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ITPro Today’s 2022 Salary Survey Report
Our survey of IT professionals’ compensation, training,
and job satisfaction shows some marked differences
from those done before the COVID-19 pandemic.
ITPro Today’s 2022 Salary Survey Report
TABLE OF CONTENTS
IT Job Salary Survey Yields Surprises and Action Items.......................................... 3
IT Operations Professionals Have More Work Than Time......................................... 7
Older Employees Often Earn More — Here’s Why.................................................... 9
IT Job Salary Survey Reveals Growing Pains in Gender Equity................................ 13
IT Security Professionals Mixed About Job Satisfaction ....................................... 16
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IT Job Salary Survey Yields Surprises and Action Items
IT professionals revealed a desire for more training and better tools. Learn about respondents’ priorities and pain points.
By Karen D. Schwartz
I
Figure 1
TPro Today’s survey of IT professionals’ AWS. It’s more general education for me, but I know that
compensation, training, and job satisfaction
shows some marked differences from those done
if I want to change jobs, it will help me.”
What Was Your 2021 Gross Annual Salary in US dollars?
Less than $50,000
It’s not surprising that IT pros are seeking to improve
before the COVID-19 pandemic and current economic security skills, along with cloud and professional
conditions. For example, in 2022, 29% of respondents leadership skills, added James Stanger, chief technology
38%
said they are dissatisfied with their total compensation, evangelist at CompTIA, a nonprofit association for IT
versus just 18% in a 2018 InformationWeek poll.
professionals. “Moving to the cloud securely requires
This year’s survey found that improving skills was a top
some pretty serious leadership,” Stanger explained. “You
priority for IT professionals, with security skills being the
can’t move to the cloud unless your leaders are asking
11.6%
50,000 to $59,999
9.2%
$60,000 to $69,999
5.2%
$70,000 to $79,999
12.1%
$80,000 to $89,999
23%
7.5%
$90,000 to $99,999
$100,000 to $109,999
most desired, followed by cloud, leadership/professional, the right questions and making the right choices. IT
$110,000 to $119,999
AI, databases, and general IT management skills.
$120,000 to $129,999
IT operations manager at Sage, a large business software
Organizations must realize it’s critical to
25%
$130,000 to $139,999
4.6%
2.9%
$150,000 to $174,999
so IT professionals are understandably looking for ways
$175,000 to $199,999
Gannu, chief product and technology officer at Korn Ferry
to keep up and advance in their careers,” Nguyen said. Digital, a global workforce-focused consulting firm. Korn
Ferry is currently developing what it calls an intelligence
5.2%
$140,000 to $149,999
company. “We’re in the age of AI and cloud computing, enable employees to advance their abilities, said Satish
“I’ve done it myself by working to improve my skills on
6.9%
3.5%
professionals who are learning skills in this area are
Those findings make perfect sense, said Dan Nguyen, being proactive.”
5.2%
14%
$200,000 to $249,999
12.1%
5.2%
4.0%
$250,000 or more
4.6%
Base: All respondents (n=190)
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way to make it possible.”
cloud to make training available within organizations’ work
companies that aren’t prioritizing it,” he said. “Not providing
flows. “If you’re engaging in training while at work, you can
Stanger agreed. “There is nothing more transformational the budget or giving people time for training reflects a lack
more easily switch between various tasks to get the training to an organization than education, but there are plenty of of maturity on the part of the organization.”
done,” Gannu noted.
Figure 2
Tools Are Lacking
In Pursuit of Certifications
Target Areas for Skills Improvement
One way IT professionals are honing their skills
Security
is by completing or renewing certifications. About
Cloud
one in four of the survey respondents did so within
Leadership and professional skills
the past 12 months, citing greater effectiveness
Artificial intelligence
in their current roles and opportunities for
Databases
advancement both within and outside of their
IT management, general
organizations, the survey found.
Applications management
33%
12%
11%
they did not pursue certifications were that either
Project management
work demands didn’t permit time out of the
Containers
Most who renewed and/or completed certifications in the past 12 months report at least minimal positive
impact.
10%
Certification Completion &
Renewal, Past 12 Months
9%
DevOps/software development
Yes, renewed and completed
8%
Network management
6%
7%
Blockchain
they are at risk of losing employees,” Nguyen
Business intelligence/data science
said. “I’ve been in the industry for more than 20
Storage
hire more skilled [employees], they will find a
Certifications & Their Professional Impacts
10%
[to pursue certifications], because if they don’t,
years, and if a company wants to advance and
“It’s been the same issue for the last 20 or 30 years,”
Gannu said. “There are always newer tools available, but
adoption isn’t that easy. For example, the company may
have standardized on one tool, but some people prefer
Figure 3
10%
Disaster recovery
“Companies really need to make it possible
13%
11%
Survey respondents said the main two reasons
office or their companies lacked budget.
