Changing the face of tech
Ada was founded in 2013 by leaders of several Seattle-area tech start-ups who were frustrated with the difficulty of achieving diversity on their engineering teams. We work to increase the economic power of underrepresented minorities and low-income women and gender expansive people in tech. Currently, women represent only 25% of the computing workforce and 11% of senior leadership roles in tech. These numbers are driven both by the lack of effective and accessible pathways into the field, and the fact that the drop-out rate for women in tech (41%) is more than double that of their male counterparts (17%). The problem gets much worse when we look at intersectional diversity: only 3% of computing professionals are Black and there are zero Black or Latinx women CEOs of Fortune 500 tech companies.
Technology is a critical socio-political driver that is determining our future across myriad sectors. Research shows that if underrepresented populations aren’t involved on teams developing new technology, the technology itself adopts the biases of its creators. So, this lack of representation not only causes vulnerabilities in our communities, but it also has major implications for how our increasingly technological society develops. Furthermore, the current reduction in talent acquisition and hiring threatens to set us back years in gender and racial equity. Without a more equitable tech industry, inequities in American society, culture, and politics will be exacerbated. According to the Pew Research Center, by 2030, innovations in the tech sector will substantially impact the health care sector, social connectivity, citizen engagement and public activism, education, labor markets and jobs across sectors, the environment, politics, media, transportation, health, aerospace... and the list goes on. Our action or inaction on representation in tech in this moment will have significant impacts on how our society evolves.
The technology sector is the wealth engine of our time, and women have been kept out of it for far too long. Even in the face of dramatic shortfalls in talent, the industry has not been able to effectively reduce the barriers to entry for women. By 2026, the Bureau of Labor Statistics predicts that there will be 1.2 million unfilled computer science jobs in the US. While increasing slowly, the number of graduates hovers around 73,000 annually - only 14,000 of whom are women. The economic impact of this gap could grow to $1.62 billion by 2026, if the shortage continues to grow at its current pace. While numerous market-driven solutions (such as training programs and bootcamps) have arisen to attempt to meet this need, there remains a massive gap in the market - and an incredible opportunity to effect change.
Women lack access to the high-paying, flexible jobs they need to build economic power, like software engineering. Families lack access to childcare and basic income needed to go through a retraining program. Traditional education models are too expensive, too long, and lectures, learning focused on the theoretical, and competitive classrooms don’t work well for BIPOC women and gender expansive folks.
Ada exists to address two intractable problems: 1) the lack of available talent for tech roles without sufficient existing pathways to fill this gap; and 2) the crisis of un- and underemployment of women in this country, which has increased with the pandemic. Current solutions to the problem of lack of available tech talent (bootcamps and CS degrees) actually exacerbate existing inequities for women, gender-diverse, BIPOC and low-income people. Bootcamps end up mostly serving white men, and are costly - not only in terms of tuition, but the time off required to complete such programs. For this reason, Ada is tuition-free, provides internship stipends, wraparound supports and financial assistance for low-income students.
Ada’s solution is able to uniquely address the problem of un- and under-employment of women through a one-year program that leads participants to careers with a high level of flexibility, excellent benefits, a significant increase in wages, and the distinct opportunity for longitudinal career growth. Ada prepares women and gender expansive adults to be software developers, while advocating for inclusive and equitable work environments. We provide cost-free training in software development, primarily to people from Black, Latine, Indigenous American, Native Hawaiian & Pacific Islander, and LGBTQIA+ communities, and low-income people. Our immersive, mission-based coding program fast-tracks participants into high paying software development positions in less than a year through 6 months in the classroom and 5.5 months in an industry internship – all free for the student. Because our goal is to transform the tech industry to be more inclusive, we also focus on retention and changing company culture in addition to educating students.
Ada’s end goal is to create a self-perpetuating flywheel that invites low-income women and gender minorities into tech, and retains and grows them into leadership roles, enabling them to hire and develop additional women and gender minorities. Bringing white cisgender women into tech is enough of an uphill battle, but educating BIPOC and low-income women, transgender, and low-income students means we are up against even more barriers. When we realized that applicants of color were also not making it through technical assessments, we created our preparatory program, which provides preparatory support and an expedited application & admissions process for applicants. The program targets low-income students and underrepresented minorities in tech, and provides students with free technical training, support, mentors, study groups, and workshops to prepare them to become competitive applicants.
