **$71,682** | + +-------------------------+-------------+--------------+--------------+ + | - United Kingdom (34) | $57,283 | $72,058 | $81,073 | + +-------------------------+-------------+--------------+--------------+ + | - Ukraine (28) | | $27,081 | | + +-------------------------+-------------+--------------+--------------+ + | - Germany (20) | | $74,251 | | + +-------------------------+-------------+--------------+--------------+ + | - France (15) | | $45,526 | | + +-------------------------+-------------+--------------+--------------+ + | - Romania (15) | | $38,502 | | + +-------------------------+-------------+--------------+--------------+ + | - Poland (11) | | $32,519 | | + +-------------------------+-------------+--------------+--------------+ + | - Ireland (10) | | $80,051 | | + +-------------------------+-------------+--------------+--------------+ + | **Oceania** (21) | **--** | **$80,612** | **--** | + +-------------------------+-------------+--------------+--------------+ + | - Australia (17) | | $82,356 | | + +-------------------------+-------------+--------------+--------------+ + | **Asia** (20) | **--** | **$21,762** | **--** | + +-------------------------+-------------+--------------+--------------+ + | - India (15) | | $19,344 | | + +-------------------------+-------------+--------------+--------------+ + +.. raw:: html + +
    + +.. table:: Salary (USD) by gender identity - men + :name: tbl-2023-salary-by-gender-identity-men + :class: medians + + +-------------------------+-------------+--------------+--------------+ + | Region (|N|) | |25| | |50| | |75| | + +=========================+=============+==============+==============+ + | **Worldwide** (326) | **$62,671** | **$90,000** | **$128,840** | + +-------------------------+-------------+--------------+--------------+ + | **North America** (185) | **$80,000** | **$105,000** | **$147,665** | + +-------------------------+-------------+--------------+--------------+ + | - United States (156) | $87,369 | $114,000 | $150,000 | + +-------------------------+-------------+--------------+--------------+ + | - Canada (26) | | $77,772 | | + +-------------------------+-------------+--------------+--------------+ + | **Europe** (94) | **$43,832** | **$65,355** | **$91,762** | + +-------------------------+-------------+--------------+--------------+ + | - United Kingdom (18) | | $74,124 | | + +-------------------------+-------------+--------------+--------------+ + | - Germany (11) | | $80,755 | | + +-------------------------+-------------+--------------+--------------+ + | **Oceania** (19) | **--** | **$93,556** | **--** | + +-------------------------+-------------+--------------+--------------+ + | - Australia (19) | | $93,556 | | + +-------------------------+-------------+--------------+--------------+ + | **Asia** (13) | **--** | **$38,495** | **--** | + +-------------------------+-------------+--------------+--------------+ + | - India (10) | | $33,489 | | + +-------------------------+-------------+--------------+--------------+ + +.. raw:: html + +
    + +.. table:: Median salary (USD) by gender identity - comparison + :name: tbl-2023-salary-by-gender-identity-comparison + :class: medians + + +----------------------+--------------+--------------+-----------+ + | Region | Women | Men | Diff | + +======================+==============+==============+===========+ + | **Worldwide** | **$80,000** | **$90,000** | **12.5%** | + +----------------------+--------------+--------------+-----------+ + | **North America** | **$107,338** | **$105,000** | **-2.2%** | + +----------------------+--------------+--------------+-----------+ + | - United States | $112,700 | $114,000 | 1.2% | + +----------------------+--------------+--------------+-----------+ + | - Canada | $70,365 | $77,772 | 10.5% | + +----------------------+--------------+--------------+-----------+ + | **Europe** | **$52,030** | **$65,355** | **25.6%** | + +----------------------+--------------+--------------+-----------+ + | - United Kingdom | $72,058 | $74,124 | 2.9% | + +----------------------+--------------+--------------+-----------+ + | - Germany | $74,251 | $80,755 | 8.8% | + +----------------------+--------------+--------------+-----------+ + | **Oceania** | **$80,612** | **$93,556** | **16.0%** | + +----------------------+--------------+--------------+-----------+ + | - Australia | $82,356 | $93,556 | 13.6% | + +----------------------+--------------+--------------+-----------+ + | **Asia** | **$21,762** | **$38,495** | **76.9%** | + +----------------------+--------------+--------------+-----------+ + | - India | $19,344 | $33,489 | 73.1% | + +----------------------+--------------+--------------+-----------+ + +.. raw:: html + +
    + +Median salary by years of experience +~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ + +.. raw:: html + +
    + +.. table:: Salary (USD) by experience - 0-2 years + :name: tbl-2023-salary-by-experience-0-2yrs + :class: medians + + +----------------------+-----------+--------------+-----------+ + | Region (|N|) | |25| | |50| | |75| | + +======================+===========+==============+===========+ + | Worldwide (78) | $39,028 | $60,000 | $75,251 | + +----------------------+-----------+--------------+-----------+ + | North America (43) | $60,000 | $70,000 | $86,525 | + +----------------------+-----------+--------------+-----------+ + | - United States (38) | $60,400 | $72,400 | $88,263 | + +----------------------+-----------+--------------+-----------+ + | Europe (28) | | $39,377 | | + +----------------------+-----------+--------------+-----------+ + +.. raw:: html + +
    + +.. table:: Salary (USD) by experience - 2-5 years + :name: tbl-2023-salary-by-experience-2-5yrs + :class: medians + + +----------------------+-----------+---------+-----------+ + | Region (|N|) | |25| | |50| | |75| | + +======================+===========+=========+===========+ + | Worldwide (186) | $39,309 | $65,109 | $85,750 | + +----------------------+-----------+---------+-----------+ + | North America (84) | $68,786 | $81,695 | $100,000 | + +----------------------+-----------+---------+-----------+ + | - United States (63) | $78,205 | $90,000 | $109,500 | + +----------------------+-----------+---------+-----------+ + | - Canada (18) | | $64,069 | | + +----------------------+-----------+---------+-----------+ + | Europe (85) | $32,519 | $45,526 | $62,653 | + +----------------------+-----------+---------+-----------+ + | - Ukraine (17) | | $27,316 | | + +----------------------+-----------+---------+-----------+ + | - Germany (11) | | $72,625 | | + +----------------------+-----------+---------+-----------+ + | - Poland (11) | | $34,845 | | + +----------------------+-----------+---------+-----------+ + +.. raw:: html + +
    + +.. table:: Salary (USD) by experience - 5-10 years + :name: tbl-2023-salary-by-experience-5-10yrs + :class: medians + + +-----------------------+---------+----------+----------+ + | Region (|N|) | |25| | |50| | |75| | + +=======================+=========+==========+==========+ + | Worldwide (256) | $59,618 | $80,800 | $119,427 | + +-----------------------+---------+----------+----------+ + | North America (141) | $78,250 | $105,000 | $140,000 | + +-----------------------+---------+----------+----------+ + | - United States (120) | $85,750 | $115,000 | $147,587 | + +-----------------------+---------+----------+----------+ + | - Canada (19) | $61,477 | $67,798 | $94,437 | + +-----------------------+---------+----------+----------+ + | Europe (86) | $42,215 | $64,460 | $79,783 | + +-----------------------+---------+----------+----------+ + | - United Kingdom (19) | | $75,126 | | + +-----------------------+---------+----------+----------+ + | - Germany (11) | | $77,070 | | + +-----------------------+---------+----------+----------+ + | Oceania (11) | | $82,447 | | + +-----------------------+---------+----------+----------+ + | Asia (10) | | $25,733 | | + +-----------------------+---------+----------+----------+ + +.. raw:: html + +
    + +.. raw:: html + +
    + +.. table:: Salary (USD) by experience - 10-15 years + :name: tbl-2023-salary-by-experience-10-15yrs + :class: medians + + +----------------------+---------+----------+----------+ + | Region (|N|) | |25| | |50| | |75| | + +======================+=========+==========+==========+ + | Worldwide (147) | $62,545 | $90,017 | $133,000 | + +----------------------+---------+----------+----------+ + | North America (78) | $87,000 | $128,812 | $155,158 | + +----------------------+---------+----------+----------+ + | - United States (67) | $97,000 | $135,000 | $162,500 | + +----------------------+---------+----------+----------+ + | - Canada (10) | | $72,217 | | + +----------------------+---------+----------+----------+ + | Europe (50) | $48,240 | $63,483 | $90,005 | + +----------------------+---------+----------+----------+ + | Oceania (11) | | $90,262 | | + +----------------------+---------+----------+----------+ + | - Australia (10) | | $90,986 | | + +----------------------+---------+----------+----------+ + +.. raw:: html + +
    + +.. table:: Salary (USD) by experience - 15-20 years + :name: tbl-2023-salary-by-experience-15-20yrs + :class: medians + + +----------------------+---------+----------+----------+ + | Region (|N|) | |25| | |50| | |75| | + +======================+=========+==========+==========+ + | Worldwide (95) | $75,955 | $96,000 | $124,500 | + +----------------------+---------+----------+----------+ + | North America (54) | $94,250 | $115,000 | $142,500 | + +----------------------+---------+----------+----------+ + | - United States (47) | $98,450 | $122,000 | $146,000 | + +----------------------+---------+----------+----------+ + | Europe (22) | | $70,913 | | + +----------------------+---------+----------+----------+ + +.. raw:: html + +
    + +.. table:: Salary (USD) by experience - 20+ years + :name: tbl-2023-salary-by-experience-20-plus-yrs + :class: medians + + +-----------------------+----------+----------+----------+ + | Region (|N|) | |25| | |50| | |75| | + +=======================+==========+==========+==========+ + | Worldwide (156) | $95,000 | $115,149 | $147,783 | + +-----------------------+----------+----------+----------+ + | North America (122) | $104,250 | $125,000 | $160,000 | + +-----------------------+----------+----------+----------+ + | - United States (106) | $108,000 | $126,473 | $163,000 | + +-----------------------+----------+----------+----------+ + | - Canada (15) | | $112,584 | | + +-----------------------+----------+----------+----------+ + | Europe (16) | | $62,390 | | + +-----------------------+----------+----------+----------+ + +.. raw:: html + +
    + +Median salary by organization size (employees) +~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ + +.. raw:: html + +
    + +.. table:: Salary (USD) by org size - 1-100 employees + :name: tbl-2023-salary-by-org-size-1-100 + :class: medians + + +----------------------+---------+----------+----------+ + | Region (|N|) | |25| | |50| | |75| | + +======================+=========+==========+==========+ + | Worldwide (130) | $49,007 | $71,289 | $100,000 | + +----------------------+---------+----------+----------+ + | North America (56) | $73,841 | $98,050 | $141,250 | + +----------------------+---------+----------+----------+ + | - United States (46) | $88,119 | $101,440 | $143,750 | + +----------------------+---------+----------+----------+ + | Europe (53) | $35,771 | $54,632 | $70,457 | + +----------------------+---------+----------+----------+ + | Oceania (10) | | $72,473 | | + +----------------------+---------+----------+----------+ + +.. raw:: html + +
    + +.. table:: Salary (USD) by org size - 101-1,000 employees + :name: tbl-2023-salary-by-org-size-101-1000 + :class: medians + + +-----------------------+---------+----------+----------+ + | Region (|N|) | |25| | |50| | |75| | + +=======================+=========+==========+==========+ + | Worldwide (340) | $56,580 | $80,000 | $105,000 | + +-----------------------+---------+----------+----------+ + | North America (176) | $77,133 | $98,000 | $130,009 | + +-----------------------+---------+----------+----------+ + | - United States (140) | $81,875 | $105,000 | $137,625 | + +-----------------------+---------+----------+----------+ + | - Canada (34) | $63,328 | $73,791 | $87,956 | + +-----------------------+---------+----------+----------+ + | Europe (124) | $42,000 | $58,534 | $77,855 | + +-----------------------+---------+----------+----------+ + | - United Kingdom (24) | | $73,561 | | + +-----------------------+---------+----------+----------+ + | - Germany (17) | | $77,070 | | + +-----------------------+---------+----------+----------+ + | - Ukraine (13) | | $32,519 | | + +-----------------------+---------+----------+----------+ + | - France (12) | | $47,375 | | + +-----------------------+---------+----------+----------+ + | Oceania (17) | | $82,356 | | + +-----------------------+---------+----------+----------+ + | - Australia (15) | | $82,356 | | + +-----------------------+---------+----------+----------+ + +.. raw:: html + +
    + +.. table:: Salary (USD) by org size - 1,001-10,000 employees + :name: tbl-2023-salary-by-org-size-1001-10000 + :class: medians + + +-----------------------+---------+----------+----------+ + | Region (|N|) | |25| | |50| | |75| | + +=======================+=========+==========+==========+ + | Worldwide (258) | $60,559 | $82,490 | $118,382 | + +-----------------------+---------+----------+----------+ + | North America (158) | $78,255 | $106,250 | $133,643 | + +-----------------------+---------+----------+----------+ + | - United States (137) | $82,534 | $110,000 | $140,000 | + +-----------------------+---------+----------+----------+ + | - Canada (19) | $62,217 | $67,798 | $77,519 | + +-----------------------+---------+----------+----------+ + | Europe (74) | $34,726 | $54,993 | $79,783 | + +-----------------------+---------+----------+----------+ + | - United Kingdom (13) | $56,156 | $62,605 | $80,001 | + +-----------------------+---------+----------+----------+ + | - Ukraine (11) | $18,000 | $25,200 | $44,032 | + +-----------------------+---------+----------+----------+ + | Asia (12) | $22,278 | $31,968 | $55,312 | + +-----------------------+---------+----------+----------+ + +.. raw:: html + +
    + +.. raw:: html + +
    + +.. table:: Salary (USD) by org size - 10,001-100K employees + :name: tbl-2023-salary-by-org-size-10001-100k + :class: medians + + +----------------------+---------+----------+----------+ + | Region (|N|) | |25| | |50| | |75| | + +======================+=========+==========+==========+ + | Worldwide (139) | $70,891 | $100,000 | $133,750 | + +----------------------+---------+----------+----------+ + | North America (99) | $90,000 | $110,000 | $148,500 | + +----------------------+---------+----------+----------+ + | - United States (90) | $94,050 | $112,700 | $152,700 | + +----------------------+---------+----------+----------+ + | Europe (28) | $38,853 | $54,430 | $72,747 | + +----------------------+---------+----------+----------+ + +.. raw:: html + +
    + +.. table:: Salary (USD) by org size - 100K + employees + :name: tbl-2023-salary-by-org-size-100k-plus + :class: medians + + +----------------------+----------+----------+----------+ + | Region (|N|) | |25| | |50| | |75| | + +======================+==========+==========+==========+ + | Worldwide (55) | $55,315 | $128,623 | $160,500 | + +----------------------+----------+----------+----------+ + | North America (37) | $115,448 | $152,258 | $190,000 | + +----------------------+----------+----------+----------+ + | - United States (31) | $129,312 | $158,900 | $199,500 | + +----------------------+----------+----------+----------+ + +.. raw:: html + +
    + +Employee benefits +----------------- + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| Does your salary package include any additional benefits? Check all that apply, or select "none of the above". + + - Paid vacation time (in excess of government-mandated minimums) + - Paid parental leave (in excess of government-mandated minimum) + - Time off or bonuses for community-related activities + - Unlimited PTO (paid/personal time off) + - Health insurance (in excess of government-mandated minimums) + - Other types of insurance e.g. life insurance, accident insurance, income protection insurance + - Pension, superannuation, 401(k) matching or retirement fund (in excess of any government-mandated minimums) + - Stocks, shares, stock options, or equity + - Commission or bonus payments + - Professional development / ongoing education / conference budget + - Meals, meal vouchers, or food-related benefits + - Gym, fitness, sport, or other wellness-related benefits + - Transportation-related benefits (company car, public transport passes, parking, fuel vouchers or reimbursements for any transport-related cost) + - Home office or co-working office budget (including for laptops or other equipment) + - Phone and/or internet-related benefits or reimbursements + - None of the above + - Other (please specify) + +.. raw:: html + +