25%
Only 23% of respondents said they have all the tools they
need to do a good job, which didn’t come as a surprise
to Gannu.
16%
4
13%
37%
15%
36%
31%
33%
33%
40%
27%
Opportunity for advancement within your organization
67%
Base: All respondents (n=190)
30%
Attending educational conference sessions
No
Base: All respondents (n=190); multiple answers permitted. *Only those areas with at least 6% incidence appear on the chart. Areas with less than 6%
incidence include: Helpdesk, Hyperconvergence, IoT, Product management, Systems management; Compliance/privacy; Augmented reality/virtual reality;
Business process improvement; Collaboration; Desktop/mobile; Engineering, hardware; Facility management; General business; General data center;
Machine learning; Operating systems, other; Operating systems, Windows; Telecom
Effectiveness in your current role
48%
Yes, completed only
6%
No Impact
Opportunity for advancement outside your organizations
11%
6%
Minimal Impact
57%
Yes, renewed only
6%
Professional Impacts of Certifications
Moderate impact
Base: Respondents renewing or completing certifications (n=60)
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Figure 4
another. Companies have certain philosophies and security
That was true in 2018, when 52% of respondents to
policies — not to mention budgets — that make it difficult the InformationWeek IT job salary survey were satisfied
to keep everybody happy.”
with their compensation. It’s true also in this year’s ITPro
Smaller, more nimble companies may have an easier time
Today survey, in which 55% said they were satisfied.
adopting new tools than larger, more established companies,
Yet, those numbers tell an interesting story because
Gannu added.
it means that many IT professionals are unhappy with
While that may be true, Nguyen said all companies must be their pay. This year, 29% were dissatisfied with their
total compensation.
more flexible, especially when it comes to tools that reduce
And while most respondents reported that
manual work. He pointed to performance monitoring and
visibility tools as some of the most hotly requested. “The
their salaries had increased in 2021, with the mean
better tools you have, the better your job performance and increase of 5.2% over 2020, 13% reported a salary
decrease. That’s a major difference from 2018, when
satisfaction,” he said.
About two-thirds of survey respondents said they can
typically get their work done in a normal 40- to 45-hour
workweek. That means that the rest either take longer to
get their jobs done or can do their work in less than 40
hours. Sometimes it’s because the scope of the job is too
only 3% of IT staff experienced salary decreases. Of
those whose salaries were reduced this year, they cited
Attitudes About Current Employment
A majority of respondents agree with all statements about their current employment. They expressed the
most agreement that their work is valuable to their employer’s success.
Strongly agree
Somewhat agree
36%
55%
37%
41%
I love my current job
32%
38%
26%
37%
I can get my work done in a normal 40-45 hour work week
8%
16%
17%
22%
16%
I have all the training I need to do a good job
25%
7%
21%
44%
23%
5% 4%
15%
38%
I have all the tools I need to do a good job
27%
11%
Base: All respondents (n=190)
Figure 5
the company reacting to economic conditions as the
Satisfaction with Position & Compensation
main reason.
Most respondents are satisfied with both their current positions (66%) and their total compensation (55%).
That said, 29% are dissatisfied with their total compensation.
Satisfaction with Current Position
Although the number of IT professionals that
Stanger said. He pointed to sectors that have been hit
As important as training and support are, compensation most heavily, like restaurants and hospitality, as more
likely to decrease salaries, at least temporarily.
Satisfaction with Current Total Compensation
55%
66%
32%
of pandemic fallout and the economic downturn,
is the ultimate bellwether of job satisfaction.
Disagree
If my child, niece or nephew asked, I’d recomment getting into IT
broad or narrow, and sometimes it’s more about the relative experienced compensation reductions is higher than
many would expect, it’s probably due to a combination
experience of the IT employee.
For Most IT Professionals, It’s Really About the Money
Neutral
What I do is very important to my employer’s success
7%
Very
Somewhat Neutral Somewhat
Very
dissatisfied dissatisfied
satisfied satisfied
35%
29%
20%
19%
15%
8%
34%
22%
15%
9%
Very
Somewhat Neutral Somewhat
Very
dissatisfied dissatisfied
satisfied satisfied
Base: All respondents (n=190)
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Figure 7
Yet, IT workers are still in fairly high demand, making bonus of $20,000 or more. For companies that routinely
Expectations for 2022
the decreases somewhat puzzling. “I think those salary give bonuses, they tend to be important “carrots” for
decreases are probably focused on companies that aren’t performance, time management, attitude, and retention.
About half of all respondents expect to receive a raise
and/or a bonus in 2022.
53%
doing very well, because I’ve been in IT for a long time, and And while some may not offer cash bonuses, they may
I’ve never seen anybody get a salary decrease,” Gannu said.
offer stock, which isn’t reflected in the survey.