In order to make Ada accessible to the people most likely to be economically displaced as the tech industry continues to grow, they need additional support beyond training. In order to persist through any retraining program, low-income students need more than just a technical education. We provide wraparound supports like childcare, mental health care, computers and financial assistance for living expenses. By providing these wraparound supports, low-income students persist in our classroom program and in internship. Financial assistance helps low-income students pay for living expenses during the full-time classroom time portion of our program, followed by an internship with a monthly stipend for living expenses.
Ada’s programs are designed to equitably address demand for qualified software engineers while accelerating pathways to economic prosperity for low-income women and gender expansive people. All participants are women or gender-expansive, around 72% are people of color, 40% are racial minorities underrepresented in tech, and 34% are LGBTQAI+. The overwhelming majority of our students are low-income, seeking to launch careers in high-earning, stable jobs. Typically, 80-85% of Ada’s students are low-income when they enter our Core program.
Feedback from the community we serve is at the forefront of our program innovation – we created our preparatory program, alums workshops & ongoing supports, and our corporate education program in response to feedback from students and alums. Ada’s Latinx, Black, and transgender coalitions have provided particularly valuable feedback for updating our programs, such as adding therapy/healing sessions for Black and brown students, and developing a corporate social justice and equity education program to enact systems level change. As we update curriculum, we prioritize the voices of neurodivergent people and Black and brown students. Alumni are also involved in the leadership of our organization through our board of directors.
Intern managers and mentors at our partner companies also benefit from Ada’s programming. Because our goal is to transform the tech industry to be more inclusive, we are focused as much on retention and company culture as we are educating our students. Every corporate partner we engage with receives our corporate education and accountability programming that includes onboarding, training, measuring, and holding each company accountable to creating safe and supportive work environments. Ada also provides a robust matching process to connect teams with individual students (including vetting, training and working with managers and mentors). Our goal is to foster working environments that are more hospitable to women, gender expansive people, LGBTQIA+ folks, and underrepresented racial and ethnic minorities in order to retain them in tech careers long-term, and move them into positions of leadership where they can advance equitable policies and culture in tech. Our Corporate Partner Training program is a five-month series on transforming tech work environments, with equity and inclusion workshops, racial caucusing, a virtual workspace, study resources, and coaching from Ada staff. We are expanding this corporate accountability work.
We measure our impact on the culture of tech by surveying the companies we work with over time and recurring surveys of graduates. We survey alums periodically to understand their experience of equity in the industry, whether they are advancing into leadership positions with influence, and whether they actively advocate for more equitable systems. Alongside salary and industry retention questions, we ask how happy Ada alums are in their jobs, and what challenges, positive and negative experiences they are having. This feedback is at the forefront of our program innovation – we created our preparatory program, our ongoing alum education program, and the corporate education program in response to student and alum feedback.
Ada has ten years of experience delivering this program, and our staff, leadership, and Board is reflective of the communities we serve – nearly all are women or gender expansive, the majority are people of color, many are parents, and many are LGBTQIA+. Our lived experiences directly influence how Ada’s programs are designed and implemented, and reflect the diverse needs of our diverse student population. Our executive team is all female or gender-expansive, all but one are parenting, and 71% are people of color. Together we have scaled companies nationally, run nationwide immersion programs, and have worked in partnership with communities of color to include the perspectives of those with lived experience in our program design. Our leadership team brings a wealth of experience in non-traditional education, program design and business. Intersectionality is a lived experience for our participants and staff, and something we center in our work together.
We also gather community feedback to evaluate and adapt our program design. We gather Net Promoter Scores (NPS) from students and interns, and gather feedback from alumni, managers and mentors in order to assess the quality of our programming and add new components as needed (which influences the iteration of our curriculum). Feedback from students and alum is at the forefront of our program innovation – we created our preparatory program, alum continuing education, and corporate education program in response to feedback from students and alums. Ada’s Latinx, Black, and transgender coalitions have provided particularly valuable feedback for updating program design, such as adding therapy/healing sessions for Black and brown students, and developing a corporate social justice and equity education program to enact systems level change.