    + +.. container:: note + + .. rubric:: |icon-info| Differences in international labor laws + + In nearly all countries outside the US, the law ensures that employees receive paid vacation time and sick leave, with many also requiring pension contributions and/or offering paid parental leave. Likewise, many countries provide some level of universal health care, eliminating the necessity for employer-provided health coverage. To make this clearer, we asked respondents to indicate only those benefits — vacation time, health insurance, pension plans, and parental leave — that are in excess of the legal requirements in their country of residence. + +.. table:: Employee benefits + :widths: 70 15 15 + :name: tbl-2023-employee-benefits + :class: std3col + + +----------------------------------------------------------------------------+------+-------+ + | Benefit | |N| | |%| | + +============================================================================+======+=======+ + | Health insurance * | 729 | 77.7% | + +----------------------------------------------------------------------------+------+-------+ + | Paid vacation time * | 653 | 69.6% | + +----------------------------------------------------------------------------+------+-------+ + | Pension, superannuation plan, 401(k) matching or retirement fund * | 536 | 57.1% | + +----------------------------------------------------------------------------+------+-------+ + | Other types of insurance eg life, accident, income protection | 517 | 55.1% | + +----------------------------------------------------------------------------+------+-------+ + | Professional development, education or conference budget | 463 | 49.4% | + +----------------------------------------------------------------------------+------+-------+ + | Stocks, shares, stock options, or equity | 441 | 47.0% | + +----------------------------------------------------------------------------+------+-------+ + | Paid parental leave * | 434 | 46.3% | + +----------------------------------------------------------------------------+------+-------+ + | Gym, fitness, sport, or other wellness-related benefits | 344 | 36.7% | + +----------------------------------------------------------------------------+------+-------+ + | Home office or co-working office budget | 327 | 34.9% | + +----------------------------------------------------------------------------+------+-------+ + | Time off or bonuses for community-related activities | 296 | 31.6% | + +----------------------------------------------------------------------------+------+-------+ + | Commission or bonus payments | 295 | 31.4% | + +----------------------------------------------------------------------------+------+-------+ + | Unlimited PTO (paid/personal time off) | 286 | 30.5% | + +----------------------------------------------------------------------------+------+-------+ + | Meals, meal vouchers, or food-related benefits | 254 | 27.1% | + +----------------------------------------------------------------------------+------+-------+ + | Phone or internet-related benefits or reimbursements | 222 | 23.7% | + +----------------------------------------------------------------------------+------+-------+ + | Transportation-related benefits (car, parking, fuel, public transport etc) | 184 | 19.6% | + +----------------------------------------------------------------------------+------+-------+ + +.. raw:: html + +
    + +\* in excess of any government-mandated minimums + +.. raw:: html + +
    + +Employee satisfaction +--------------------- + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| Considering only your salary and benefits, rate your level of satisfaction: + + - Very unsatisfied + - Unsatisfied + - Neutral + - Satisfied + - Very satisfied + + What reasons do you have for dissatisfaction with your salary and benefits, if any? Check all that apply, or check "none of the above": + + - Salary is too low + - Benefits are missing or insufficient + - Discrepancy between salary and cost of living in my area + - Unfair or inconsistent salary across similar roles in my organization + - I know or suspect a gender pay gap exists in my organization + - I work too many hours + - I don't work enough hours + - Responsibilities exceed pay grade + - None of the above + - Other (please specify) + + Considering your overall employment conditions - separate from your salary and benefits - rate your level of satisfaction: + + - Very unsatisfied + - Unsatisfied + - Neutral + - Satisfied + - Very satisfied + + What reasons do you have for dissatisfaction with your overall employment conditions, if any? Check all that apply, or check "none of the above": + + - My workload is too high + - My workload is too low + - There is too much stress or pressure + - The work is not interesting or challenging enough + - Role is undervalued or underfunded + - No opportunities for advancement + - Unsupportive work environment + - Insufficient opportunities for professional development + - Outdated, inadequate or unsatisfactory toolset + - Management not open to change + - No opportunity for remote work + - I don't feel supported as a remote worker + - No office location is available to me + - I don't feel respected + - I am discriminated against on the basis of gender + - I am discriminated against on the basis of race or nationality + - I am discriminated against on the basis of age + - I am discriminated against on the basis of education level + - I am discriminated against for some other reason, or a reason I do not wish to share + - Too much bureaucratic overhead/too many meetings + - Issues with co-workers + - Bullying and/or harassment + - Organizational politics + - Lack of pay transparency + - Job instability + - None of the above + - Other (please specify) + + Considering your salary, benefits, and overall employment conditions, what do you like about your current job? Check all that apply, or check "none of the above": + + - I like and/or respect my co-workers + - I like and/or respect the organization I work for + - I'm compensated fairly for the work I do + - I'm satisfied with my benefits + - My workload is manageable + - My manager's expectations are realistic/reasonable + - The work is sufficiently interesting and/or challenging + - My contributions are valued + - I feel respected + - I feel I am making a positive impact (in my organization, industry, community, or the wider world) + - I have opportunities for career development and advancement + - I have opportunities for professional development/learning + - I have flexibility in working hours or location + - I feel I have work-life balance + - None of the above + - Other (please specify) + +.. raw:: html + +
    + +Looking at all regions, 68.7% of all employee respondents were satisfied with their salary and benefits package - 25.6% rated themselves "very satisfied". + +.. raw:: html + +
    + +.. table:: Employee salary satisfaction + :widths: 70 15 15 + :name: tbl-2023-employee-salary-satisfaction + :class: std3col + + +---------------------+-----+-------+ + | Salary satisfaction | |N| | |%| | + +=====================+=====+=======+ + | Satisfied | 398 | 43.2% | + +---------------------+-----+-------+ + | Very satisfied | 237 | 25.7% | + +---------------------+-----+-------+ + | Neutral | 150 | 16.3% | + +---------------------+-----+-------+ + | Unsatisfied | 119 | 12.9% | + +---------------------+-----+-------+ + | Very unsatisfied | 18 | 2.0% | + +---------------------+-----+-------+ + +.. raw:: html + +
    + +.. table:: Employee job satisfaction + :widths: 70 15 15 + :name: tbl-2023-employee-job-satisfaction + :class: std3col + + +--------------------------+-----+-------+ + | Job satisfaction | |N| | |%| | + +==========================+=====+=======+ + | Satisfied | 436 | 46.5% | + +--------------------------+-----+-------+ + | Very satisfied | 224 | 23.9% | + +--------------------------+-----+-------+ + | Neutral | 165 | 17.6% | + +--------------------------+-----+-------+ + | Unsatisfied | 95 | 10.1% | + +--------------------------+-----+-------+ + | Very unsatisfied | 18 | 1.9% | + +--------------------------+-----+-------+ + +.. raw:: html + +
    + +Factors affecting salary satisfaction +------------------------------------- + +35.1% of employee respondents - the largest group - said that they had no reasons for dissatisfaction with their salary and benefits. The next most-selected option was "salary is too low", with 30.5%. + +As a result of 5 submissions in the "other" category, a new factor was added to these results, "No raises or adjustments for inflation", which will be included as an option for this question in 2024. It's worth noting that had this option been included in the question, other respondents may have selected it, so it's possible that this factor is affecting the industry more than these results would suggest. + +.. table:: Factors affecting employee salary satisfaction + :widths: 70 15 15 + :name: tbl-2023-factors-affecting-employee-salary-satisfaction + :class: std3col + + +-----------------------------------------------------------------------+-----+-------+ + | Factor | |N| | |%| | + +=======================================================================+=====+=======+ + | None of the above | 329 | 35.1% | + +-----------------------------------------------------------------------+-----+-------+ + | Salary is too low | 286 | 30.5% | + +-----------------------------------------------------------------------+-----+-------+ + | Discrepancy between salary and cost of living in my area | 217 | 23.1% | + +-----------------------------------------------------------------------+-----+-------+ + | Responsibilities exceed pay grade | 213 | 22.7% | + +-----------------------------------------------------------------------+-----+-------+ + | Benefits are missing or insufficient | 198 | 21.1% | + +-----------------------------------------------------------------------+-----+-------+ + | Unfair or inconsistent salary across similar roles in my organization | 155 | 16.5% | + +-----------------------------------------------------------------------+-----+-------+ + | I know or suspect a gender pay gap exists in my organization | 108 | 11.5% | + +-----------------------------------------------------------------------+-----+-------+ + | I work too many hours | 82 | 8.7% | + +-----------------------------------------------------------------------+-----+-------+ + | I don't work enough hours | 9 | 1.0% | + +-----------------------------------------------------------------------+-----+-------+ + | No raises or adjustments for inflation * | 5 | 0.5% | + +-----------------------------------------------------------------------+-----+-------+ + +.. raw:: html + +
    + +\* A new factor, added to the 2023 results as a result of multiple submissions in the "other" category + +.. raw:: html + +
    + +.. raw:: html + +
    + +

    Horizontal bar chart showing factors affecting salary satisfaction, as reported by employee respondents in 2023.

    +     +
    Figure: Factors affecting salary satisfaction
    +
    + +.. figure:: images/2023/2023-factors-affecting-salary-satisfaction.svg + :class: hide + + +Factors affecting overall job satisfaction +------------------------------------------ + +The most cited factor affecting overall job satisfaction among employees was "Role is undervalued or underfunded" - this option was selected by 34.7% of respondents. + +Of the 19 respondents who selected "other" and provided more detail, those that did not fit into an existing category included: + +- issues with communication within the organization +- poorly defined or badly executed business processes +- bad experiences with human resources +- poor leadership and incompetence at the executive level +- issues around the implementation of remote/WFH versus on-site work and "return to the office" mandates + +.. table:: Factors affecting employee job satisfaction + :widths: 70 15 15 + :name: tbl-2023-factors-affecting-employee-job-satisfaction + :class: std3col + + +--------------------------------------------------------------------------------------+-----+-------+ + | Factor | |N| | |%| | + +======================================================================================+=====+=======+ + | Role is undervalued or underfunded | 320 | 34.7% | + +--------------------------------------------------------------------------------------+-----+-------+ + | None of the above | 223 | 24.2% | + +--------------------------------------------------------------------------------------+-----+-------+ + | No opportunities for advancement | 212 | 23.0% | + +--------------------------------------------------------------------------------------+-----+-------+ + | There is too much stress or pressure | 182 | 19.7% | + +--------------------------------------------------------------------------------------+-----+-------+ + | Insufficient opportunities for professional development | 180 | 19.5% | + +--------------------------------------------------------------------------------------+-----+-------+ + | Organizational politics | 166 | 18.0% | + +--------------------------------------------------------------------------------------+-----+-------+ + | My workload is too high | 162 | 17.6% | + +--------------------------------------------------------------------------------------+-----+-------+ + | Outdated, inadequate or unsatisfactory toolset | 158 | 17.1% | + +--------------------------------------------------------------------------------------+-----+-------+ + | Too much bureaucratic overhead/too many meetings | 155 | 16.8% | + +--------------------------------------------------------------------------------------+-----+-------+ + | Management not open to change | 142 | 15.4% | + +--------------------------------------------------------------------------------------+-----+-------+ + | The work is not interesting or challenging enough | 138 | 15.0% | + +--------------------------------------------------------------------------------------+-----+-------+ + | Job instability | 130 | 14.1% | + +--------------------------------------------------------------------------------------+-----+-------+ + | Unsupportive work environment | 117 | 12.7% | + +--------------------------------------------------------------------------------------+-----+-------+ + | I don't feel respected | 84 | 9.1% | + +--------------------------------------------------------------------------------------+-----+-------+ + | Issues with co-workers | 58 | 6.3% | + +--------------------------------------------------------------------------------------+-----+-------+ + | I don't feel supported as a remote worker | 45 | 4.9% | + +--------------------------------------------------------------------------------------+-----+-------+ + | No opportunity for remote work | 44 | 4.8% | + +--------------------------------------------------------------------------------------+-----+-------+ + | My workload is too low | 32 | 3.5% | + +--------------------------------------------------------------------------------------+-----+-------+ + | Bullying and/or harassment | 27 | 2.9% | + +--------------------------------------------------------------------------------------+-----+-------+ + | I am discriminated against on the basis of gender | 24 | 2.6% | + +--------------------------------------------------------------------------------------+-----+-------+ + | No office location is available to me | 19 | 2.1% | + +--------------------------------------------------------------------------------------+-----+-------+ + | I am discriminated against on the basis of age | 10 | 1.1% | + +--------------------------------------------------------------------------------------+-----+-------+ + | I am discriminated against for some other reason, or a reason I do not wish to share | 10 | 1.1% | + +--------------------------------------------------------------------------------------+-----+-------+ + | I am discriminated against on the basis of race or nationality | 3 | 0.3% | + +--------------------------------------------------------------------------------------+-----+-------+ + +Factors enhancing job satisfaction +---------------------------------- + +On the whole, respondents were very positive about the best aspects of their jobs. 85% said that they liked and/or respected their co-workers, and 72% highlighted flexibility in working hours or location. + +Of those respondents who selected "other" and provided more detail, factors included: + +- autonomy and freedom +- work related to personal interests +- support through times of personal difficulty +- competency in leadership +- fully remote/WFH schedule + +.. table:: Factors enhancing employee job satisfaction + :widths: 70 15 15 + :name: tbl-2023-factors-enhancing-employee-job-satisfaction + :class: std3col + + +----------------------------------------------------------------------------------------------------+-----+-------+ + | Factor | |N| | |%| | + +====================================================================================================+=====+=======+ + | I like and/or respect my co-workers | 794 | 84.8% | + +----------------------------------------------------------------------------------------------------+-----+-------+ + | I have flexibility in working hours or location | 673 | 71.9% | + +----------------------------------------------------------------------------------------------------+-----+-------+ + | My manager's expectations are realistic/reasonable | 610 | 65.2% | + +----------------------------------------------------------------------------------------------------+-----+-------+ + | I feel I have work-life balance | 608 | 65.0% | + +----------------------------------------------------------------------------------------------------+-----+-------+ + | My workload is manageable | 584 | 62.4% | + +----------------------------------------------------------------------------------------------------+-----+-------+ + | The work is sufficiently interesting and/or challenging | 558 | 59.6% | + +----------------------------------------------------------------------------------------------------+-----+-------+ + | I'm satisfied with my benefits | 511 | 54.6% | + +----------------------------------------------------------------------------------------------------+-----+-------+ + | I'm compensated fairly for the work I do | 499 | 53.3% | + +----------------------------------------------------------------------------------------------------+-----+-------+ + | I like and/or respect the organization I work for | 494 | 52.8% | + +----------------------------------------------------------------------------------------------------+-----+-------+ + | My contributions are valued | 466 | 49.8% | + +----------------------------------------------------------------------------------------------------+-----+-------+ + | I feel respected | 456 | 48.7% | + +----------------------------------------------------------------------------------------------------+-----+-------+ + | I feel I am making a positive impact (in my organization, industry, community, or the wider world) | 411 | 43.9% | + +----------------------------------------------------------------------------------------------------+-----+-------+ + | I have opportunities for career development and advancement | 252 | 26.9% | + +----------------------------------------------------------------------------------------------------+-----+-------+ + +Contract rates and satisfaction +=============================== + +.. container:: note + + .. rubric:: |icon-info| Note on median rates for contractors + + While the 2023 survey results include more contractors than in any previous year (79) this number is too low, and the respondents too geographically diverse, to determine median rates except for the very largest regions (the United States and Europe). Numbers are provided where possible, but it should be noted that the sample size is not large enough to provide meaningful insight. + + For example, out of the 58 hourly rates entered, the highest value is 57 times higher than the lowest value. Even when only examining data for the United States, where 27 hourly rates were entered, the highest rate is 44 times higher than the lowest rate. Trying to segment these values further - by region, type of role, gender etc - results in numbers far too low to publish. + +Preferred term +-------------- + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| What's your preferred term to describe the kind of work you do? + + - I consider myself a contractor + - I consider myself a freelancer + - I consider myself self-employed + - I prefer a different term (please specify) + +.. raw:: html + +