“Unless you’re talking about a startup, companies tend to at
“Very few companies can give you everything,” Gannu noted.
least keep salaries the same. Standard, stable companies
49%
20%
“It’s a matter of priorities. At large, established companies, you
pay what they need to pay to retain IT talent.”
On the other end of the spectrum, about half of
may not get to choose the tools you want or like the culture, but
2%
Raise
respondents expect to get a raise or bonus in 2022. Just you may earn more money and get a bonus. If your priority is
under half received a bonus last year, with the median learning and growing and money isn’t as important, a smaller,
Bonus
Pay cut
None of the
above
Base: All respondents (n=190); multiple answers permitted
bonus amount being $6,000. Twenty-six percent received a more agile company might be a better fit.”
Figure 6
Those struggles are part of the reason why about one
in four IT professionals say they plan to look for a new job
Change in Salary: 2021 vs. 2020
Most respondents (65%) reported their salaries increased in 2021. Only 13% reported a
salary decrease.
65%
in the next 12 months. There are plenty of reasons why,
from burnout to the desire for more responsibility or money.
Figure 8
Likelihood of Seeking Alternative Employment
Approximately one in four respondents are likely to seek alternative employment in the next 12 months—28% outside
their current organization, 26% within their current organization.
Likelihood of Seeking Employment
at Another Organization
For Stanger, all the findings of the IT job salary survey
41%
point to one fact: Companies need to rework their priorities
22%
13%
4%
5%
Decreased
significantly
(10% or more)
Decreased
somewhat
(5%-9%)
with employees in mind. Whether it’s making training
16%
4%
Decreased
slightly
(1%-4%)
Increased
slightly
(1%-4%)
20%
20%
32%
Increased
Increased
somewhat significantly
(5%-9%) (10% or more)
or just listening more, it’s about putting employees first,
he said.
34%
28%
47%
25%
26%
22%
26%
20%
19%
available, increasing automation, rethinking compensation,
8%
Remained
the same
(0%)
32%
15%
Likelihood of Seeking Employment
at Current Organization
9%
Highly
unlikely
Unlikely
Uncertain
Likely
Highly
likely
6%
Highly
unlikely
Unlikely
Uncertain
Likely
Highly
likely
Base: All respondents (n=190)
Base: All respondents (n=190)
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Figure 1
IT Operations Professionals Have More
Work Than Time
IT operations professionals have concerns about tools, training, and compensations, but it’s not all bad news.
I Can Get My Work Done in a Normal
40-45 Hour Workweek
9%
Strongly
agree
Strongly
disagree
15%
33%
By Sean Michael Kerner
I
TPro Today’s recently conducted 2022 One is the fact that IT professionals are
9%
When asked if they have all
IT Salary Survey revealed some startling overworked and have more tasks than time. the training needed to do a
trends about the current work climate A potential reason why there isn’t enough good job, 21% of IT operations
for IT operations professionals.
time is because there isn’t enough staff. professionals either somewhat
Among the highlights of the survey are Year after year, IT surveys report on the or strongly disagreed that they
insights about IT operations professionals’ issue of the IT skill shortage. That shortage had what they needed. While
Somewhat
disagree
Neither agree
nor disagree
33%
Somewhat
agree
Total respondents: 201
workload, training, tools, and satisfaction is now manifesting itself in existing staff it’s not a positive trend to see
so many respondents claim they don’t have
with compensation. One of the most startling being overworked.
enough training, the majority of respondents
findings is that nearly one quarter (24%) of
often also closely associated with the use of
did in fact agree that they had received the
professionals whether or not they have the
necessary training.
right tools to do a good job. Twenty percent
IT professionals can’t get their work done in Tools and Training Are a Concern for
a normal 40-45 hour workweek.
ITOps Professionals
tools. The ITPro Today survey also asked IT
Another reason why IT professionals are
Training can involve helping professionals
of IT operations professionals responded
they had more work than time in the week overworked could well be related to the tools
in the processes and operations that are
that they felt they need more tools to do a
speaks to a number of prevailing issues. and training that are available to them.
needed to execute their job duties, and it is
good job.
The fact that so many IT professionals felt
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The issue of adding more tools to help
IT operations professionals is somewhat
nuanced. A recent study from GitLab
The lack of satisfaction in compensation or
Figure 2
a salary increase is also likely a contributor to
I Have All the Training I Need
to Do a Good Job
found that having too many tools is a whether or not IT professionals are likely to
security and operations risk. What is stay with their company. The report found that
clear from multiple studies, including 29% are at least likely to seek employment
the 2022 State of DevOps Automation
at another organization within the next 12
report from Transposit, is that there
is often a very positive impact from months. It is also possible that those who
introducing automation tools into the IT are likely to seek other employment are also
operations workflow.
looking for an environment where they can
Many ITOps Professionals Are Likely to
Change Jobs — Soon
get their work done in a 40-hour workweek
Looking at the compensation levels for IT
operations professionals, there are reasons
for concern as well as optimism.