Our instructional staff is also reflective of the communities we serve – the team includes 11 instructors and 2 curriculum developers (4 women, 6 nonbinary people, 3 men) with a wide range of experience in the tech industry and computer science education. Instructors typically have undergraduate degrees in Computer Science, Software Engineering, Technology Education, or Information Systems, and several have graduate degrees in Education, Bioengineering, Electronics Engineering, and other areas. Ada instructors have worked in a variety of roles in the tech industry including software engineering, backend development, web design, data management, bioinformatics, DevOps, and more. Many instructors also have experience in coding education either for youth or adults (including bootcamp settings), and curriculum development. Several members of our Board are women working in the tech sector.
- Create a more inclusive STEM workplace culture including through improving pay transparency, decreasing bias in hiring and promotion, introducing and upholding healthy behaviors and organizational role models, and/or bolstering wraparound supports for wor
- Growth: An organization with an established product, service, or business model that is rolled out in one or more communities
Last year, we served 1,002 participants across our Core, preparatory, and alumni programs. We also provided corporate equity training for 270 intern managers and mentors. Previously:
- Ada has served 1,000 participants and generated $50M in new salaries for women and gender-expansive adults in the tech economy since our inception in 2013.
- Ada alumni work at over 150 different tech companies. Amazon (120), Nordstrom (53), and Indeed (51) have hired the most Ada graduates.
Ada is facing a unique challenge in this moment of economic contraction in the tech sector. Throughout our first ten years of operation, tech was growing explosively and acquiring engineering talent aggressively as a key business strategy. Simultaneously, many companies were understanding the wide ranging benefits of prioritizing diversity, equity, and inclusion in their strategies including in talent acquisition. This made Ada’s program model a perfect fit for a tech sector eager to hire diverse new talent, especially big tech companies like Amazon, Google, Microsoft, etc. As the tech economy began to cool in 2022, we saw that those big tech companies were the most exposed and affected by market swings. Many of our traditional big tech partners have laid off talent, cut budgets, and instated hiring freezes.
As tech moves away from talent acquisition as a primary business strategy, we are also seeing the major implications of the rise of artificial intelligence-enabled products throughout the industry. Tools such as GitHub’s Copilot now allow developers to dramatically increase their productivity, creating instances where individual developers are able to deliver a volume of output that used to require several people. Ada is responding to this shift by building AI instruction into our existing curriculum to give Ada graduates a leg up, and developing a new upskilling curriculum for tech companies seeking to upskill existing employees into new engineering and AI-enabled roles.
In addition to funding, we are applying to the Challenge to support the development and evaluation of these new strategies to tackle emerging market barriers. Ada would benefit greatly from access to partners across industries and sectors, learning modules to refine our program strategy through a market-informed approach, and a peer-to-peer network to build a community of practice that is responsive to shifts in tech.
Lauren Sato joined Ada as CEO in January 2020, with a wealth of experience in creating market-driven solutions to our most intractable social problems. Her lived experience as a woman of color and a parent directly reflects the experiences of much of the community Ada serves. Prior to joining Ada, Lauren spent 15 years working in startups, exploring talent development, social finance, user-generated content tech, and coworking.
Lauren began her career at Year Up, building an impactful program from the ground up and then scaling it through public-private partnerships. Following Year Up, Lauren was employee one at Canopy, an impact investing startup aimed at reducing the barriers for institutional investors to deploy capital to social good enterprises collaboratively. Her subsequent time at the technology startup RealSelf focused on growing from 100 to 300 employees and ultimately achieving a 60% female tech company, with 36% women in technical roles. Then, at The Riveter, Lauren focused on building collaborative spaces across the country for women to learn, grow, and start companies together. As CEO at Ada, Lauren is excited to use her expertise in scaling to make this proven model for getting women and gender nonconforming folks into software development careers available across the country.
Lauren is thrilled to be leading Ada as it leverages the tech industry - the wealth engine of our time - to redistribute economic power and solve a massive gap in the tech talent market.

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