    + +For the first time this year, we asked those respondents who are not employees what term they use to describe the kind of work they do. 53.2% term themselves "contractors", while 27.8% prefer "self-employed" and 16.5% use "freelancer". Of those who chose "other", the two terms added were "agency" and "consultant". + +Several contractor respondents indicated that they were contractors by necessity rather than choice, taking contracts either because they were unable to find a suitable employment offer, or anticipating an employment offer after a period of contracting. + +.. table:: Preferred term - contractors + :widths: 70 15 15 + :name: tbl-2023-preferred-term-contractors + :class: std3col + + +----------------+-----+-------+ + | Preferred term | |N| | |%| | + +================+=====+=======+ + | Contractor | 42 | 53.2% | + +----------------+-----+-------+ + | Self-employed | 22 | 27.8% | + +----------------+-----+-------+ + | Freelancer | 13 | 16.5% | + +----------------+-----+-------+ + | Other | 2 | 2.5% | + +----------------+-----+-------+ + +Type of contract work +--------------------- + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| What kind of contract, freelance or self-employed work do you typically engage in? Check all that apply. + + - I work for multiple clients at the same time + - I work for one client at a time + - I work on short-term projects (spanning days or weeks) + - I work on medium-term projects (spanning 1 to 6 months) + - I work on long-term projects (6 to 12 months or longer) + - I offer a specific product or products + - I offer a specific service or services + - Other (please specify) + +.. raw:: html + +
    + +Contractor work type - clients +~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ + +48% of contractor clients indicated that they worked exclusively for a single client at a time. Another 34% indicated that they worked exclusively for multiple clients at a time. 13% worked at times for either a single client or multiple clients, and 5% did not indicate whether they worked for a single client or multiple. + +.. table:: Contractor work type - clients + :widths: 70 15 15 + :name: tbl-2023-contractor-work-type-clients + :class: std3col + + +----------------------------------+-----+-------+ + | Client type | |N| | |%| | + +==================================+=====+=======+ + | Single client | 38 | 48.1% | + +----------------------------------+-----+-------+ + | Multiple clients | 27 | 34.2% | + +----------------------------------+-----+-------+ + | Both single and multiple clients | 10 | 12.7% | + +----------------------------------+-----+-------+ + | Not specified | 4 | 5.1% | + +----------------------------------+-----+-------+ + +Contractor work type - duration +~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ + +.. table:: Contractor work type - duration + :widths: 70 15 15 + :name: tbl-2023-contractor-work-type-duration + :class: std3col + + +--------------------------------------------------+-----+-------+ + | Typical contract length | |N| | |%| | + +==================================================+=====+=======+ + | No term selected | 29 | 36.7% | + +--------------------------------------------------+-----+-------+ + | Exclusively long term (6 to 12 months or longer) | 16 | 20.3% | + +--------------------------------------------------+-----+-------+ + | Medium and long term | 10 | 12.7% | + +--------------------------------------------------+-----+-------+ + | Short, medium and long term | 10 | 12.7% | + +--------------------------------------------------+-----+-------+ + | Exclusively medium term (1 to 6 months) | 5 | 6.3% | + +--------------------------------------------------+-----+-------+ + | Short and medium term | 4 | 5.1% | + +--------------------------------------------------+-----+-------+ + | Short and long term | 4 | 5.1% | + +--------------------------------------------------+-----+-------+ + | Exclusively short term (days or weeks) | 1 | 1.3% | + +--------------------------------------------------+-----+-------+ + +Contractor work type - products and services +~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ + +.. table:: Contractor work type - products and services + :widths: 70 15 15 + :name: tbl-2023-contractor-work-type-products-and-services + :class: std3col + + +-----------------------------------------------------+------+-------+ + | Product or service offering | |N| | |%| | + +=====================================================+======+=======+ + | Offering neither | 56 | 70.9% | + +-----------------------------------------------------+------+-------+ + | Exclusively offering a service/services | 21 | 26.6% | + +-----------------------------------------------------+------+-------+ + | Exclusively offering a product/products | 1 | 1.3% | + +-----------------------------------------------------+------+-------+ + | Offering both | 1 | 1.3% | + +-----------------------------------------------------+------+-------+ + +Currency and rates +------------------ + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| What is the primary currency that you use? + + What is your hourly rate? + What is you day rate? + What is your monthly rate? + Note: Please don't include any VAT, GST or sales tax. + +.. raw:: html + +
    + +Currencies +~~~~~~~~~~ + +Contractor respondents were paid in 7 different currencies. To make comparisons possible, all currencies were converted to USD using mid-market exchange rates, averaged for the whole of 2023. + +.. table:: Currencies and exchange rates - contractors + :widths: 70 15 15 + :name: tbl-2023-currencies-exchange-rates-contractors + :class: std3col + + +------------------------------+-----+---------+ + | Currency | |N| | Rate | + +==============================+=====+=========+ + | United States Dollar (USD) | 44 | 1 | + +------------------------------+-----+---------+ + | Euro (EUR) | 15 | 1.08396 | + +------------------------------+-----+---------+ + | Canadian Dollar (CAD) | 7 | 0.74068 | + +------------------------------+-----+---------+ + | Australian Dollar (AUD) | 5 | 0.65884 | + +------------------------------+-----+---------+ + | British Pound Sterling (GBP) | 5 | 1.25209 | + +------------------------------+-----+---------+ + | Ukrainian Hryvnia (UAH) | 2 | 0.0272 | + +------------------------------+-----+---------+ + | Polish Zloty (PLN) | 1 | 0.24198 | + +------------------------------+-----+---------+ + +Location of contractors +~~~~~~~~~~~~~~~~~~~~~~~ + +.. raw:: html + +
    + +.. table:: Location - North America - contractors + :widths: 70 15 15 + :name: tbl-2023-geographical-location-north-america-contractors + :class: std3col + + +------------------+-----+-------+ + | Region | |N| | |%| | + +==================+=====+=======+ + | North America | 35 | 44.3% | + +------------------+-----+-------+ + | - United States | 28 | | + +------------------+-----+-------+ + | - Canada | 7 | | + +------------------+-----+-------+ + +.. raw:: html + +
    + +.. table:: Location - Europe - contractors + :widths: 70 15 15 + :name: tbl-2023-geographical-location-europe-contractors + :class: std3col + + +------------------+-----+-------+ + | Region | |N| | |%| | + +==================+=====+=======+ + | Europe | 34 | 43.0% | + +------------------+-----+-------+ + | - Poland | 9 | | + +------------------+-----+-------+ + | - Ukraine | 9 | | + +------------------+-----+-------+ + | - United Kingdom | 5 | | + +------------------+-----+-------+ + | - Netherlands | 3 | | + +------------------+-----+-------+ + | - Germany | 2 | | + +------------------+-----+-------+ + | - Hungary | 2 | | + +------------------+-----+-------+ + | - Portugal | 1 | | + +------------------+-----+-------+ + | - Spain | 1 | | + +------------------+-----+-------+ + | - Georgia | 1 | | + +------------------+-----+-------+ + | - Austria | 1 | | + +------------------+-----+-------+ + +.. raw:: html + +
    + +.. table:: Location - other regions - contractors + :widths: 70 15 15 + :name: tbl-2023-geographical-location-other-regions-contractors + :class: std3col + + +------------------+-----+-------+ + | Region | |N| | |%| | + +==================+=====+=======+ + | Oceania | 6 | 7.6% | + +------------------+-----+-------+ + | - Australia | 6 | | + +------------------+-----+-------+ + | Africa | 3 | 3.8% | + +------------------+-----+-------+ + | - Nigeria | 1 | | + +------------------+-----+-------+ + | - South Africa | 1 | | + +------------------+-----+-------+ + | - Rwanda | 1 | | + +------------------+-----+-------+ + | South America | 1 | 1.3% | + +------------------+-----+-------+ + | - Argentina | 1 | | + +------------------+-----+-------+ + +.. raw:: html + +
    + +Fee structures +~~~~~~~~~~~~~~ + +Comparing payment rates for contractors is difficult due to the number of different ways that individuals in this group operate. To simplify this as much as possible while still allowing comparisons, contractors were asked to estimate their hourly rate, day rate or monthly rate - or one of each type of rate, if appropriate - even if they normally used a different fee structure. Contractors charging multiple rates or in multiple currencies were asked to enter their most common rate, or an average if they felt that was more representative. + +The hourly rate was the most popular option, utilized by 73.4% of respondents (and exclusively by 41.8%). Next was monthly rates, entered by 43% of respondents (exclusively by 20.3%). Day rates were entered by 38% of respondents, but only exclusively by 6.3%. + +41.8% of respondents entered a figure for all three fee structures. 8.9% entered both hourly and day rates, and there were no respondents entering only hourly and monthly, or only daily and monthly figures. + +Median hourly rate +~~~~~~~~~~~~~~~~~~ + +The median hourly rate across all regions (from 58 respondents) was USD $53. Drilling down to North America (34 respondents), that rises to USD $55, and this number stays the same when examining the United States only (27 respondents). + +Looking at Europe, the median hourly rate was USD $33 (19 respondents). No further splits are possible in this region. + +Median day rate +~~~~~~~~~~~~~~~ + +The median day rate across all regions (30 respondents) was USD $447. Looking at North America only (12 respondents), this goes up to USD $465, and in the United States only (10 respondents) to USD $480. + +Looking only at Europe (13 respondents), the median day rate was USD $242. + +Median monthly rate +~~~~~~~~~~~~~~~~~~~ + +The median monthly rate across all regions (34 respondents) was USD $4,168. There were not enough monthly rate values entered to publish a figure for North America or the United States, but examining Europe only (20 respondents) the median was USD $3,519. No further breakdowns are possible. + +Contractor satisfaction +----------------------- + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| Considering only your contractor or freelance rates, gauge your level of satisfaction: + + - Very unsatisfied + - Unsatisfied + - Neutral + - Satisfied + - Very satisfied + + What reasons do you have for dissatisfaction with your contract or freelance rates, if any? Check all that apply, or check "none of the above". + Note: Due to the many different types of contract and freelance work, some of these may not apply to your situation. + + - Rate is too low + - Discrepancy between rate and cost of living in my area + - Unfair or inconsistent rates across similar roles in the organizations I work for + - I know or suspect a gender pay gap exists in the organizations I work for + - I work too many hours + - I don't work enough hours + - Responsibilities exceed pay grade + - Accounting/management overhead is too high + - None of the above + - Other (please specify) + + Considering your overall contract or freelance conditions - separate from your rates - gauge your level of satisfaction: + + - Very unsatisfied + - Unsatisfied + - Neutral + - Satisfied + - Very satisfied + + What reasons do you have for dissatisfaction with your overall contract or freelance situation, if any? Check all that apply, or check "none of the above". + Note: Due to the many different types of contract and freelance work, some of these may not apply to your situation. + + - My workload is too high + - My workload is too low + - There is too much stress or pressure + - The work is not interesting or challenging enough + - Role is undervalued or underfunded + - No opportunities for advancement + - Difficulty increasing rates + - Unsupportive work environment + - Insufficient opportunities for professional development + - Outdated, inadequate or unsatisfactory toolset + - Management not open to change + - No opportunity for remote or hybrid work + - I don't feel supported as a remote worker + - No office location is available to me + - I don't feel respected + - I am discriminated against on the basis of gender + - I am discriminated against on the basis of race or nationality + - I am discriminated against on the basis of age + - I am discriminated against on the basis of education level + - I am discriminated against for some other reason, or a reason I do not wish to share + - Too much bureaucratic overhead/too many meetings + - Issues with co-workers + - Bullying and/or harassment + - Organizational politics + - Lack of pay transparency + - Job instability + - None of the above + - Other (please specify) + + Considering both your rates and overall conditions, what do you like about your current contract, freelance or self-employment situation? Check all that apply, or check "none of the above": + + - I like and/or respect my co-workers + - I like and/or respect the organization/s I contract for + - I'm compensated fairly for the work I do + - My workload is manageable + - The expectations upon me are realistic/reasonable + - The work is sufficiently interesting and/or challenging + - My contributions are valued + - I feel respected + - I feel I am making a positive impact (in my organization, industry, community, or the wider world) + - I have opportunities for career development and advancement + - I have opportunities for professional development/learning + - I have flexibility in working hours or location + - I feel I have work-life balance + - None of the above + - Other (please specify) + +.. raw:: html + +
    + +.. raw:: html + +
    + +.. table:: Rate satisfaction - contractors + :widths: 70 15 15 + :name: tbl-2023-rate-satisfaction-contractors + :class: std3col + + +-------------------+-----+-------+ + | Rate satisfaction | |N| | |%| | + +===================+=====+=======+ + | Satisfied | 39 | 49.4% | + +-------------------+-----+-------+ + | Neutral | 14 | 17.7% | + +-------------------+-----+-------+ + | Very satisfied | 14 | 17.7% | + +-------------------+-----+-------+ + | Unsatisfied | 11 | 13.9% | + +-------------------+-----+-------+ + | Very unsatisfied | 1 | 1.3% | + +-------------------+-----+-------+ + +.. raw:: html + +
    + +.. table:: Overall satisfaction - contractors + :widths: 70 15 15 + :name: tbl-2023-overall-satisfaction-contractors + :class: std3col + + +----------------------+-----+-------+ + | Overall satisfaction | |N| | |%| | + +======================+=====+=======+ + | Satisfied | 39 | 49.4% | + +----------------------+-----+-------+ + | Very satisfied | 20 | 25.3% | + +----------------------+-----+-------+ + | Neutral | 13 | 16.5% | + +----------------------+-----+-------+ + | Unsatisfied | 7 | 8.9% | + +----------------------+-----+-------+ + +.. raw:: html + +
    + +Factors affecting contractor satisfaction +----------------------------------------- + +.. raw:: html + +
    + +.. table:: Factors affecting rate satisfaction - contractors + :widths: 70 15 15 + :name: tbl-2023-factors-affecting-rate-satisfaction-contractors + :class: std3col + + +-----------------------------------------------------------------------------------+-----+-------+ + | Factor | |N| | |%| | + +===================================================================================+=====+=======+ + | Discrepancy between rate and cost of living in my area | 17 | 21.3% | + +-----------------------------------------------------------------------------------+-----+-------+ + | Rate is too low | 16 | 20.0% | + +-----------------------------------------------------------------------------------+-----+-------+ + | Responsibilities exceed pay grade | 16 | 20.0% | + +-----------------------------------------------------------------------------------+-----+-------+ + | Unfair or inconsistent rates across similar roles in the organizations I work for | 13 | 16.3% | + +-----------------------------------------------------------------------------------+-----+-------+ + | I work too many hours | 6 | 7.5% | + +-----------------------------------------------------------------------------------+-----+-------+ + | I don't work enough hours | 5 | 6.3% | + +-----------------------------------------------------------------------------------+-----+-------+ + | I know or suspect a gender pay gap exists in my organization | 5 | 6.3% | + +-----------------------------------------------------------------------------------+-----+-------+ + | Accounting/management overhead is too high | 2 | 2.5% | + +-----------------------------------------------------------------------------------+-----+-------+ + +.. raw:: html + +