44%
35%
23%
20%
24%
14%
16%
4%
7%
Strongly
disagree
Somewhat Neither agree Somewhat Strongly
disagree nor disagree
agree
agree
Strongly
disagree
11%
Somewhat Neither agree Somewhat Strongly
disagree nor disagree
agree
agree
Total respondents: 201
Figure 3
as well.
While the ITPro Today survey did identify
areas of concerns, on a positive note, 61%
How Satisfied Are You with Your Current
Level of Compensation?
third (29%) reported that they are not satisfied with their current position. That means, even
with their current level of compensation. That though there are IT operations staff with
finding shouldn’t be a surprise considering
concerns about salary, training, tools, and
that the survey also found that more than
one-quarter (26%) did not get a salary workload, the majority of professionals are
in some way satisfied with their job.
8
How Did Your 2021 Salary Change Relative to 2020?
50%
38%
Looking at the bad news first, nearly one- of ITOps professionals are at least satisfied
increase in 2021.
I Have All the Tools I Need to Do a Good Job
20%
20%
16%
23%
24%
17%
9%
18%
3%
2%
Very
Somewhat
Neither
Somewhat
Very
dissatisfied dissatisfied satisfied nor satisfied satisfied
dissatisfied
Decreased Decreased
significantly somewhat
Total respondents: 203
Total respondents: 205
3%
Decreased
slightly
15%
8%
Remained Increased
the same slightly
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somewhat significantly
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ITPro Today’s 2022 Salary Survey Report
Older Employees Often Earn
More — Here’s Why
Figure 1
How Did Your 2021 Salary Change Relative to 2020?
(Sorted By Age Group)
Although younger employees are more satisfied with their jobs, they are also more
likely to switch jobs to increase their salary.
By Kolawole Samuel Adebayo
T
he COVID-19 pandemic and ageism —
The survey found middle-aged (44-54)
discrimination toward people based on
employees and early boomers (55-64) had
age — skyrocketed the job loss among
the highest salary increase in 2021 at 72%
aged workers (45 and above) in the U.S. In 2022,
and 65%, respectively. It also revealed older
nearly one in six adults seeking a job wasn’t
millennials (35-44) had a 66% salary raise.
hired because of their age, according to AARP.
Meanwhile, younger millennials (25-34) had
Besides, during the pandemic, older workers
the second-lowest salary raise (60%) behind
lost more jobs than any age group in the U.S.
employees aged 65 and older (50%).
Despite being pushed out of the job market,
Compared with the research in 2019,
older workers still have a larger paycheck
where the wage growth of older employees
than workers in the younger age bracket,
was worse than prime-age (ages 35 to 54)
according to the latest research by ITPro
employees, the recent ITPro Today salary
Today that examined the responses of 347
increase survey is welcome news for older
IT professionals across different organizations.
employees. Experience, certifications, and
9
18-24
25-34
35-44
45-54
55-64 65 or older
Decreased significantly
(10% or more)
0%
0%
1%
2%
4%
3%
Decreased
somewhat (5%-9%)
0%
4%
1%
3%
2%
7%
Decreased
slightly (1%-4%)
0%
8%
7%
3%
5%
3%
Remained the
same (0%)
100%
28%
24%
20%
23%
37%
Increased
slightly (1%-4%)
0%
32%
49%
48%
40%
27%
Increased
somewhat (5%-9%)
0%
12%
10%
13%
19%
17%
Increased significantly
(10% or more)
0%
16%
7%
10%
5%
7%
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longevity are plausible reasons for the latest
to find other opportunities. According to Pew
salary increase trend amongst older employees.
Research Center, 60% of U.S. employees who
Jack Kelly, a senior Forbes contributor, noted in
switched jobs between April 2021 and March
an article: “Seasoned employees tend to earn
2022 increased their earnings.
more money than their younger co-workers.”
It’s easy to see why young people are “highly
ITPro Today’s survey agrees with Kelly’s view,
likely” to switch jobs, since they earn less
revealing that middle-aged (40%), early boomers
compared with older employees, as revealed in
(45%), and workers 65 or older (43%) are “highly
ITPro Today’s salary survey. From the research,
unlikely” to seek jobs at another organization
in the next 12 months. In contrast, younger
millennials (44%) and older millennials (30%)
are “highly likely” to seek employment at another
organization in the next year. This reinforces
only 17% of younger millennials earn between
Likely or Highly Likely to Seek Employment
at Another Organization.
Unlikely or Highly Unlikely to Seek Employment
at Another Organization.
