Write the Docs Salary Survey 2022 Results

Introduction

Now in its fourth year, the Write the Docs Salary Survey collects information from documentarians across various regions, covering not only salaries but also work environments and perspectives on job-related issues. Our aims are to assist community members in determining appropriate salary brackets, provide a reference point for future wage negotiations, and spark discussion.

The 2022 survey accumulated data from 525 participants, including both employees and independent contractors, located in 43 countries. Although the number of responses has decreased compared to previous years (with 959 in 2021, 805 in 2020, and 649 in 2019), the information obtained remains significant, and we trust that the resulting insights will aid community members in better understanding the salary landscape.

Note on independent contractors

Unfortunately, due to the small number of contractor respondents, no statistically relevant data can be extracted regarding income or satisfaction for this group. The salary and salary satisfaction data is therefore drawn from employee respondents only. For all other questions, the data is from both groups combined.

Feedback

We’d love your thoughts on this survey, so that we can continue to develop and refine it. Email us at support@writethedocs.org with your ideas.

Employment parameters

In this section, we asked about the parameters of the respondent’s employment:

  • the number of hours they worked, or if they were not currently working,
  • the length of time they had held the same position,
  • whether they worked solo or as part of a team and how they classified their role, and
  • how focused their role was on tasks related to documentation.

Basis of employment

While the majority of respondents – historically and in 2022 – are employees, a proportion are classified as independent contractors, freelance operators or self-employed individuals. To better cater for the differences between these groups, we ran two different versions of the survey side by side, starting in 2021.

In 2022, 93.5% of respondents (491 individuals) were employees, and 6.5% (34 individuals) were independent contractors - similar ratios to previous years.

Basis of employment (2019-2022)
Survey year Employees Contractors
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%)

Stacked vertical bar chart showing number of employee and contractor respondents in each survey, 2019 until 2022.

Figure: Basis of employment (2019-2022)
../../../_images/2022-basis-of-employment-history.svg

Hours worked

What we asked (click to expand)

How many hours per week do you work?

  • I’m not currently working
  • 1–20 hours
  • 21–30 hours
  • 31–40 hours
  • 41–50 hours
  • 51–60 hours
  • More than 60 hours

In 2022, only 6 individual respondents (1.1%) reported that they were not currently working – down from 2021, when 2.5% (20 respondents) indicated this. Unemployed respondents were asked to complete the survey as though they were still in their previous employment situation.

The majority of respondents worked traditional “full-time” hours:

  • 95.2% worked more than 30 hours per week
  • 62.4% worked between 31 and 40 hours
  • 2.8% worked 51 hours or more

Of the 4 individuals who entered more than 60 hours, 3 reported working 65 hours per week, and one person reported working 80 hours per week.

Weekly hours worked (2022)
Hours worked No. %
1-20 hours 10 1.9%
21-30 hours 15 2.9%
31-40 hours 324 62.4%
41-50 hours 56 30.1%
51-60 hours 10 1.9%
61+ hours 4 0.8%

Bar chart showing weekly hours worked

Figure: Hours worked (2022)
../../../_images/2022-hours-worked.svg

Job title

What we asked (click to expand)
What is your job title?

With typos removed and abbreviations expanded, 171 unique job titles emerged (1 respondent indicated that they did not have a job title). Although this number, which represents around 3.07 respondents per unique title, is fewer than in previous years - there were around 3.55 respondents per distinct title in 2021, 3.16 in 2020, and 3.13 in 2019 - the trends are similar: “Technical Writer” was the most widely-used exact title at 27.8%, followed by “Senior Technical Writer” at 17%.