    + +.. table:: Factors affecting overall satisfaction - contractors + :widths: 70 15 15 + :name: tbl-2023-factors-affecting-overall-satisfaction-contractors + :class: std3col + + +--------------------------------------------------------------------------------------+-----+------+ + | Factor | |N| | |%| | + +======================================================================================+=====+======+ + | Role is undervalued or underfunded | 25 | 9.9% | + +--------------------------------------------------------------------------------------+-----+------+ + | Difficulties increasing rates | 24 | 9.5% | + +--------------------------------------------------------------------------------------+-----+------+ + | Outdated, inadequate or unsatisfactory toolset | 19 | 7.5% | + +--------------------------------------------------------------------------------------+-----+------+ + | The work is not interesting or challenging enough | 18 | 7.1% | + +--------------------------------------------------------------------------------------+-----+------+ + | Job instability | 18 | 7.1% | + +--------------------------------------------------------------------------------------+-----+------+ + | No opportunities for advancement | 19 | 7.5% | + +--------------------------------------------------------------------------------------+-----+------+ + | Insufficient opportunities for professional development | 16 | 6.3% | + +--------------------------------------------------------------------------------------+-----+------+ + | Organizational politics | 14 | 5.5% | + +--------------------------------------------------------------------------------------+-----+------+ + | Management not open to change | 13 | 5.1% | + +--------------------------------------------------------------------------------------+-----+------+ + | Lack of pay transparency | 11 | 4.3% | + +--------------------------------------------------------------------------------------+-----+------+ + | I don't feel respected | 11 | 4.3% | + +--------------------------------------------------------------------------------------+-----+------+ + | My workload is too high | 9 | 3.6% | + +--------------------------------------------------------------------------------------+-----+------+ + | There is too much stress or pressure | 7 | 2.8% | + +--------------------------------------------------------------------------------------+-----+------+ + | Too much bureaucratic overhead/too many meetings | 8 | 3.2% | + +--------------------------------------------------------------------------------------+-----+------+ + | Unsupportive work environment | 5 | 2.0% | + +--------------------------------------------------------------------------------------+-----+------+ + | My workload is too low | 6 | 2.4% | + +--------------------------------------------------------------------------------------+-----+------+ + | Issues with co-workers | 5 | 2.0% | + +--------------------------------------------------------------------------------------+-----+------+ + | No opportunity for remote work | 4 | 1.6% | + +--------------------------------------------------------------------------------------+-----+------+ + | I am discriminated against on the basis of age | 3 | 1.2% | + +--------------------------------------------------------------------------------------+-----+------+ + | I don't feel supported as a remote worker | 4 | 1.6% | + +--------------------------------------------------------------------------------------+-----+------+ + | No office location is available to me | 3 | 1.2% | + +--------------------------------------------------------------------------------------+-----+------+ + | Bullying and/or harassment | 3 | 1.2% | + +--------------------------------------------------------------------------------------+-----+------+ + | I am discriminated against on the basis of gender | 3 | 1.2% | + +--------------------------------------------------------------------------------------+-----+------+ + | I am discriminated against for some other reason, or a reason I do not wish to share | 2 | 0.8% | + +--------------------------------------------------------------------------------------+-----+------+ + | I am discriminated against on the basis of education level | 2 | 0.8% | + +--------------------------------------------------------------------------------------+-----+------+ + | I am discriminated against on the basis of race or nationality | 1 | 0.4% | + +--------------------------------------------------------------------------------------+-----+------+ + +.. raw:: html + +
    + +.. table:: Factors enhancing overall satisfaction - contractors + :widths: 70 15 15 + :name: tbl-2023-factors-enhancing-overall-satisfaction-contractors + :class: std3col + + +----------------------------------------------------------------------------------------------------+-----+-------+ + | Factor | |N| | |%| | + +====================================================================================================+=====+=======+ + | I like and/or respect my co-workers | 61 | 11.8% | + +----------------------------------------------------------------------------------------------------+-----+-------+ + | My workload is manageable | 56 | 10.9% | + +----------------------------------------------------------------------------------------------------+-----+-------+ + | I have flexibility in working hours or location | 60 | 11.6% | + +----------------------------------------------------------------------------------------------------+-----+-------+ + | I feel respected | 48 | 9.3% | + +----------------------------------------------------------------------------------------------------+-----+-------+ + | My manager's expectations are realistic/reasonable | 46 | 8.9% | + +----------------------------------------------------------------------------------------------------+-----+-------+ + | My contributions are valued | 46 | 8.9% | + +----------------------------------------------------------------------------------------------------+-----+-------+ + | The work is sufficiently interesting and/or challenging | 44 | 8.5% | + +----------------------------------------------------------------------------------------------------+-----+-------+ + | I like and/or respect the organization I work for | 41 | 7.9% | + +----------------------------------------------------------------------------------------------------+-----+-------+ + | I feel I am making a positive impact (in my organization, industry, community, or the wider world) | 38 | 7.4% | + +----------------------------------------------------------------------------------------------------+-----+-------+ + | I'm compensated fairly for the work I do | 39 | 7.6% | + +----------------------------------------------------------------------------------------------------+-----+-------+ + | I have opportunities for professional development/learning | 25 | 4.8% | + +----------------------------------------------------------------------------------------------------+-----+-------+ + | I have opportunities for career development and advancement | 12 | 2.3% | + +----------------------------------------------------------------------------------------------------+-----+-------+ + +.. raw:: html + +
    + +Pay transparency +================ + +Organizations with pay transparency are open about salaries and benefits for existing and prospective employees and contractors. Due to feedback from contractors in 2022, pay transparency questions were only shown to employee respondents. + +.. container:: note + + .. rubric:: |icon-info| Pay transparency legislation + + A number of US states have made some level of pay transparency law - Maryland, Colorado, Connecticut, Nevada, Rhode Island, Washington, California and New York - and a number of others are considering doing so. The exact requirements, level of compliance and enforcement mechanisms vary from state to state, and as most laws have only been enacted recently, it will take some time for the effects to be felt. An overview is available here: `Quick facts about state salary range transparency laws `_ + + Additionally, The European Parliament approved a new Pay Transparency Directive in March 2023. EU member states have three years to enact legislation based on the directive. Part of the directive involves measuring and eliminating any gender-based pay discrepancies. More information is available here: `Commission welcomes the political agreement on new EU rules for pay transparency `_ + + +Official pay transparency policy +-------------------------------- + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| Is there an official pay transparency policy at your organization? + + - Yes - compensation is disclosed for all roles, levels, and job listings to all employees and candidates + - Yes - but disclosure is limited to certain roles, levels, candidacy or employment status, or location + - Yes - the policy forbids disclosure on compensation + - No - there is no policy on compensation disclosure + - I am not sure + +.. raw:: html + +
    + +52.2% of respondents reported that there was no official pay transparency policy at their organization, and 23.9% were unsure. These numbers are almost exactly the same as last year, which was the first time that this question was included. + +9.8% of organizations had a partial policy, and 6.8% had a full open pay transparency (slightly up from 5.3% last year). 7.2% had a policy forbidding any pay disclosure, which is slightly down from 9% last year. + +.. table:: Pay transparency policy + :widths: 70 15 15 + :name: tbl-2023-pay-transparency-policy + :class: std3col + + +----------------------------------+-----+-------+ + | Official policy | |N| | |%| | + +==================================+=====+=======+ + | No policy | 490 | 52.2% | + +----------------------------------+-----+-------+ + | Unsure | 224 | 23.9% | + +----------------------------------+-----+-------+ + | Yes - partial transparency | 92 | 9.8% | + +----------------------------------+-----+-------+ + | Yes - disclosure is forbidden | 68 | 7.2% | + +----------------------------------+-----+-------+ + | Yes - full transparency | 64 | 6.8% | + +----------------------------------+-----+-------+ + +Pay transparency culture +------------------------ + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| Regardless of official policy, is there a culture of sharing salary information at your organization? + + - Yes - all or most of my co-workers openly share salary information + - Partial - some of my co-workers share salary information + - No - salary information is not openly shared + - I'm not sure, or I do not participate + +.. raw:: html + +
    + +Showing that salary is still very much a taboo subject, 67.1% of respondents reported that there was no sharing between colleagues at their organization. 18.7% said there was some sharing, and only 1.4% reported that their co-workers were open about salary. + +.. table:: Pay transparency culture + :widths: 70 15 15 + :name: tbl-2023-pay-transparency-culture + :class: std3col + + +----------------------------+-----+-------+ + | Pay transparency culture | |N| | |%| | + +============================+=====+=======+ + | No sharing | 629 | 67.1% | + +----------------------------+-----+-------+ + | Partial sharing | 175 | 18.7% | + +----------------------------+-----+-------+ + | Unsure / don't participate | 121 | 12.9% | + +----------------------------+-----+-------+ + | Yes | 13 | 1.4% | + +----------------------------+-----+-------+ + +Feelings about pay transparency +------------------------------- + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| Regardless of the situation at your organization, how do you personally feel about pay transparency? + + - Strongly oppose + - Oppose + - Neutral + - support + - Strongly support + +.. raw:: html + +
    + +74.9% of respondents were supportive of pay transparency, with 45.7% expressing strong support. Those in opposition were in the minority (3.6%). + +.. table:: Feelings about pay transparency + :widths: 70 15 15 + :name: tbl-2023-feelings-about-pay-transparency + :class: std3col + + +---------------------------------+-----+-------+ + | Feelings | |N| | |%| | + +=================================+=====+=======+ + | Strongly support | 429 | 45.7% | + +---------------------------------+-----+-------+ + | Support | 274 | 29.2% | + +---------------------------------+-----+-------+ + | Neutral | 201 | 21.4% | + +---------------------------------+-----+-------+ + | Oppose | 29 | 3.1% | + +---------------------------------+-----+-------+ + | Strongly oppose | 5 | 0.5% | + +---------------------------------+-----+-------+ + +Organization demographics +========================= + +This section concerns employing organizations. Contractors were asked to either answer about the main organization they work for, or a typical/respresentative organization, whichever felt most appropriate to them. + +Organization size +----------------- + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| What is the approximate size of your organization, in number of employees? + + - Less than 10 + - 11 - 50 + - 51 - 100 + - 101 - 1000 + - 1001 - 10,000 + - 10,001 - 100,000 + - More than 100,000 + +.. raw:: html + +
    + +As in previous years, medium-sized organizations make up the largest proportion of the results. When separating the employee respondents from the contractor respondents, a different pattern emerges - contractors are generally spread much more evenly between small, medium and large organizations. + +.. raw:: html + +
    + +.. table:: Organization size - employees only + :widths: 70 15 15 + :name: tbl-2023-organization-size-employees + :class: std3col + + +-------------------------------+-----+-------+ + | Organization size (employees) | |N| | |%| | + +===============================+=====+=======+ + | 1-10 | 7 | 0.7% | + +-------------------------------+-----+-------+ + | 11-50 | 52 | 5.5% | + +-------------------------------+-----+-------+ + | 51-100 | 75 | 8.0% | + +-------------------------------+-----+-------+ + | 101-1,000 | 347 | 37.0% | + +-------------------------------+-----+-------+ + | 1,001-10,000 | 261 | 27.8% | + +-------------------------------+-----+-------+ + | 10,001-100,000 | 141 | 15.0% | + +-------------------------------+-----+-------+ + | 100,000+ | 55 | 5.9% | + +-------------------------------+-----+-------+ + +.. raw:: html + +
    + +.. table:: Organization size - contractors only + :widths: 70 15 15 + :name: tbl-2023-organization-size-contractors + :class: std3col + + +--------------------------------------------+-----+-------+ + | Organization size (employees) | |N| | |%| | + +============================================+=====+=======+ + | 1-10 | 12 | 15.2% | + +--------------------------------------------+-----+-------+ + | 11-50 | 12 | 15.2% | + +--------------------------------------------+-----+-------+ + | 51-100 | 13 | 16.5% | + +--------------------------------------------+-----+-------+ + | 101-1000 | 12 | 15.2% | + +--------------------------------------------+-----+-------+ + | 1001-10,000 | 14 | 17.7% | + +--------------------------------------------+-----+-------+ + | 10,001-100,000 | 9 | 11.4% | + +--------------------------------------------+-----+-------+ + | 100,000+ | 7 | 8.9% | + +--------------------------------------------+-----+-------+ + +.. raw:: html + +
    + +Organization type and industry +------------------------------ + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| This organization is primarily: + + - A non-profit, community, political, educational or governmental organization, or an NGO + - A business, corporation or other for-profit organization + + Which industry (or industries) does your organization operate in? Select one or multiple, as appropriate. + + - Advertising, CRM, Marketing, Sales (online and offline) + - Agriculture + - Airlines, Aerospace, Defense, Maritime, Military + - Automotive + - Business Support, Professional Services, Planning, Project Management, Risk Management, Compliance, Process Automation, Consulting + - Construction, Building, Engineering, Machinery, Homes + - Culture, Arts, Heritage + - Data Analytics, Data Science, AI, Machine Learning + - Design + - Education, Training + - Entertainment, Leisure, Gaming, Sports, E-Sports + - Events, Event Management, Event Services, Venues, Audio/Video + - Finance, Banking, Financial Services, Financial Technology + - Food, Beverages + - Government + - Healthcare, Medical, Pharmaceuticals, Biotechnology + - Human Resources, Recruitment + - Insurance + - Legal Services + - Manufacturing, Engineering, Precision Engineering, Hardware + - Media, Radio, TV, Journalism + - Non-profit, Community + - Retail, Consumer Products, Fashion + - Real Estate + - Science, Research + - Security, Cybersecurity + - Software Development, Software Development Tools (not industry-specific), Open Source + - Telecommunications, Technology, Internet, Electronics, Domain Registration, Web Hosting + - Translation, Localization + - Transportation, Delivery, Logistics, GPS, Mapping, Supply Chain + - Travel, Hospitality, Holidays + - Utilities, Energy, Mining, Extraction + - Other (please specify) + +.. raw:: html + +