50%
44%
36%
30%
25-34
35-44
31%
45-54
23%
25%
55-64
23%
65 or older
40%
45%
43%
24%
25-34
35-44
45-54
55-64
65 or older
$100,000-$200,000 annually. The percentage
goes up to 30% for people aged 35-44, 38% for
middle-aged employees, 56% for baby boomers,
and 59% for employees 65 and older.
“longevity and loyalty” as major reasons why
For young people, the figures are dismal
older employees earn more in their current jobs.
compared to other age groups in other salary
Flip the Job, Earn More
Figure 2
ranges as well. No millennial earns more than
$300,000, with 78% earning under $100,000,
One reason people change jobs is income,
22% earning over $100,000, and just 4% taking
especially because switching to a new job is
home $200,000 annually. In contrast, 6% of
often a faster route to a higher salary. Ben
middle-aged employees earn over $300,000,
Cook, CEO of salary consultancy firm Riva HQ,
15% earn more than $200,000, 59% exceed
notes in an article that the difficulty with getting
$100,000 in yearly earnings, while 41% earn less
significant percentage raises at employees’
than $100,000. It’s clear from these statistics
current roles or organizations often drives them
that the percentage of young people pulling
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in high salaries is significantly lower than other age $150,000 per annum were “satisfied” with their jobs.
In comparison, the report showed only 40% of people
groups, making them more open to new roles.
earning less than $50,000 per year were “satisfied”
Money Buys Happiness at Work ... But Not Always
with their jobs. However, ITPro Today’s survey shows
While factors that affect job satisfaction are complex, an interesting trend: Young people making less seem
money plays a significant role. For instance, in 2019, to be satisfied with their jobs.
CNBC showed that 68% of Americans who earn over
2021 Gross Annual Salary Ranges
$100K-$200K
Under $100K
59%
41%
23%
35%
30%
36%
56%
59%
38%
17%
25-34
35-44
45-54
55-64
65 or older
25-34
35-44
55-64
3%
5%
5%
0%
45-54
25-34
35-44
45-54
55-64 65 or older
Under $50K
0%
12%
10%
4%
5%
3%
$50K-$74K
100%
48%
20%
12%
8%
7%
$75K-$99K
0%
12%
20%
14%
14%
17%
$100K-$124K
0%
4%
10%
9%
16%
17%
$125K-$149K
0%
0%
10%
7%
13%
7%
$150K-$174K
0%
8%
4%
9%
10%
7%
$175K-$199K
0%
4%
1%
3%
6%
13%
$200K-$249K
0%
4%
6%
7%
1%
3%
$250K-$299K
0%
0%
1%
4%
2%
0%
Over $300K
0%
0%
3%
5%
4%
0%
NA
0%
8%
14%
27%
20%
27%
65 or older
5%
8%
35-44
18-24
6%
15%
25-34
45-54
Over $300K
Over $200K
4%
What Was Your 2021 Gross Annual Salary (in US $)?
(Sorted By Age Group)
The survey found that 36% of younger millennials
Figure 3
78%
Figure 4
55-64
65 or older
25-34
35-44
45-54
55-64
11
0%
65 or older
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Figure 5
I Love My Current Job (Sorted By Age Group)
“strongly agree” that they’re satisfied with their jobs, compared with middle-aged
Disagree (somewhat and strongly)
12%
employees (24%), early boomers (34%), and older millennials (28%). However, more
Neither Agree Nor Disagree
12%
10%
9%
23%
7%
workers 65 or older (57%) said they were very satisfied with their jobs than young
workers, which is expected since they earn more.
12%
35-44
45-54
55-64
65 or older
25-34
35-44
76%
55-64
70%
35-44
63%
45-54
69%
36%
28%
55-64
65 or older
57%
87%
are likely to move up the corporate ladder. However, the figure drops significantly
25-34
45-54
Strongly Agree
Somewhat Agree
The research also revealed the age groups that are more likely to pursue another
for people in other age categories. Only 27% of older millennials are likely to pursue
21%
7%
25-34
position in their current workplace. According to the survey, younger millennials (48%)
25%
21%
65 or older
25-34
35-44
34%
24%
45-54
55-64
65 or older
another position in their current organization. Besides employees 65 or older (10%),
middle-aged workers (22%) and early boomers (15%) are least likely to pursue another
position in their organizations.
While these findings show younger people seem more satisfied with their jobs,
they also clearly reveal they are more mobile than older employees, reinforcing the
notion that employees between 25 and 44 years old are the main drivers of the
“Great Resignation,” according to Harvard Business Review.
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IT Job Salary Survey
Reveals Growing Pains
in Gender Equity
Despite salary increases, in the face of job dissatisfaction,
women in IT are looking for new jobs.