Of all titles:

  • 73.5% contained the word “technical”
  • 68% contained “writer” or “writing” but only 1.9% contained “editor” or “editing”
  • 62.4% contained both the words “technical” and “writer” - only 1% contained “author”
  • 28.9% contained “senior” but only 1% contained “junior”
  • 13% contained “manager”, “management”, “head” or “director”, while 5.7% contained “lead” or “leader”
  • 10.6% contained “docs”, “document” or “documentation”, and another 6% contained “content”
  • 7.6% contained “developer” or “development”, while 4% contained “engineer” or “engineering”
  • 2.3% contained “communication” or “communications”
  • 1% contained “support”
Most widely-used job titles (2022)
Job title No. %
Technical Writer 146 27.8%
Senior Technical Writer 89 17.0%
Lead Technical Writer 18 3.4%
Documentation Manager 8 1.5%
Technical Writing Manager 8 1.5%
Associate Technical Writer 7 1.3%
Documentation Specialist 7 1.3%
Technical Writer II 7 1.3%
Technical Writer I 6 1.1%
Technical Editor 6 1.1%

Job title wordcloud

Figure: Job title wordcloud (2022)
../../../_images/2022-job-titles-wordcloud.svg

Type of role

What we asked

How would you categorize your role? If you wear multiple hats, select all options that apply.

  • Writer, content creator, producer, editor
  • Developer, engineer
  • Educator
  • Customer support
  • Advocate, community outreach
  • Marketing
  • Management
  • Other

In your role, are you:

  • A solo worker
  • Part of a team
  • Part of multiple teams
  • A manager or team leader
  • Other (please specify)

Role category

For the first time this year, respondents could select more than one role category - and 38.5% did so. Two roles were selected by 23.2% of respondents, and another 9.5% selected three roles.

Although “Writer/Creator/Editor” was still the top category - 93.9% of respondents defining their role at least partly this way, and 57.1% identified only this category - removing the requirement for respondents to narrow their role down to just one category allowed a fuller picture of the diversity of the community to emerge, showing cross-overs with the roles of Manager (16.2%), Developer/Engineer (13.3%), Educator (12.6%), Advocate (7.8%), Support (7.2%) and Marketing (5%).

Overall, respondents selected 57 different combinations of the 8 role categories.

Top role category combinations (2022)
Role category combination No. %
Writer/Creator/Editor 300 57.1%
Writer/Creator/Editor + Management 45 8.6%
Writer/Creator/Editor + Developer/Engineer 32 6.1%
Writer/Creator/Editor + Educator 17 3.2%
Management 10 1.9%
Other combinations (52 more in total) 121 23.1%

Donut chart showing top role category combinations for respondents in 2022.

Figure: Top role category combinations (2022)
../../../_images/2022-role-category.svg
Role categories (2022)
Role category No. %
Writer/Creator/Editor 493 93.9%
Management 85 16.2%
Developer/Engineer 70 13.3%
Educator 66 12.6%
Advocate 41 7.8%
Support 38 7.2%
Marketing 26 5%
Other 26 5%

Of those who selected “Other”, responses included project manager, product owner/manager, information architect, and UX writer.

Team breakdown

When taking into account respondents who work on a team, work on multiple teams, and those who manage teams, 83.4% of respondents have roles that are team-based. Solo workers make up 15.4%, with the 1.1% selecting “other” mostly reporting some combination of solo and team work.

Team breakdown (2022)
Team Type No. %
Part of a team 238 45.3%
Part of multiple teams 115 21.9%
Manager or team leader 85 16.2%
Solo workers 81 15.4%
Other 6 1.1%

Team breakdown (2022)

Figure: Team breakdown (2022)
../../../_images/2022-team-breakdown.svg

Length of time at current organization

What we asked

How long have you worked 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

Reflecting an increasingly volatile job market, 36.8% of respondents reported being employed at their current organization for less than one year. This is a significant increase from 31.7% in 2021, 26% in 2020, and just 9% in 2019. Notably, it is the first time since the survey began that the number of individuals in new positions exceeds those who have held their current job for a medium-term or extended duration.

Length of time at current organization (2022)
Length of time No. %
Less than 1 year 193 36.8%
More than 1 year but less than 2 years 125 23.8%
More than 2 years but less than 5 years 118 22.5%
More than 5 years but less than 10 years 62 11.8%
More than 10 years 27 5.1%

Length of time at current organization (2022)

Figure: Length of time at current organization (2022)
../../../_images/2022-time-current-organization.svg

Of those 5.1% who had been in their current position for 10 or more years, around half reported a tenure between 10 and 20 years, while the other half reported a duration between 20 and 25 years. One respondent indicated they had held their current position for 31 years.