    + +Respondents who selected software development or software development tools were asked to also select the industries that the software product or service created by the organization primarily caters to, if possible. For example, e-learning software would also be categorized as "Education, Training" and point of sale software for restaurants would also be "Food, Beverages". + +The majority of organizations represented in the results - 94.8% - were for-profit businesses or corporations rather than non-profit, community, political, educational or government organizations, or NGOs. + +Based on feedback and "other" entries for industry, the final list of industries has been adjusted for the final results. One entirely new industry group has been added - Parks, Recreation, Nature, Wildnerness, Outdoors, Conservation, Ecotourism - and several others have had their definitions expanded. + +69.3% of respondents chose a single industry from the list, and 20% selected two, and 6% selected three different industries. + +.. table:: Organization industry + :widths: 70 15 15 + :name: tbl-2023-organization-industry + :class: std3col + + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Industry | |N| | |%| | + +============================================================================================================================================================================+=====+=======+ + | Software, Software Development, Software Development Tools, Open Source | 420 | 26.5% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Telecommunications, Technology, Internet, Networking, IT Services, IT Infrastructure, Electronics, Domain Registration, Web Hosting, Ecommerce, Cloud Services, Blockchain | 192 | 12.1% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Finance, Banking, Financial Services, Financial Technology, Payments, Accounting, Taxation, Cryptocurrency | 141 | 8.9% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Healthcare, Medical, Pharmaceuticals, Biotechnology | 94 | 5.9% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Manufacturing, Engineering, Precision Engineering, Hardware, Semiconductor | 85 | 5.4% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Data Analytics, Data Science, AI, Machine Learning, Semantic Technologies | 80 | 5.1% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Business Support, Professional Services, Planning, Project Management, Risk Management, Compliance, Process Automation, Consulting, Outsourcing | 72 | 4.5% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Security, Cybersecurity | 60 | 3.8% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Advertising, CRM, Marketing, Sales, Customer Service, Customer Support | 45 | 2.8% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Entertainment, Leisure, Gaming, Gambling, Sports, E-Sports | 41 | 2.6% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Government | 33 | 2.1% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Airlines, Aerospace, Defense, Maritime, Military | 31 | 2.0% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Education, Training, Instructional Design, Learning | 29 | 1.8% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Transportation, Delivery, Logistics, GPS, Mapping, Supply Chain | 28 | 1.8% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Insurance | 27 | 1.7% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Automotive | 26 | 1.6% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Science, Research | 24 | 1.5% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Retail, Consumer Products, Fashion | 24 | 1.5% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Construction, Building, Engineering, Machinery, Homes | 24 | 1.5% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Utilities, Waste Management, Recycling, Energy, Mining, Extraction | 18 | 1.1% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Non-profit, Community | 11 | 0.7% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Human Resources, Recruitment | 10 | 0.6% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Culture, Arts, Heritage | 9 | 0.6% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Translation, Localization | 9 | 0.6% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Media, Radio, TV, Journalism | 8 | 0.5% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Design, Printing, Packaging | 8 | 0.5% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Travel, Hospitality, Holidays | 7 | 0.4% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Agriculture | 7 | 0.4% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Events, Event Management, Event Services, Venues, Audio/Video | 6 | 0.4% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Food, Beverages | 6 | 0.4% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Legal Services | 6 | 0.4% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Real Estate | 2 | 0.1% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + | Parks, Recreation, Nature, Wildnerness, Outdoors, Conservation, Ecotourism | 1 | 0.1% | + +----------------------------------------------------------------------------------------------------------------------------------------------------------------------------+-----+-------+ + + +Organization origin and location +-------------------------------- + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| Is this a multinational organization? Note: A multinational organization is defined as one that has office locations and business operations in two or more countries. + + Where is your organization based? + + Note: This is the primary location, headquarters or main location - or for multinational organizations, the location where the organization originated. This is not your location - that will be covered in the next section. + + Country: + + State/Province/Region: + + City/Town (optional): + +.. raw:: html + +
    + +79.8% of respondents reported that their employer organization was a multinational organization - one with office locations and business operations in two or more countries. These respondents were asked to specify the location where the organization originated. + +A total of 63.3% of organizations originated in North America, with the bulk of those being US-based. + +.. raw:: html + +
    + +.. table:: Organization location - North America + :widths: 70 15 15 + :name: tbl-2023-organization-location-north-america + :class: std3col + + +----------------------------------------+---------+-----------+ + | Region | |N| | |%| | + +========================================+=========+===========+ + | **North America** | **644** | **63.3%** | + +----------------------------------------+---------+-----------+ + | - United States | 587 | | + +----------------------------------------+---------+-----------+ + | - Canada | 52 | | + +----------------------------------------+---------+-----------+ + | - United States Minor Outlying Islands | 3 | | + +----------------------------------------+---------+-----------+ + | - Mexico | 2 | | + +----------------------------------------+---------+-----------+ + +.. raw:: html + +
    + +.. table:: Organization location - Europe + :widths: 70 15 15 + :name: tbl-2023-organization-location-europe + :class: std3col + + +----------------------------------------+---------+-----------+ + | Region | |N| | |%| | + +========================================+=========+===========+ + | **Europe** | **288** | **28.3%** | + +----------------------------------------+---------+-----------+ + | - United Kingdom | 52 | | + +----------------------------------------+---------+-----------+ + | - Germany | 49 | | + +----------------------------------------+---------+-----------+ + | - Ukraine | 31 | | + +----------------------------------------+---------+-----------+ + | - France | 28 | | + +----------------------------------------+---------+-----------+ + | - Russia | 13 | | + +----------------------------------------+---------+-----------+ + | - Switzerland | 13 | | + +----------------------------------------+---------+-----------+ + | - Netherlands | 13 | | + +----------------------------------------+---------+-----------+ + | - Finland | 11 | | + +----------------------------------------+---------+-----------+ + | - Sweden | 10 | | + +----------------------------------------+---------+-----------+ + | - Denmark | 8 | | + +----------------------------------------+---------+-----------+ + | - Spain | 7 | | + +----------------------------------------+---------+-----------+ + | - Czech Republic | 7 | | + +----------------------------------------+---------+-----------+ + | - Portugal | 5 | | + +----------------------------------------+---------+-----------+ + | - Belgium | 5 | | + +----------------------------------------+---------+-----------+ + | - Norway | 5 | | + +----------------------------------------+---------+-----------+ + | - Romania | 5 | | + +----------------------------------------+---------+-----------+ + | - Poland | 4 | | + +----------------------------------------+---------+-----------+ + | - Malta | 4 | | + +----------------------------------------+---------+-----------+ + | - Italy | 3 | | + +----------------------------------------+---------+-----------+ + | - Ireland | 3 | | + +----------------------------------------+---------+-----------+ + | - Greece | 2 | | + +----------------------------------------+---------+-----------+ + | - Estonia | 2 | | + +----------------------------------------+---------+-----------+ + | - Hungary | 2 | | + +----------------------------------------+---------+-----------+ + | - Lithuania | 1 | | + +----------------------------------------+---------+-----------+ + | - Slovenia | 1 | | + +----------------------------------------+---------+-----------+ + | - Austria | 1 | | + +----------------------------------------+---------+-----------+ + | - Gibraltar | 1 | | + +----------------------------------------+---------+-----------+ + | - North Macedonia | 1 | | + +----------------------------------------+---------+-----------+ + | - Cyprus | 1 | | + +----------------------------------------+---------+-----------+ + +.. raw:: html + +
    + +.. table:: Organization location - Other regions + :widths: 70 15 15 + :name: tbl-2023-organization-location-other-regions + :class: std3col + + +----------------------------------------+---------+-----------+ + | Region | |N| | |%| | + +========================================+=========+===========+ + | **Oceania** | **35** | **3.4%** | + +----------------------------------------+---------+-----------+ + | - Australia | 32 | | + +----------------------------------------+---------+-----------+ + | - New Zealand | 3 | | + +----------------------------------------+---------+-----------+ + | **Asia** | **26** | **2.6%** | + +----------------------------------------+---------+-----------+ + | - India | 12 | | + +----------------------------------------+---------+-----------+ + | - Japan | 7 | | + +----------------------------------------+---------+-----------+ + | - Singapore | 3 | | + +----------------------------------------+---------+-----------+ + | - Hong Kong | 2 | | + +----------------------------------------+---------+-----------+ + | - South Korea | 1 | | + +----------------------------------------+---------+-----------+ + | - China | 1 | | + +----------------------------------------+---------+-----------+ + | **Middle East** | **17** | **1.7%** | + +----------------------------------------+---------+-----------+ + | - Israel | 15 | | + +----------------------------------------+---------+-----------+ + | - Saudi Arabia | 1 | | + +----------------------------------------+---------+-----------+ + | - United Arab Emirates | 1 | | + +----------------------------------------+---------+-----------+ + | **South America** | **5** | **0.5%** | + +----------------------------------------+---------+-----------+ + | - Brazil | 5 | | + +----------------------------------------+---------+-----------+ + | **Central America** | **1** | **0.1%** | + +----------------------------------------+---------+-----------+ + | - Costa Rica | 1 | | + +----------------------------------------+---------+-----------+ + | **Africa** | **1** | **0.1%** | + +----------------------------------------+---------+-----------+ + | - South Africa | 1 | | + +----------------------------------------+---------+-----------+ + +.. raw:: html + +
    + +Respondent demographics +======================= + +Who makes up the Write the Docs community? The questions in this section on respondent age, gender identity, education, experience, and location provide context for the salary/rate and satisfaction data. All questions in this section had an "I'd rather not say" option, with the exception of geographical location (country and state or province only), without which the core objective of the survey cannot be achieved. + +Age group +--------- + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| What is your age? + + - 18-25 + - 26-35 + - 36-45 + - 46-55 + - 56-65 + - 66+ + - I'd rather not say + +.. raw:: html + +
    + +The age group split was very neat this year - approximately one third of respondents were in the 26-35 year old age group, and another third were in the 36-45 year old age group. The remaining third were mostly in the older groups - 46-55, 56-65, and 66+ - although 3.2% fell into the 18-25 year old group and 1.2% chose not to supply an answer. + +.. table:: Age group + :widths: 70 15 15 + :name: tbl-2023-age-group + :class: std3col + + +---------------+-----+-------+ + | Age group | |N| | |%| | + +===============+=====+=======+ + | 18-25 | 33 | 3.2% | + +---------------+-----+-------+ + | 26-35 | 339 | 33.3% | + +---------------+-----+-------+ + | 36-45 | 342 | 33.6% | + +---------------+-----+-------+ + | 46-55 | 175 | 17.2% | + +---------------+-----+-------+ + | 56-65 | 100 | 9.8% | + +---------------+-----+-------+ + | 66+ | 16 | 1.6% | + +---------------+-----+-------+ + | not-specified | 12 | 1.2% | + +---------------+-----+-------+ + +.. raw:: html + +
    + +

    Vertical bar chart showing age groupings of respondents.

    +     +
    Figure: Respondent age group
    +
    + +.. figure:: images/2023/2023-respondent-age-group.svg + :class: hide + +Gender identity +--------------- + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| What gender identity do you most identify with? + + - Woman + - Man + - Non-binary + - Other (please specify) + - I'd rather not say + +.. raw:: html + +
    + +The majority of respondents in 2023 were women - accounting for 59.9% of the total, slightly higher than in previous surveys. Men made up 34.7% - slightly lower than in previous surveys. 2.9% of respondents were non-binary, 0.3% chose "other", and 2.2% did not provide an answer. + +.. table:: Gender identity + :widths: 70 15 15 + :name: tbl-2023-gender-identity + :class: std3col + + +-----------------+-----+-------+ + | Gender identity | |N| | |%| | + +=================+=====+=======+ + | Woman | 609 | 59.9% | + +-----------------+-----+-------+ + | Man | 353 | 34.7% | + +-----------------+-----+-------+ + | Non-binary | 30 | 2.9% | + +-----------------+-----+-------+ + | Not specified | 22 | 2.2% | + +-----------------+-----+-------+ + | Other | 3 | 0.3% | + +-----------------+-----+-------+ + +.. raw:: html + +
    + +

    Donut chart showing gender identity of respodnents.

    +     +
    Figure: Respondent gender identity
    +
    + +.. figure:: images/2023/2023-respondent-gender-identity.svg + :class: hide + +Experience +---------- + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| How many years of experience do you have in documentation? + + - Less than 1 year + - More than 1 year but less than 2 years + - More than 2 years but less than 5 years + - More than 5 years but less than 10 years + - More than 10 years but less than 15 years + - More than 15 years but less than 20 years + - More than 20 years but less than 25 years + - More than 25 years but less than 30 years + - More than 30 years (please specify) + - I'd rather not say + +.. raw:: html + +
    + +The experience level of respondents in 2023 was similar to previous years - around half fell into either the 5-10 years range (27.8%) or 2-5 years range (20%). 43.4% of respondents were spread out over the most experienced ranges - starting from 10 years of experience and going all the way up to 50 years in the documentation game. Only 8.3% were new documentarians (2.9% with less than one year and 5.4% with 1-2 years). 0.4% did not provide an answer. + +.. table:: Experience in documentation + :widths: 70 15 15 + :name: tbl-2023-experience + :class: std3col + + +---------------------+-----+-------+ + | Years of experience | |N| | |%| | + +=====================+=====+=======+ + | 0-1 | 30 | 2.9% | + +---------------------+-----+-------+ + | 1-2 | 55 | 5.4% | + +---------------------+-----+-------+ + | 2-5 | 203 | 20.0% | + +---------------------+-----+-------+ + | 5-10 | 283 | 27.8% | + +---------------------+-----+-------+ + | 10-15 | 161 | 15.8% | + +---------------------+-----+-------+ + | 15-20 | 101 | 9.9% | + +---------------------+-----+-------+ + | 20-25 | 70 | 6.9% | + +---------------------+-----+-------+ + | 25-30 | 63 | 6.2% | + +---------------------+-----+-------+ + | 30+ | 47 | 4.6% | + +---------------------+-----+-------+ + | Not specified | 4 | 0.4% | + +---------------------+-----+-------+ + +.. raw:: html + +
    + +

    Vertical bar chart showing respondents' years of experience in documentation.

    +     +
    Figure: Years of experience in documentation
    +
    + +.. figure:: images/2023/2023-respondent-years-experience.svg + :class: hide + +Education level +--------------- + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| What is the highest level of education that you have completed? + If your education level isn't listed, choose the option that's the closest equivalent to the level you have completed. We're asking for the highest level completed, so if you are still working towards a qualification, please select the highest level you have actually finished. + + - High school + - Technical or vocational qualification + - College or university graduate qualification (certificate, diploma, associate degree, bachelor's degree) + - Multiple graduate qualifications + - Post-graduate degree (master's degree, post-graduate diploma or certificate, doctorate, PhD) + - Multiple post-graduate qualifications + - None of the above + - I'd rather not say + +.. raw:: html + +
    + +Overall, most respondents are university- or college-educated: 93.9% held at least one undergraduate qualification, and 41.3% also held a postgraduate qualification. 3.5% held multiple undergraduate qualifications, and 3.7% held multiple post-graduate qualifications. 0.4% chose not to answer, and 2 individuals indicated that they had none of the listed qualifications. + +.. table:: Highest education level completed + :widths: 70 15 15 + :name: tbl-2023-education + :class: std3col + + +----------------------------+-----+-------+ + | Education Level | |N| | |%| | + +============================+=====+=======+ + | High school | 40 | 3.9% | + +----------------------------+-----+-------+ + | Technical or vocational | 16 | 1.6% | + +----------------------------+-----+-------+ + | Graduate | 499 | 49.1% | + +----------------------------+-----+-------+ + | Multiple graduate | 36 | 3.5% | + +----------------------------+-----+-------+ + | Post-graduate | 382 | 37.6% | + +----------------------------+-----+-------+ + | Multiple post-graduate | 38 | 3.7% | + +----------------------------+-----+-------+ + | Not specified | 4 | 0.4% | + +----------------------------+-----+-------+ + | None of the listed options | 2 | 0.2% | + +----------------------------+-----+-------+ + +.. raw:: html + +
    + +

    Vertical bar chart showing respondents' highest completed level of education.