By Dylan Fisher
A
ccording to ITPro Today’s 2022 IT
Salary Survey, women (71%) and men
(69%) in IT love their jobs in nearly
equal measure.
Between disparities in salary and an uneven
work-life balance, today’s IT employers are facing
a particularly high rate of job dissatisfaction
among their female IT professionals.
Salaries for women in IT, however, were more prevalent across the IT landscape
increased at a relatively high rate compared compared with previous survey results, male
with their male counterparts: 70% of respondents saw nearly double the rate of
female respondents and 66% of male
Want further proof? When asked if they’d
respondents saw their salaries grow. For
recommend a career in IT to a young relative, A Salary Rollercoaster
the most part, these raises are the result of
Experts expected salary changes to match
approximately four out of five respondents,
performance reviews, cost of living increases,
regardless of gender, would.
an increased cost of living in the United
companywide increases, promotions, and
Yet, when assessing the current state of States, considering a hot job market coupled
new jobs.
retention among IT professionals, a love of one’s with the rise in inflation. In fact, the majority
job is only part of a more complicated story. of IT professionals did earn a raise in 2021.
On the flip side, while decreases in salaries
13
salary reductions than female respondents.
Remarkably, among the survey’s 48 female
respondents, zero saw their salary decrease
by more than 10%, and only three (6%)
saw any decrease in their salary. In most
cases, pay cuts are the result of individual
job changes alongside poorly managed
responses to the COVID-19 pandemic.
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Figure 2
What Was Your 2021 Gross Annual
Salary (in US $)?
In addition to the factors above, disparities in salary changes between
male and female IT professionals can likely be attributed to a growing
Did
Female
not disclose
prevalence of pay equity audits — including within the U.S. government
— to pursue workplace equality and transparency.
Dissatisfaction in Pay and Work-Life Balance
Figure 1
Under $50K
3%
15%
7%
How Did Your 2021 Salary Change
Relative to 2020?
$50K-$74K
7%
25%
17%
$75K-$99K
10%
13%
16%
$100K-$124K
21%
10%
16%
$125K-$149K
17%
6%
11%
$150K-$174K
3%
6%
11%
$175K-$199K
7%
8%
4%
$200K-$224K
0%
0%
6%
$225K-$249K
3%
2%
1%
$250K-$299K
0%
2%
2%
Over $300K
0%
10%
3%
NA or blank
28%
2%
2%
In many cases, however, raises haven’t been enough to put women in IT
Did
Female
not disclose
on par with their male colleagues. According to the Pew Research Center,
across all industries and sectors in the United States, in 2022, women are
paid about 80 cents for every dollar paid to equally educated men.
Such gender inequities show up, too, in the results of this year’s ITPro
Today job salary survey: While the majority of women in IT (53%) report
making less than $100K, the majority of men surveyed (57%) make over
$100K.
Notably, 11% of women surveyed — compared with 3% of men — are
among the highest earners (those making over $300K) in the IT sector.
Additionally, women in IT are finding it more difficult than their male
colleagues to complete their work in 40-45 hours per week. ITPro Today
found that 27% of surveyed women struggle to get their work done in a
reasonable amount of time — compared with 22% of surveyed men.
Professionals in this category either have too much work assigned to
their plate or are lacking the right tools and support to succeed. Whatever
Male
Male
Decreased significantly
(10% or more)
0%
0%
3%
Decreased
somewhat (5%-9%)
7%
2%
3%
Decreased
slightly (1%-4%)
10%
4%
4%
Remained the
same (0%)
24%
23%
24%
Increased
slightly (1%-4%)
28%
50%
43%
Increased
somewhat (5%-9%)
7%
10%
16%
Increased significantly
(10% or more
0%
10%
6%
NA or blank
24%
0%
1%
the case, an uneven work-life balance is detrimental to employee health,
14
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ITPro Today’s 2022 Salary Survey Report
detrimental to employee job satisfaction, detrimental to
While 28% of male respondents are likely to look for a new job,
40% of female respondents plan to shift roles.
retention, and detrimental to employer growth.
When we consider the cross-section of gender
disparities in pay and work-life balance, a whopping 40%
of women (compared with 29% of men) are dissatisfied
with their current IT jobs.
In Search of Greener Pastures
Figure 3
I Can Get My Work Done in a Normal 40-45
Hour Workweek
Today, it may seem like everyone you know is looking for
Did
Female
not disclose
a new, better job. Job movement can be healthy and benefit
careers. Among all surveyed IT professionals, one in four
plan to look for alternative employment within the next year.
But there’s a heightened interest among female IT
professionals to find new jobs in the IT sector that
correlates closely with respondents’ levels of job
dissatisfaction. While 28% of male respondents are likely
to look for a new job, 40% of female respondents plan
to shift roles.