    +     +
    Figure: Education level
    +
    + +.. figure:: images/2023/2023-respondent-education.svg + :class: hide + +Location +-------- + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| Which of the following best describes the type of area where you reside? + + - Rural area (low population density, ≤5000 people) + - Town or suburban area (medium population density, ≤50,000 people) + - City or urban area (high population density, >50,000 people) + + Please refer to this World Bank article on Degree of Urbanization [https://blogs.worldbank.org/sustainablecities/how-do-we-define-cities-towns-and-rural-areas] for more clarification. + + Country: + + State/Province/Region: + + City/Town (optional): + +.. raw:: html + +
    + +While most questions in this section were optional, general geographical location was not - this is because without country and state/province/region, we cannot calculate regional median salaries, which is one of the main objectives of the survey. For privacy reasons, finer-grained geographical location is optional. + +The majority of respondents - 70.3% - reported living in a city or urban area, with 23.7% in a town or suburban (semi-dense) location and only 6% living in a rural area. + +.. table:: Degree of urbanization + :widths: 70 15 15 + :name: tbl-2023-degree-of-urbanization + :class: std3col + + +-----------------------+-----+-------+ + | Area type | |N| | |%| | + +=======================+=====+=======+ + | City or urban area | 715 | 70.3% | + +-----------------------+-----+-------+ + | Town or suburban area | 241 | 23.7% | + +-----------------------+-----+-------+ + | Rural area | 61 | 6.0% | + +-----------------------+-----+-------+ + +A little over half of respondents (55.7%) were based in North America, the bulk of those in the United States. + +New countries appearing in the results for 2023 include the Caribbean nation St Kitts & Nevis, Puerto Rico, United Arab Emirates, Lebanon, and Rwanda. + +.. raw:: html + +
    + +.. table:: Respondent location - North America + :widths: 70 15 15 + :name: tbl-2023-respondent-location-north-america + :class: std3col + + +------------------------+-----+--------+ + | Region | |N| | |%| | + +========================+=====+========+ + | North America | 566 | 55.7% | + +------------------------+-----+--------+ + | - United States | 477 | 46.9% | + +------------------------+-----+--------+ + | - Canada | 81 | 8.0% | + +------------------------+-----+--------+ + | - Mexico | 6 | 0.6% | + +------------------------+-----+--------+ + | - St Kitts & Nevis | 1 | 0.1% | + +------------------------+-----+--------+ + | - Puerto Rico | 1 | 0.1% | + +------------------------+-----+--------+ + +.. raw:: html + +
    + +.. table:: Respondent location - Europe + :widths: 70 15 15 + :name: tbl-2023-respondent-location-europe + :class: std3col + + +------------------------+-----+--------+ + | Region | |N| | |%| | + +========================+=====+========+ + | Europe | 330 | 32.4% | + +------------------------+-----+--------+ + | - United Kingdom | 62 | 6.1% | + +------------------------+-----+--------+ + | - Ukraine | 45 | 4.4% | + +------------------------+-----+--------+ + | - Germany | 36 | 3.5% | + +------------------------+-----+--------+ + | - Poland | 27 | 2.7% | + +------------------------+-----+--------+ + | - France | 21 | 2.1% | + +------------------------+-----+--------+ + | - Romania | 17 | 1.7% | + +------------------------+-----+--------+ + | - Netherlands | 15 | 1.5% | + +------------------------+-----+--------+ + | - Portugal | 12 | 1.2% | + +------------------------+-----+--------+ + | - Ireland | 12 | 1.2% | + +------------------------+-----+--------+ + | - Russia | 12 | 1.2% | + +------------------------+-----+--------+ + | - Czech Republic | 10 | 1.0% | + +------------------------+-----+--------+ + | - Spain | 10 | 1.0% | + +------------------------+-----+--------+ + | - Finland | 9 | 0.9% | + +------------------------+-----+--------+ + | - Italy | 5 | 0.5% | + +------------------------+-----+--------+ + | - Croatia | 4 | 0.4% | + +------------------------+-----+--------+ + | - Switzerland | 4 | 0.4% | + +------------------------+-----+--------+ + | - Sweden | 4 | 0.4% | + +------------------------+-----+--------+ + | - Slovenia | 3 | 0.3% | + +------------------------+-----+--------+ + | - Austria | 3 | 0.3% | + +------------------------+-----+--------+ + | - Serbia | 3 | 0.3% | + +------------------------+-----+--------+ + | - Belgium | 2 | 0.2% | + +------------------------+-----+--------+ + | - Estonia | 2 | 0.2% | + +------------------------+-----+--------+ + | - Greece | 2 | 0.2% | + +------------------------+-----+--------+ + | - Hungary | 2 | 0.2% | + +------------------------+-----+--------+ + | - Lithuania | 1 | 0.1% | + +------------------------+-----+--------+ + | - Norway | 1 | 0.1% | + +------------------------+-----+--------+ + | - Turkey | 1 | 0.1% | + +------------------------+-----+--------+ + | - Cyprus | 1 | 0.1% | + +------------------------+-----+--------+ + | - Montenegro | 1 | 0.1% | + +------------------------+-----+--------+ + | - Georgia | 1 | 0.1% | + +------------------------+-----+--------+ + | - Bulgaria | 1 | 0.1% | + +------------------------+-----+--------+ + | - Denmark | 1 | 0.1% | + +------------------------+-----+--------+ + +.. raw:: html + +
    + +.. table:: Respondent location - Other regions + :widths: 70 15 15 + :name: tbl-2023-respondent-location-other-regions + :class: std3col + + +------------------------+-----+--------+ + | Region | |N| | |%| | + +========================+=====+========+ + | Oceania | 51 | 5.0% | + +------------------------+-----+--------+ + | - Australia | 47 | 4.6% | + +------------------------+-----+--------+ + | - New Zealand | 4 | 0.4% | + +------------------------+-----+--------+ + | Asia | 36 | 3.5% | + +------------------------+-----+--------+ + | - India | 28 | 2.8% | + +------------------------+-----+--------+ + | - Japan | 5 | 0.5% | + +------------------------+-----+--------+ + | - Singapore | 1 | 0.1% | + +------------------------+-----+--------+ + | - Indonesia | 1 | 0.1% | + +------------------------+-----+--------+ + | - Thailand | 1 | 0.1% | + +------------------------+-----+--------+ + | Middle East | 14 | 1.4% | + +------------------------+-----+--------+ + | - Israel | 12 | 1.2% | + +------------------------+-----+--------+ + | - United Arab Emirates | 1 | 0.1% | + +------------------------+-----+--------+ + | - Lebanon | 1 | 0.1% | + +------------------------+-----+--------+ + | Africa | 13 | 1.3% | + +------------------------+-----+--------+ + | - South Africa | 9 | 0.9% | + +------------------------+-----+--------+ + | - Nigeria | 2 | 0.2% | + +------------------------+-----+--------+ + | - Rwanda | 1 | 0.1% | + +------------------------+-----+--------+ + | - Kenya | 1 | 0.1% | + +------------------------+-----+--------+ + | South America | 7 | 0.7% | + +------------------------+-----+--------+ + | - Brazil | 5 | 0.5% | + +------------------------+-----+--------+ + | - Argentina | 2 | 0.2% | + +------------------------+-----+--------+ + +.. raw:: html + +
    + +Respondent location regional breakdowns +~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ + +.. raw:: html + +
    + +.. table:: Respondent location - US state + :widths: 70 15 15 + :name: tbl-2023-respondent-location-us-state + :class: std3col + + +-----------------+-----+-------+ + | US State | |N| | |%| | + +=================+=====+=======+ + | California | 70 | 14.7% | + +-----------------+-----+-------+ + | - San Francisco | 10 | | + +-----------------+-----+-------+ + | Texas | 44 | 9.2% | + +-----------------+-----+-------+ + | - Austin | 20 | | + +-----------------+-----+-------+ + | Oregon | 29 | 6.1% | + +-----------------+-----+-------+ + | - Portland | 20 | | + +-----------------+-----+-------+ + | North Carolina | 27 | 5.7% | + +-----------------+-----+-------+ + | Washington | 27 | 5.7% | + +-----------------+-----+-------+ + | - Seattle | 12 | | + +-----------------+-----+-------+ + | Colorado | 24 | 5.0% | + +-----------------+-----+-------+ + | Massachusetts | 22 | 4.6% | + +-----------------+-----+-------+ + | New York | 20 | 4.2% | + +-----------------+-----+-------+ + | Florida | 20 | 4.2% | + +-----------------+-----+-------+ + | Virginia | 19 | 4.0% | + +-----------------+-----+-------+ + | Michigan | 16 | 3.4% | + +-----------------+-----+-------+ + | Pennsylvania | 15 | 3.1% | + +-----------------+-----+-------+ + | Minnesota | 15 | 3.1% | + +-----------------+-----+-------+ + | Wisconsin | 14 | 2.9% | + +-----------------+-----+-------+ + | Ohio | 13 | 2.7% | + +-----------------+-----+-------+ + | Georgia | 12 | 2.5% | + +-----------------+-----+-------+ + | Utah | 11 | 2.3% | + +-----------------+-----+-------+ + | Illinois | 10 | 2.1% | + +-----------------+-----+-------+ + | New Jersey | 9 | 1.9% | + +-----------------+-----+-------+ + | Missouri | 7 | 1.5% | + +-----------------+-----+-------+ + | Vermont | 7 | 1.5% | + +-----------------+-----+-------+ + | Maryland | 6 | 1.3% | + +-----------------+-----+-------+ + | Indiana | 5 | 1.0% | + +-----------------+-----+-------+ + | Arizona | 5 | 1.0% | + +-----------------+-----+-------+ + | Tennessee | 5 | 1.0% | + +-----------------+-----+-------+ + | New Hampshire | 4 | 0.8% | + +-----------------+-----+-------+ + | Kansas | 4 | 0.8% | + +-----------------+-----+-------+ + | Nevada | 3 | 0.6% | + +-----------------+-----+-------+ + | Alabama | 3 | 0.6% | + +-----------------+-----+-------+ + | Oklahoma | 2 | 0.4% | + +-----------------+-----+-------+ + | Delaware | 1 | 0.2% | + +-----------------+-----+-------+ + | South Carolina | 1 | 0.2% | + +-----------------+-----+-------+ + | Louisiana | 1 | 0.2% | + +-----------------+-----+-------+ + | Iowa | 1 | 0.2% | + +-----------------+-----+-------+ + | Alaska | 1 | 0.2% | + +-----------------+-----+-------+ + | South Dakota | 1 | 0.2% | + +-----------------+-----+-------+ + | Nebraska | 1 | 0.2% | + +-----------------+-----+-------+ + | Rhode Island | 1 | 0.2% | + +-----------------+-----+-------+ + | Connecticut | 1 | 0.2% | + +-----------------+-----+-------+ + +.. raw:: html + +
    + +.. table:: Respondent location - Canadian province + :widths: 70 15 15 + :name: tbl-2023-respondent-location-canadian-province + :class: std3col + + +---------------------------+-----+-------+ + | Province | |N| | |%| | + +===========================+=====+=======+ + | Ontario | 41 | 50.6% | + +---------------------------+-----+-------+ + | - Toronto | 17 | | + +---------------------------+-----+-------+ + | Quebec | 14 | 17.3% | + +---------------------------+-----+-------+ + | - Montreal | 11 | | + +---------------------------+-----+-------+ + | British Columbia | 13 | 16.0% | + +---------------------------+-----+-------+ + | - Vancouver | 10 | | + +---------------------------+-----+-------+ + | Alberta | 7 | 8.6% | + +---------------------------+-----+-------+ + | New Brunswick | 2 | 2.5% | + +---------------------------+-----+-------+ + | Saskatchewan | 2 | 2.5% | + +---------------------------+-----+-------+ + | Manitoba | 1 | 1.2% | + +---------------------------+-----+-------+ + | Newfoundland and Labrador | 1 | 1.2% | + +---------------------------+-----+-------+ + +.. raw:: html + +
    + +.. table:: Respondent location - Australian state + :widths: 70 15 15 + :name: tbl-2023-respondent-location-australian-state + :class: std3col + + +-------------------+-----+-------+ + | State | |N| | |%| | + +===================+=====+=======+ + | Queensland | 16 | 34.0% | + +-------------------+-----+-------+ + | - Brisbane | 9 | | + +-------------------+-----+-------+ + | Victoria | 14 | 29.8% | + +-------------------+-----+-------+ + | - Melbourne | 11 | | + +-------------------+-----+-------+ + | New South Wales | 13 | 27.7% | + +-------------------+-----+-------+ + | - Sydney | 6 | | + +-------------------+-----+-------+ + | South Australia | 2 | 4.3% | + +-------------------+-----+-------+ + | Tasmania | 1 | 2.1% | + +-------------------+-----+-------+ + | Western Australia | 1 | 2.1% | + +-------------------+-----+-------+ + +.. raw:: html + +
    + +Survey feedback +=============== + +For the first time this year, we included a mini "meta-survey" - a handful of questions about the survey itself. + +.. raw:: html + +
    What we asked + +.. container:: question + + |icon-question| Have you participated in a WTD Salary Survey before? + + How would you rate the following three aspects of the survey? Options given for each were: excellent, good, OK, not great, no opinion. + + - Relevance of the questions + - Usability of the survey form and website + - Length of the survey + +.. raw:: html + +
    + +More than half of the 2023 respondents - 58.2% - were first-time WTD Salary Survey participants. + +.. raw:: html + +
    + +

    Donut chart showing proportion of first-time to repeat survey participants.