Male
Strongly disagree
15%
8%
8%
Somewhat disagree
12%
19%
14%
Neither agree
nor disagree
15%
6%
12%
Somewhat agree
38%
29%
35%
Despite relatively similar rates of love for their jobs,
women are in search of new ones at significantly higher
rates than men. Ongoing work in pay equity, workload
Strongly agree
19%
estimation, and effective management in an economic
38%
31%
Figure 4
How Likely Are You to Seek Employment at
Another Organization Within the Next 12 Months?
Did
Female
not disclose
Male
Highly likely
14%
8%
11%
Likely
10%
31%
17%
Uncertain
41%
27%
30%
Unlikely
7%
10%
20%
Highly unlikely
21%
23%
21%
Blank
7%
0%
1%
downturn could act to boost retention.
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ITPro Today’s 2022 Salary Survey Report
IT Security Professionals Mixed About Job Satisfaction
IT security professionals are often thought
to have the upper hand in the job market.
Learn where security pros stand today.
By Karen D. Schwartz
I
“I see a lot of crazy-high offers coming
Figure 1
Compensation and Benefits
How satisfied are you with your current level of compensation, including salary, benefits, bonus(es) and other tangible
and intangible qualities?
IT Pros Outside of Cybersecurity
n many ways, IT security professionals
Security IT Pros
Very
satisfied
Very dissatisfied
12%
modern businesses. If you’re a security pro, it’s
easy to think that you can call your own shots.
And you can, to a point. That’s one
takeaways from ITPro Today’s latest salary
Somewhat
dissatisfied
24%
Neither
satisfied nor
dissatisfied
30%
16%
Very dissatisfied
Somewhat
dissatisfied
18%
today know they are in the driver’s seat.
Shortages of cybersecurity skills plague
through just in my daily emails from
Somewhat
satisfied
Neither
satisfied nor
dissatisfied
5%
17%
Very
satisfied
19%
recruiters who have found my resume online,”
Coffman said. “It’s pretty much ‘Name your
price’ from a lot of them, but it’s really a [‘Let
the buyer beware’] situation. It might be good
for three to six months, but how long is that
gig actually going to last? Will it be better for
you in the long run?”
14%
Pam Nigro, vice president of security for
45%
Somewhat
satisfied
Total responses for IT pros outside of cybersecurity: 210; Total responses for IT security pros: 58; Total responses: 268
survey, which interviewed IT security
health management company Medecision
and an ISACA board chair, noted the
current economic conditions, with its rising
professionals on a variety of topics, including only 67% and 64%, respectively. In fact, the proliferation of unfilled cybersecurity inflation rates, has made some IT security
job satisfaction, compensation, and perks. 22% said they are dissatisfied with their positions, said Ken Coffman, an IT systems professionals more flexible.
administrator and engineer who participated
The survey found that while most IT total compensation.
in the survey. Coffman works directly with the position, they came back with a counter, I
security team at Tri-Tech Medical, a medical met their counter, and then they came back
security professionals are satisfied with
both their current positions and their total Compensation Requirements
compensation, satisfaction numbers were
“Before, [when] I offered someone a
Those numbers aren’t at all surprising, given equipment manufacturer in Avon, Ohio.
16
with another counter,” Nigro said. “But when
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Figure 2
I spoke with someone more recently about a
different position, I mentioned that we could
meet their salary expectations and they were
greener. “Everybody has the Hollywood view benefits like insurance and vacation time,
Did Security Professionals
Receive a Bonus in 2021?
of cybersecurity, where you’re a hacker who IT security professionals value having the
does exciting work, but cybersecurity is really right tools, access to enough training, and,
boring if you’re doing it right,” Nigro said. increasingly, the ability to work from home.
“It’s about looking at controls and doing
Twenty-six percent of respondents strongly
assessments, not looking for bad guys on
agreed they have all the tools they need to
the dark web. It’s easy to think that the next
perform their jobs, while 49% only somewhat
job will be more exciting.”
agreed. About a quarter of respondents
At the same time, most of the survey were either neutral or said they lacked the
fine with that. They wanted other things,”
such as the ability to work from home and
avoid travel.
No
Yes
52%
48%
Changing Jobs
The survey also found that about one
in four IT security professionals are likely
to seek alternative employment in the
next 12 months. Twenty-six percent of
Total responses: 71
However, there aren’t many professionals
respondents said they would seek new at that level, and Evans suspected that
jobs outside their current organization, most of the survey-takers were IT security
while 24% said they would look within their professionals that have years of experience.
current organization. Those results make “Those people are definitely looking to
sense to Keatron Evans, principal security make moves,” he said. Indeed, about 93% of
researcher and cybersecurity expert at the security pros that took the survey said
Infosec Institute.
they have 10 or more years of experience
“Those who have tangible, marketable, in tech.
demonstrable skills can pretty much write
respondents had a positive view of their necessary tools.
current jobs. When asked if they love their
As the cybersecurity landscape continues
job, 39% of respondents said they strongly
to evolve, attitudes toward the tools are
agreed and 40% said they somewhat
bound to change.
agreed.
“Cybersecurity professionals will never
“You can love your job and still be seeking
have all the tools they want,” Nigro said.
better opportunities,” Evans noted. “The
“During my entire career, I’ve focused on
market for people with the right skills is so
the process, with tools enabling the process.
ripe and favorable that you can love your job
That’s a better method than building your
and the people you work with and still want
process on the tool. But then people will go
to explore new opportunities.”
to conferences and see a shiny new tool, and
Marketing and press can also influence What Makes IT Security
their own ticket and move either horizontally security professionals into thinking there Professionals Happy?
or vertically as they see fit,” Evans said.
is always someplace where the grass is
17
[they will] find out that it’s way over [their]
budget. But as a manager, I try to ask them
In addition to compensation and basic what they liked about the tool and find a way
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ITPro Today’s 2022 Salary Survey Report
to get them those capabilities.”
To ensure that you get the training you expect, Evans
Meanwhile, about two-thirds of survey respondents
recommended pushing for it in your contract negotiations.
said they have all the training they need to do a good
And then there are the intangible job benefits, which
job.
Training is a complicated issue, Nigro noted. Training
budgets can be limited, but there are other ways to
get training. Amazon, Microsoft, Google, and many
security-focused vendors will provide free training
for their platforms. She added that while
her company can’t send everyone to the
RSA Conference, for example, it does
occasionally give staff a few hours off to
attend a security association meeting or
training session.
When companies offer training, it
make a big difference to all employees. One of the most
important of these today is the ability to work from
home. In general, younger employees are more eager
to work remotely. That’s fine, but they must be flexible,
Nigro noted.
the company paid for training but then makes
you sign something saying that you would
remain with the company for the next three
to five years or would have to pay them back,”
Coffman said. “That actually happened to
me, and I had to pay it all back. Now I just
pay for my own training.”
What Could Your Employer Do To Make You
Happier at Work?
2%
Better tools
3%
10%
5%
I Have All the Training I Need To Do a Good Job
All other IT
Strongly agree
Security
4%
8%
10%
Job security
73%
24%
27%
21%
Increase staff size
4%
13%
Somewhat agree
8%
Ineffective leadership
51%
Neither agree nor disagree
Security
4%
Increase pay
1%
0%
Nothing/No answer
44%
11%
Somewhat disagree
All other IT
Better benefits
Communication within organization
Figure 3
sometimes comes with strings attached,
however. “I’ve been burned in the past where
Figure 4
Respect and recognition
4%
36%
25%
6%
Training and certifications
26%
8%
8%
7%
Work from home
Strongly disagree
4%
15%
3%
6%
Total not security specific: 191; Total security: 52
18
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ITPro Today’s 2022 Salary Survey Report
“The job of a security professional isn’t 9 to indicating that they can go through a quick culture of the company, Coffman added. cybersecurity person,” he said. “It just isn’t
5. Sometimes it can be 24/7,” Nigro said. “If [educational] process and make $200,000 a “When you’re looking for your next job, make true today.”
something blows up, you have to be there on year, but that’s clearly not true,” Evans said. sure it’s a good fit, because once you get in,
Some of the best cybersecurity
“Sure,
the
security
field
needs
people,
but
it’s
hard
to
get
the
company
to
change.”
the front lines. Flexibility and trust are key.”
professionals that Evans has hired have no
they still need experience and training. The
At the same time, hirers should cast a security or IT background whatsoever. “It’s
Great Expectations
people going through those [IT security] wider net for job candidates, Evans said. more about the way they problem-solve and
Less experienced IT security professionals bootcamps can still get good jobs, but it’s
“People in charge of hiring need to stop their ability to learn new information,” he
can have unrealistic expectations for their nowhere what they thought they were going thinking the way we thought 30 years ago, explained. “Allow some room for some people
employers, according to Evans.
to get.”
where people needed a computer science with nontraditional backgrounds. I think you
“Some people are being sold a bill of goods
It’s also important to understand the degree or an IT background to be a good might find some value there.”
Figure 5
Education Levels of IT Security Professionals
Figure 6
No degree/diploma
0%
Security’s Critical Role
High School Degree or Equivalent
“What I do is very important to my organization’s success.”
Somewhat
Neither agree nor
disagree
disagree
4% 4%
2%
Some College (including Associates Degree)
18%
College Graduate (4-year Degree)
46%
Post Graduate Degree (Master’s Degree)
32%
Somewhat
agree
33%
Strongly
agree
59%
Doctorate (Ph.D., J.D. or equivalent)
4%
Total responses: 57
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