    +     +
    Figure: First time vs repeat survey participants
    +
    + +.. figure:: images/2023/2023-first-time-vs-repeat-participants.svg + :class: hide + +Regarding the relevance of the questions, 52.2% rated them "excellent", and another 38.8% thought they were "good". 7.7% felt they were just "OK", and only 0.5% chose "not great". 0.8% chose not to share an opinion. + +Concerning the usability of the survey form and website, over half rated it "excellent", with another 28.8% rating it "good". 6.1% chose "ok", 1.1% thought it was "no great" and 0.5% had no opinion. + +The length of the survey has been an area of concern for the survey team, so we were quite relieved to find that 80.3% of respondents said that the length was "just right". However, a significant proportion - 13.6% - were of the opinion that the survey was too long (and another 1.2% chose "far too long") so this is something we will take into consideration in future surveys. 4% had no opinion and a very small percentage of survey fans (0.8%) said that it was "too short". + +.. raw:: html + +
    + +.. table:: Survey feedback - length + :widths: 70 15 15 + :name: tbl-2023-survey-feedback-length + :class: std3col + + +--------------+------+-------+ + | Opinion | No. | % | + +==============+======+=======+ + | Just right | 817 | 80.3% | + +--------------+------+-------+ + | Too short | 8 | 0.8% | + +--------------+------+-------+ + | Too long | 138 | 13.6% | + +--------------+------+-------+ + | Far too long | 12 | 1.2% | + +--------------+------+-------+ + | No opinion | 42 | 4.1% | + +--------------+------+-------+ + +.. raw:: html + +
    + +.. table:: Survey feedback - relevance + :widths: 70 15 15 + :name: tbl-2023-survey-feedback-relevance + :class: std3col + + +------------+-----+-------+ + | Opinion | No. | % | + +============+=====+=======+ + | Excellent | 531 | 52.2% | + +------------+-----+-------+ + | Good | 395 | 38.8% | + +------------+-----+-------+ + | OK | 78 | 7.7% | + +------------+-----+-------+ + | Not great | 5 | 0.5% | + +------------+-----+-------+ + | No opinion | 8 | 0.8% | + +------------+-----+-------+ + +.. raw:: html + +
    + +.. table:: Survey feedback - usability + :widths: 70 15 15 + :name: tbl-2023-survey-feedback-usability + :class: std3col + + +------------+-----+-------+ + | Opinion | No. | % | + +============+=====+=======+ + | Excellent | 646 | 63.5% | + +------------+-----+-------+ + | Good | 293 | 28.8% | + +------------+-----+-------+ + | OK | 62 | 6.1% | + +------------+-----+-------+ + | Not great | 11 | 1.1% | + +------------+-----+-------+ + | No opinion | 5 | 0.5% | + +------------+-----+-------+ + +.. raw:: html + +
    From cb567e4eb44f96d89ea7588fd2330856f712ce94 Mon Sep 17 00:00:00 2001 From: Kay Smoljak Date: Fri, 7 Mar 2025 17:40:56 +0700 Subject: [PATCH 07/88] WIP --- docs/_static/survey/css/main-2024.css | 19 +++++- docs/_templates/survey/layout.html | 5 +- docs/surveys/salary-survey/2024.rst | 95 +++++++++++++++++---------- 3 files changed, 82 insertions(+), 37 deletions(-) diff --git a/docs/_static/survey/css/main-2024.css b/docs/_static/survey/css/main-2024.css index b15a064b58..44a831f423 100644 --- a/docs/_static/survey/css/main-2024.css +++ b/docs/_static/survey/css/main-2024.css @@ -687,6 +687,7 @@ table:has(+ div.tbl-footnote) { a.footnote-reference.brackets { vertical-align: super; font-size: var(--font-size-0); + text-decoration: none; } table:has(a.footnote-reference.brackets) { @@ -694,7 +695,23 @@ table:has(a.footnote-reference.brackets) { } dl.footnote.brackets { - /* TODO: style these */ + margin-top: 0; + p, a { + font-size: var(--font-size-0) !important; + } + dt { + display: inline-block; + a { + text-decoration: none; + } + } + dd { + display: inline-block; + margin-inline-start: 10px; + a { + text-decoration: none; + } + } } diff --git a/docs/_templates/survey/layout.html b/docs/_templates/survey/layout.html index 1bebb2f7cd..5c8bb350e0 100644 --- a/docs/_templates/survey/layout.html +++ b/docs/_templates/survey/layout.html @@ -24,7 +24,10 @@
    {% include 'survey/header.html' %}
    {{ body }}
    -
    {% include 'footer.html' %}
    +
    {% include 'footer.html' %} + + +
    diff --git a/docs/surveys/salary-survey/2024.rst b/docs/surveys/salary-survey/2024.rst index 3332120b99..f800b66010 100644 --- a/docs/surveys/salary-survey/2024.rst +++ b/docs/surveys/salary-survey/2024.rst @@ -124,29 +124,56 @@ Employees combined: 714 (88.4%) Contractors combined: 94 (11.6%) Combined totals: 808 sets of salary/rate data + +Working vs not working: employees +working: 669 (97.5%) +not-working: 17 (2.5%) + +Working vs not working: contractors +working: 59 (89.4%) +not-working: 7 (10.6%) + + +working vs not working: employee-contractors +as employee +- working: 24 (85.7%) +- not working: 4 (14.3%) + +as contractor +- working: 17 (60.7%) +- not working: 11 (39.3%) + +working both: +not-working both: +working employee not working contractor: +working contractor not working employee: + + + + .. table:: Basis of employment (2019-2024) :widths: 40 10 10 20 10 10 :name: tbl-2024-basis-of-employment-history - +-------------+-------------+-+--------------+ - | Survey year | Employees | | Contractors | - +=============+=====+=======+=+======+=======+ - | | |N| | |%| | | |N| | |%| | - +-------------+-----+-------+-+------+-------+ - | 2019 | 652 | 93.9% | | 42 | 6.1% | - +-------------+-----+-------+-+------+-------+ - | 2020 | 748 | 92.9% | | 57 | 7.1% | - +-------------+-----+-------+-+------+-------+ - | 2021 | 887 | 92.5% | | 72 | 7.5% | - +-------------+-----+-------+-+------+-------+ - | 2022 | 491 | 93.5% | | 34 | 6.5% | - +-------------+-----+-------+-+------+-------+ - | 2023 | 938 | 92.2% | | 79 | 7.8% | - +-------------+-----+-------+-+------+-------+ - | 2024 [#]_ | 714 | 88.4% | | 94 | 11.6% | - +-------------+-----+-------+-+------+-------+ - -.. [#] Includes data from respondents who worked as both employee and contractor + +-------------+-----------------+-+------------------+ + | Survey year | Employees | | Contractors | + +=============+=========+=======+=+==========+=======+ + | | |N| | |%| | | |N| | |%| | + +-------------+---------+-------+-+----------+-------+ + | 2019 | 652 | 93.9% | | 42 | 6.1% | + +-------------+---------+-------+-+----------+-------+ + | 2020 | 748 | 92.9% | | 57 | 7.1% | + +-------------+---------+-------+-+----------+-------+ + | 2021 | 887 | 92.5% | | 72 | 7.5% | + +-------------+---------+-------+-+----------+-------+ + | 2022 | 491 | 93.5% | | 34 | 6.5% | + +-------------+---------+-------+-+----------+-------+ + | 2023 | 938 | 92.2% | | 79 | 7.8% | + +-------------+---------+-------+-+----------+-------+ + | 2024 [*]_ | 714 | 88.4% | | 94 | 11.6% | + +-------------+---------+-------+-+----------+-------+ + +.. [*] Totals include 66 respondents who worked as both employee and contractor Hours worked ------------ @@ -172,36 +199,34 @@ Hours worked As in previous years, the majority (96%) of respondents worked traditional "full-time" hours each week: -- 69.7% worked between 31 and 40 hours -- 24.5% worked between 41 and 50 hours -- 1.9% worked between 51 and 60 hours +- 68.2% worked between 31 and 40 hours +- 24.9% worked between 41 and 50 hours +- 2.2% worked between 51 and 60 hours -Only one respondent worked more than 60 hours - this person indicated that they put in 95 hours per week. +For the first time this year, no respondents reported working more than 60 hours. Of those that worked fewer hours: -- 2.2% worked 21 to 30 hours each week -- 1.7% worked 1 to 20 hours +- 2.7% worked 21 to 30 hours each week +- 2.1% worked 1 to 20 hours -.. table:: Weekly hours worked +.. table:: Weekly hours worked (2024) :widths: 70 15 15 - :name: tbl-2023-weekly-hours-worked - :class: std3col + :name: tbl-2024-weekly-hours-worked + :class: std3col sortable +--------------+-----+-------+ | Hours worked | |N| | |%| | +==============+=====+=======+ - | 1-20 hours | 17 | 1.7% | - +--------------+-----+-------+ - | 21-30 hours | 22 | 2.2% | + | 31-40 | 532 | 68.2% | +--------------+-----+-------+ - | 31-40 hours | 709 | 69.7% | + | 41-50 | 194 | 24.9% | +--------------+-----+-------+ - | 41-50 hours | 249 | 24.5% | + | 21-30 | 21 | 2.7% | +--------------+-----+-------+ - | 51-60 hours | 19 | 1.9% | + | 51-60 | 17 | 2.2% | +--------------+-----+-------+ - | 61+ hours | 1 | 0.8% | + | 1-20 | 16 | 2.1% | +--------------+-----+-------+ Job title From 0045f59219be797e37284619bc3c70a18dcc2298 Mon Sep 17 00:00:00 2001 From: Kay Smoljak Date: Tue, 11 Mar 2025 17:19:33 +0700 Subject: [PATCH 08/88] table sorting, further text drafting --- docs/_static/survey/css/main-2024.css | 64 ++++++++++++++++++++++++++- docs/_templates/survey/layout.html | 1 - docs/surveys/salary-survey/2024.rst | 61 +++++++------------------ 3 files changed, 77 insertions(+), 49 deletions(-) diff --git a/docs/_static/survey/css/main-2024.css b/docs/_static/survey/css/main-2024.css index 44a831f423..c460cd94a6 100644 --- a/docs/_static/survey/css/main-2024.css +++ b/docs/_static/survey/css/main-2024.css @@ -567,7 +567,7 @@ main { font-weight: var(--font-weight-5); } } - tr.row-even { + tr:nth-child(even) { td { background: var(--surface-1); border-top: 1px solid var(--surface-1); @@ -582,7 +582,7 @@ main { border-bottom: 1px solid var(--indigo-2); } } - tr.row-odd { + tr:nth-child(odd) { td { background: var(--surface-2); border-top: 1px solid var(--surface-1); @@ -906,4 +906,64 @@ dl.footnote.brackets { padding: var(--size-2); } } +} + +/* table sorting */ +.sortable thead th:not(.no-sort) { + cursor: pointer +} + +.sortable thead th:not(.no-sort)::after, +.sortable thead th:not(.no-sort)::before { + transition: color .1s ease-in-out; + font-size: 1.2em; + color: rgba(0, 0, 0, 0) +} + +.sortable thead th:not(.no-sort)::after { + margin-left: 3px; + content: "▸" +} + +.sortable thead th:not(.no-sort):hover::after { + color: inherit +} + +.sortable thead th:not(.no-sort)[aria-sort=descending]::after { + color: inherit; + content: "▾" +} + +.sortable thead th:not(.no-sort)[aria-sort=ascending]::after { + color: inherit; + content: "▴" +} + +.sortable thead th:not(.no-sort).indicator-left::after { + content: "" +} + +.sortable thead th:not(.no-sort).indicator-left::before { + margin-right: 3px; + content: "▸" +} + +.sortable thead th:not(.no-sort).indicator-left:hover::before { + color: inherit +} + +.sortable thead th:not(.no-sort).indicator-left[aria-sort=descending]::before { + color: inherit; + content: "▾" +} + +.sortable thead th:not(.no-sort).indicator-left[aria-sort=ascending]::before { + color: inherit; + content: "▴" +} + +.sortable.sticky thead th { + position: sticky; + top: 0; + z-index: 1 } \ No newline at end of file diff --git a/docs/_templates/survey/layout.html b/docs/_templates/survey/layout.html index 5c8bb350e0..e3b1ce9dea 100644 --- a/docs/_templates/survey/layout.html +++ b/docs/_templates/survey/layout.html @@ -25,7 +25,6 @@ {{ body }}
    {% include 'footer.html' %} -
    diff --git a/docs/surveys/salary-survey/2024.rst b/docs/surveys/salary-survey/2024.rst index f800b66010..4fe130f14d 100644 --- a/docs/surveys/salary-survey/2024.rst +++ b/docs/surveys/salary-survey/2024.rst @@ -51,7 +51,7 @@ Documentation Salary Survey 2024 Results Introduction ============ -[intro] +[779 respondents in 2024] In a hurry? Jump straight to `Median salary`_ or `Median hourly rate`_. @@ -59,7 +59,7 @@ In a hurry? Jump straight to `Median salary`_ or `Median hourly rate`_. .. rubric:: |icon-info| Note on independent contractors, freelancers and the self-employed - [contractors note] + In this year’s survey, we asked those who filled out the survey as independent contractors, freelancers or self-employed people what term they used to describe their type of employment. More than half (63.8%) preferred the term “contractor”, with only 18.1% using “freelancer” and 10.6% using “self-employed”. In this report, we’ll use the term “contractors” to refer to this entire group. Feedback -------- @@ -112,44 +112,9 @@ Basis of employment -As in previous surveys, employees made up the majority of respondents - 686 (87.9%). - -This year, for the first time, we included an option for respondents who had worked in the past year as both employee and contractor. 28 respondents (3.6%) chose this option. Combined with the 66 respondents (8.5%) who only worked as contractors, this means that in 2024 we collected more contractor rate data than in any previous year, from a total of 94 individuals. - -Contractors only: 66 (8.5%) -Employees only: 686 (87.9%) -Both: 28 (3.6%) - -Employees combined: 714 (88.4%) -Contractors combined: 94 (11.6%) -Combined totals: 808 sets of salary/rate data - - -Working vs not working: employees -working: 669 (97.5%) -not-working: 17 (2.5%) - -Working vs not working: contractors -working: 59 (89.4%) -not-working: 7 (10.6%) - - -working vs not working: employee-contractors -as employee -- working: 24 (85.7%) -- not working: 4 (14.3%) - -as contractor -- working: 17 (60.7%) -- not working: 11 (39.3%) - -working both: -not-working both: -working employee not working contractor: -working contractor not working employee: - - +As in previous surveys, employees made up the majority of respondents (686, or 87.9%). Contractors made up 8.5% (66 individuals). +For the first time this year, we included a third option - for respondents who had worked in the past year as both employee and contractor. 28 respondents (3.6%) chose this option, and provided both salary and contract rate data. This means that in total there are 714 employee responses and 94 contractor responses. .. table:: Basis of employment (2019-2024) :widths: 40 10 10 20 10 10 @@ -160,21 +125,25 @@ working contractor not working employee: +=============+=========+=======+=+==========+=======+ | | |N| | |%| | | |N| | |%| | +-------------+---------+-------+-+----------+-------+ - | 2019 | 652 | 93.9% | | 42 | 6.1% | + | 2019 | 652 | 93.9% | | 42 | 6.1% | +-------------+---------+-------+-+----------+-------+ - | 2020 | 748 | 92.9% | | 57 | 7.1% | + | 2020 | 748 | 92.9% | | 57 | 7.1% | +-------------+---------+-------+-+----------+-------+ - | 2021 | 887 | 92.5% | | 72 | 7.5% | + | 2021 | 887 | 92.5% | | 72 | 7.5% | +-------------+---------+-------+-+----------+-------+ - | 2022 | 491 | 93.5% | | 34 | 6.5% | + | 2022 | 491 | 93.5% | | 34 | 6.5% | +-------------+---------+-------+-+----------+-------+ - | 2023 | 938 | 92.2% | | 79 | 7.8% | + | 2023 | 938 | 92.2% | | 79 | 7.8% | +-------------+---------+-------+-+----------+-------+ - | 2024 [*]_ | 714 | 88.4% | | 94 | 11.6% | + | 2024 [*]_ | 714 | 88.4% | | 94 | 11.6% | +-------------+---------+-------+-+----------+-------+ .. [*] Totals include 66 respondents who worked as both employee and contractor +As in previous years, we encouraged those currently not working to respond as though still at their previous job/contract, provided they had worked at least some of the past year. 16 employees (2.3%) and 7 contractors (10.6%) filled out the survey on this basis. + +Of the 28 respondents who had worked as both employee and contractor in the past year, 15 were currently working in both capacities. 9 were currently working as employee but not contractor, 2 were currently working as contractor but not as employee, and another 2 were not currently working in either capacity. + Hours worked ------------ @@ -205,7 +174,7 @@ As in previous years, the majority (96%) of respondents worked traditional "full For the first time this year, no respondents reported working more than 60 hours. -Of those that worked fewer hours: +4.8% of respondents worked fewer hours: - 2.7% worked 21 to 30 hours each week - 2.1% worked 1 to 20 hours From 7c7d99c96583d1d9bbf989a1625d6a90e857c837 Mon Sep 17 00:00:00 2001 From: Kay Smoljak Date: Tue, 25 Mar 2025 08:30:28 +0100 Subject: [PATCH 09/88] WIP --- docs/_static/survey/css/main-2024.css | 67 +- docs/_static/survey/css/props.colors-hsl.css | 249 +++ docs/_templates/survey/layout.html | 17 +- docs/conf.py | 11 +- docs/surveys/salary-survey/2024.rst | 1484 ++++++++++------- .../images/2024/2024-job-title-word-cloud.svg | 100 ++ 6 files changed, 1257 insertions(+), 671 deletions(-) create mode 100644 docs/_static/survey/css/props.colors-hsl.css create mode 100644 docs/surveys/salary-survey/images/2024/2024-job-title-word-cloud.svg diff --git a/docs/_static/survey/css/main-2024.css b/docs/_static/survey/css/main-2024.css index c460cd94a6..b0565421fb 100644 --- a/docs/_static/survey/css/main-2024.css +++ b/docs/_static/survey/css/main-2024.css @@ -6,6 +6,7 @@ } /* define fonts and colors */ +/* 1. common */ html { --size-max: 1100px; --figure-max-width: 800px; @@ -32,7 +33,7 @@ html { --brand-dark: var(--indigo-3); --text-1-dark: var(--stone-3); --text-2-dark: var(--stone-5); - --surface-highlight-dark: var(--indigo-1); + --surface-highlight-dark: var(--cyan-1); --surface-00-dark: var(--stone-12); --surface-0-dark: var(--stone-11); --surface-1-dark: var(--stone-10); @@ -43,6 +44,32 @@ html { --shadow: 0 1px 2px -1px hsl(220 40% 2% /calc(25% + 9%)); --icon-external-link: url('data:image/svg+xml,'); } +/* 2. override colors for 2024 */ +html:has(.surveytheme-2024) { + --brand-light: var(--indigo-9); + --text-1-light: var(--stone-10); + --text-2-light: var(--stone-8); + --surface-highlight-light: var(--cyan-0); + --surface-00-light: #FFF; + --surface-0-light: var(--cyan-0); + --surface-1-light: var(--cyan-1); + --surface-2-light: var(--cyan-2); + --surface-3-light: var(--cyan-3); + --surface-4-light: var(--cyan-4); + --surface-5-light: var(--cyan-5); + --brand-dark: var(--indigo-3); + --text-1-dark: var(--stone-3); + --text-2-dark: var(--stone-5); + --surface-highlight-dark: var(--cyan-6); + --surface-00-dark: var(--stone-12); + --surface-0-dark: var(--cyan-11); + --surface-1-dark: var(--cyan-10); + --surface-2-dark: var(--cyan-9); + --surface-3-dark: var(--cyan-8); + --surface-4-dark: var(--cyan-7); + --surface-4-dark: var(--cyan-6); +} + /* tablet definitions */ @media screen and (max-width: 869px) { @@ -58,7 +85,7 @@ html { } } -/* tablet definitions */ +/* mobile definitions */ @media screen and (max-width: 480px) { html { --size-max: 100%; @@ -91,19 +118,20 @@ html { /* dark theme by user agent choice @media (prefers-color-scheme: dark) { :root { - --brand: var(--brand-dark); - --text-1: var(--text-1-dark); - --text-2: var(--text-2-dark); + --brand: var(--brand-dark); + --text-1: var(--text-1-dark); + --text-2: var(--text-2-dark); + --surface-highlight: var(--surface-highlight-dark); --surface-00: var(--surface-00-dark); --surface-0: var(--surface-0-dark); - --surface-1: var(--surface-1-dark); - --surface-2: var(--surface-2-dark); - --surface-3: var(--surface-3-dark); - --surface-4: var(--surface-4-dark); + --surface-1: var(--surface-1-dark); + --surface-2: var(--surface-2-dark); + --surface-3: var(--surface-3-dark); + --surface-4: var(--surface-4-dark); + --surface-5: var(--surface-5-dark); } }*/ - /* DESKTOP LAYOUT */ body { margin: 0; @@ -238,6 +266,10 @@ h4, h5 { font-size: var(--font-size-h4); } +li p { + margin: 0; +} + nav { li { font-size: var(--font-size-body); @@ -260,11 +292,15 @@ nav { /* default color */ html { - background-color: var(--surface-1); + background-color: var(--surface-00); color: var(--text-1); accent-color: var(--brand); } +body { + /*background-color: hsl(var(--stone-0-hsl) / 60%); */ +} + h1,h2,h3,h4,p,dt { color: var(--text-1); } @@ -311,6 +347,10 @@ details { opacity: 0.05; } } +/* when there's two together, reduce spacing */ +details + details { + margin-top: 0.5em; +} /* NAV */ @@ -341,7 +381,8 @@ nav ul { /* first internal nav link becomes heading */ -nav div.contents.local.topic ul.simple > li > p > a.reference.internal { +nav div.contents.local.topic ul.simple > li > p > a.reference.internal, +p.nav-heading { font-size: var(--font-size-2); font-weight: var(--font-weight-6); text-decoration: none; @@ -418,7 +459,7 @@ blockquote.pull-quote { font-style: italic; text-align: center; position: relative; - width: 60%; + width: 70%; border-radius: var(--radius-blob-4); background-color: var(--surface-00); padding: var(--size-6); diff --git a/docs/_static/survey/css/props.colors-hsl.css b/docs/_static/survey/css/props.colors-hsl.css new file mode 100644 index 0000000000..ddf7b1a4c6 --- /dev/null +++ b/docs/_static/survey/css/props.colors-hsl.css @@ -0,0 +1,249 @@ +:where(html) { + --gray-0-hsl: 210 17% 98%; + --gray-1-hsl: 210 17% 95%; + --gray-2-hsl: 210 16% 93%; + --gray-3-hsl: 210 14% 89%; + --gray-4-hsl: 210 14% 83%; + --gray-5-hsl: 210 11% 71%; + --gray-6-hsl: 210 7% 56%; + --gray-7-hsl: 210 9% 31%; + --gray-8-hsl: 210 10% 23%; + --gray-9-hsl: 210 11% 15%; + --gray-10-hsl: 214 14% 10%; + --gray-11-hsl: 216 16% 6%; + --gray-12-hsl: 210 40% 2%; + --stone-0-hsl: 200 27% 98%; + --stone-1-hsl: 210 18% 96%; + --stone-2-hsl: 210 11% 93%; + --stone-3-hsl: 192 9% 89%; + --stone-4-hsl: 197 8% 83%; + --stone-5-hsl: 202 5% 71%; + --stone-6-hsl: 200 3% 60%; + --stone-7-hsl: 180 2% 50%; + --stone-8-hsl: 160 1% 41%; + --stone-9-hsl: 90 1% 31%; + --stone-10-hsl: 60 3% 22%; + --stone-11-hsl: 60 6% 14%; + --stone-12-hsl: 60 6% 7%; + --red-0-hsl: 0 100% 98%; + --red-1-hsl: 0 100% 95%; + --red-2-hsl: 0 100% 89%; + --red-3-hsl: 0 100% 83%; + --red-4-hsl: 0 100% 76%; + --red-5-hsl: 0 100% 71%; + --red-6-hsl: 0 94% 65%; + --red-7-hsl: 0 86% 59%; + --red-8-hsl: 0 74% 54%; + --red-9-hsl: 0 65% 48%; + --red-10-hsl: 0 65% 42%; + --red-11-hsl: 0 65% 36%; + --red-12-hsl: 0 66% 30%; + --pink-0-hsl: 336 100% 97%; + --pink-1-hsl: 336 100% 94%; + --pink-2-hsl: 338 91% 87%; + --pink-3-hsl: 339 90% 81%; + --pink-4-hsl: 339 88% 74%; + --pink-5-hsl: 339 82% 67%; + --pink-6-hsl: 339 76% 59%; + --pink-7-hsl: 339 67% 52%; + --pink-8-hsl: 339 68% 45%; + --pink-9-hsl: 339 69% 38%; + --pink-10-hsl: 339 70% 32%; + --pink-11-hsl: 339 69% 27%; + --pink-12-hsl: 339 70% 21%; + --purple-0-hsl: 280 67% 96%; + --purple-1-hsl: 287 77% 92%; + --purple-2-hsl: 288 86% 86%; + --purple-3-hsl: 289 85% 78%; + --purple-4-hsl: 288 83% 71%; + --purple-5-hsl: 288 75% 64%; + --purple-6-hsl: 288 67% 58%; + --purple-7-hsl: 288 56% 52%; + --purple-8-hsl: 288 54% 46%; + --purple-9-hsl: 288 54% 40%; + --purple-10-hsl: 288 55% 33%; + --purple-11-hsl: 288 56% 26%; + --purple-12-hsl: 288 55% 20%; + --violet-0-hsl: 252 100% 97%; + --violet-1-hsl: 257 100% 93%; + --violet-2-hsl: 256 100% 87%; + --violet-3-hsl: 255 94% 79%; + --violet-4-hsl: 255 93% 72%; + --violet-5-hsl: 255 91% 67%; + --violet-6-hsl: 255 86% 63%; + --violet-7-hsl: 255 78% 60%; + --violet-8-hsl: 255 67% 55%; + --violet-9-hsl: 255 53% 50%; + --violet-10-hsl: 255 53% 44%; + --violet-11-hsl: 255 53% 37%; + --violet-12-hsl: 255 53% 31%; + --indigo-0-hsl: 223 100% 96%; + --indigo-1-hsl: 225 100% 93%; + --indigo-2-hsl: 228 100% 86%; + --indigo-3-hsl: 228 100% 78%; + --indigo-4-hsl: 228 96% 72%; + --indigo-5-hsl: 228 94% 67%; + --indigo-6-hsl: 228 89% 63%; + --indigo-7-hsl: 228 81% 59%; + --indigo-8-hsl: 228 69% 55%; + --indigo-9-hsl: 230 57% 50%; + --indigo-10-hsl: 230 57% 43%; + --indigo-11-hsl: 230 57% 37%; + --indigo-12-hsl: 230 57% 30%; + --blue-0-hsl: 205 100% 95%; + --blue-1-hsl: 206 100% 91%; + --blue-2-hsl: 206 100% 82%; + --blue-3-hsl: 206 96% 72%; + --blue-4-hsl: 207 91% 64%; + --blue-5-hsl: 207 86% 57%; + --blue-6-hsl: 208 80% 52%; + --blue-7-hsl: 208 77% 47%; + --blue-8-hsl: 209 77% 43%; + --blue-9-hsl: 209 75% 38%; + --blue-10-hsl: 209 76% 32%; + --blue-11-hsl: 209 75% 27%; + --blue-12-hsl: 209 76% 21%; + --cyan-0-hsl: 185 81% 94%; + --cyan-1-hsl: 185 84% 88%; + --cyan-2-hsl: 186 77% 77%; + --cyan-3-hsl: 187 74% 65%; + --cyan-4-hsl: 187 69% 55%; + --cyan-5-hsl: 188 72% 47%; + --cyan-6-hsl: 187 80% 42%; + --cyan-7-hsl: 188 83% 37%; + --cyan-8-hsl: 189 85% 32%; + --cyan-9-hsl: 189 85% 28%; + --cyan-10-hsl: 189 84% 23%; + --cyan-11-hsl: 190 84% 17%; + --cyan-12-hsl: 189 84% 12%; + --teal-0-hsl: 161 79% 95%; + --teal-1-hsl: 160 85% 87%; + --teal-2-hsl: 162 78% 77%; + --teal-3-hsl: 162 72% 65%; + --teal-4-hsl: 162 68% 54%; + --teal-5-hsl: 162 73% 46%; + --teal-6-hsl: 162 82% 40%; + --teal-7-hsl: 162 87% 35%; + --teal-8-hsl: 162 88% 30%; + --teal-9-hsl: 162 88% 26%; + --teal-10-hsl: 162 89% 21%; + --teal-11-hsl: 162 88% 16%; + --teal-12-hsl: 163 89% 11%; + --green-0-hsl: 131 67% 95%; + --green-1-hsl: 128 76% 90%; + --green-2-hsl: 128 71% 82%; + --green-3-hsl: 129 68% 73%; + --green-4-hsl: 130 61% 64%; + --green-5-hsl: 130 57% 56%; + --green-6-hsl: 131 50% 50%; + --green-7-hsl: 131 53% 46%; + --green-8-hsl: 131 54% 40%; + --green-9-hsl: 132 52% 35%; + --green-10-hsl: 132 52% 29%; + --green-11-hsl: 132 53% 22%; + --green-12-hsl: 131 53% 16%; + --lime-0-hsl: 79 81% 94%; + --lime-1-hsl: 80 83% 88%; + --lime-2-hsl: 81 81% 80%; + --lime-3-hsl: 82 75% 69%; + --lime-4-hsl: 83 73% 59%; + --lime-5-hsl: 84 69% 51%; + --lime-6-hsl: 85 74% 45%; + --lime-7-hsl: 85 79% 40%; + --lime-8-hsl: 86 84% 36%; + --lime-9-hsl: 85 84% 32%; + --lime-10-hsl: 85 83% 26%; + --lime-11-hsl: 85 83% 21%; + --lime-12-hsl: 85 84% 15%; + --yellow-0-hsl: 50 100% 93%; + --yellow-1-hsl: 49 100% 87%; + --yellow-2-hsl: 49 100% 80%; + --yellow-3-hsl: 48 100% 70%; + --yellow-4-hsl: 47 100% 62%; + --yellow-5-hsl: 45 97% 54%; + --yellow-6-hsl: 42 96% 50%; + --yellow-7-hsl: 39 100% 48%; + --yellow-8-hsl: 35 100% 47%; + --yellow-9-hsl: 31 100% 45%; + --yellow-10-hsl: 31 100% 35%; + --yellow-11-hsl: 31 100% 25%; + --yellow-12-hsl: 31 100% 20%; + --orange-0-hsl: 34 100% 95%; + --orange-1-hsl: 33 100% 90%; + --orange-2-hsl: 33 100% 83%; + --orange-3-hsl: 32 100% 74%; + --orange-4-hsl: 31 100% 65%; + --orange-5-hsl: 29 100% 58%; + --orange-6-hsl: 27 98% 54%; + --orange-7-hsl: 24 94% 50%; + --orange-8-hsl: 21 90% 48%; + --orange-9-hsl: 17 87% 45%; + --orange-10-hsl: 17 87% 40%; + --orange-11-hsl: 17 87% 32%; + --orange-12-hsl: 17 87% 27%; + --choco-0-hsl: 48 100% 93%; + --choco-1-hsl: 35 91% 86%; + --choco-2-hsl: 30 85% 79%; + --choco-3-hsl: 27 80% 72%; + --choco-4-hsl: 25 75% 65%; + --choco-5-hsl: 25 71% 57%; + --choco-6-hsl: 25 70% 49%; + --choco-7-hsl: 25 75% 42%; + --choco-8-hsl: 25 75% 37%; + --choco-9-hsl: 25 76% 31%; + --choco-10-hsl: 25 71% 26%; + --choco-11-hsl: 25 66% 21%; + --choco-12-hsl: 25 65% 15%; + --brown-0-hsl: 36 60% 95%; + --brown-1-hsl: 32 44% 87%; + --brown-2-hsl: 28 40% 80%; + --brown-3-hsl: 28 38% 72%; + --brown-4-hsl: 27 36% 65%; + --brown-5-hsl: 28 34% 57%; + --brown-6-hsl: 28 32% 50%; + --brown-7-hsl: 28 35% 43%; + --brown-8-hsl: 28 38% 37%; + --brown-9-hsl: 27 42% 31%; + --brown-10-hsl: 25 48% 25%; + --brown-11-hsl: 23 58% 19%; + --brown-12-hsl: 22 57% 16%; + --sand-0-hsl: 200 27% 98%; + --sand-1-hsl: 48 17% 88%; + --sand-2-hsl: 45 22% 79%; + --sand-3-hsl: 44 22% 69%; + --sand-4-hsl: 44 17% 62%; + --sand-5-hsl: 44 14% 54%; + --sand-6-hsl: 42 14% 46%; + --sand-7-hsl: 43 16% 39%; + --sand-8-hsl: 41 15% 32%; + --sand-9-hsl: 43 14% 26%; + --sand-10-hsl: 44 11% 20%; + --sand-11-hsl: 60 6% 14%; + --sand-12-hsl: 60 6% 7%; + --camo-0-hsl: 66 71% 95%; + --camo-1-hsl: 64 69% 77%; + --camo-2-hsl: 65 69% 59%; + --camo-3-hsl: 65 61% 51%; + --camo-4-hsl: 63 61% 46%; + --camo-5-hsl: 60 62% 41%; + --camo-6-hsl: 59 65% 36%; + --camo-7-hsl: 56 67% 33%; + --camo-8-hsl: 54 70% 29%; + --camo-9-hsl: 54 69% 25%; + --camo-10-hsl: 53 69% 22%; + --camo-11-hsl: 53 69% 18%; + --camo-12-hsl: 52 69% 13%; + --jungle-0-hsl: 74 98% 84%; + --jungle-1-hsl: 74 79% 78%; + --jungle-2-hsl: 74 68% 71%; + --jungle-3-hsl: 75 62% 65%; + --jungle-4-hsl: 74 56% 59%; + --jungle-5-hsl: 74 53% 53%; + --jungle-6-hsl: 74 55% 47%; + --jungle-7-hsl: 74 66% 42%; + --jungle-8-hsl: 74 79% 36%; + --jungle-9-hsl: 73 90% 32%; + --jungle-10-hsl: 73 91% 26%; + --jungle-11-hsl: 73 91% 21%; + --jungle-12-hsl: 73 90% 16%; +} diff --git a/docs/_templates/survey/layout.html b/docs/_templates/survey/layout.html index e3b1ce9dea..d17e556f78 100644 --- a/docs/_templates/survey/layout.html +++ b/docs/_templates/survey/layout.html @@ -7,21 +7,18 @@ + - - {% block full_title %} - {% if title %}{{ title }}{% endif %} - Write the Docs - {% endblock full_title %} - - - + {{ title }} - Write the Docs + + - + - +
    -
    {% include 'survey/header.html' %}
    +
    {% include 'survey/header.html' %}
    {{ body }}