Work location and COVID-19

In the 2019 survey, we asked respondents about their work location - whether they worked from an office, remotely, or a mixture, and whether this was their choice or if work location was stipulated by their employer.

In 2020, the COVID-19 pandemic led to many changes to the way we live and work. Although work location was not the only area impacted, moving from an on-site office location to remote work was a change reported by nearly 80% of respondents.

There was some uncertainty about whether to include COVID-19 questions section in the 2022 survey. It was decided that with a number of companies publicly announcing the implementation of “back to the office” policies, these questions were still relevant.

For the purpose of this section, we consider “remote” to have the same meaning as “work from home” or “home office”.

What we asked

Has your work location (i.e. on-site, remote) been affected by COVID-19 (temporarily or permanently)?

  • Yes
  • No

Those who answered “Yes” were then asked:

Before COVID-19, what was your work location?

  • I was required to be on-site full time
  • I was on-site full time, but it was not required
  • I was partially on-site, and partially remote
  • I was fully remote, but it was by choice (i.e. an office location was available to me)
  • I was fully remote, and it was required (i.e. no office location was available to me)

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
  • 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)

What changes occurred to your work location as a result of COVID-19?

  • My work location changed permanently
  • My work location changed temporarily and has now changed back
  • My work location changed temporarily and has not yet changed back
  • My work location has changed multiple times but is now permanent
  • My work location has changed multiple times and may change again
  • Other (please specify)

How do you feel about the changes to your work location?

  • Very negative
  • Negative
  • Neutral
  • Positive
  • Very positive

Those who answered “No” to whether their work location had changed as a result of COVID-19 were instead asked:

What is your 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
  • 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

Affected by COVID-19

53.9% of respondents reported that their workplace had changed due to COVID-19 - down from 73.9% in 2021, and 80% in 2020. This decrease reflects the number of people who have started new jobs since the pandemic started.

As in previous years, the bulk of the changes were moving from on-site to remote or partially remote.

Work location - pre-COVID-19 (2022)
Work location No. %
On-site (required) 138 48.76%
Partial 57 20.14%
On-site (not required) 34 12.01%
Remote (not required) 32 11.31%
Remote (required) 22 7.77%
Work location - current (2022)
Work location No. %
Remote (not required) 130 45.94%
Partial 97 34.28%
Remote (required) 43 15.19%
On-site (required) 8 2.83%
On-site (not required) 5 1.77%

Two donut charts showing work location, pre-COVID-19 and currently, for respondents who indicated that their workplace had been affected by the pandemic.

Figure: Work location (affected by COVID-19) (2022)
../../../_images/2022-work-location-affected.svg

A sign that the situation is settling down, perhaps: 54.4% of respondents in this category reported that their work location change (or, in the case of 7.1% of respondents, multiple changes) had now become permanent, and 17.7% stated that the change had been temporary and was now changed back.

Work location changes (2022)
Change No. %
Work location changed permanently 134 47.3%
Work location changed temporarily, now back 50 17.7%
Work location changed temporarily, not yet back 36 12.7%
Work location changed multiple times, now permanent 24 8.5%
Work location changed multiple times, may change again 20 7.1%
Other 19 6.7%

The attitude towards pandemic-related work location change is overwhelmingly a happy one: 73.5% felt that the change was “positive”, and just over half of those felt it was “very positive”, whereas only 5.6% reported “negative” or “very negative” feelings.

Feelings about work location changes (2022)
Feelings about work location change No. %
Very positive 107 37.8%
Positive 101 35.7%
Neutral 59 20.8%
Negative 12 4.2%
Very negative 4 1.4%

Not affected by COVID-19

46.1% of respondents indicated that their current work location was unaffected by COVID-19. Of these, the majority worked remotely - 41.3% were required to be remote, and 36.8% were remote by choice. 13.6% were partially remote, and only 8.2% worked on-site (4.5% by requirement and 3.7% by choice).

Work location - unaffected by COVID-19 (2022)
Work location No. %
On-site (required) 11 4.5%
On-site (not required) 9 3.7%
Partial 33 13.6%
Remote (not required) 89 36.8%
Remote (required) 100 41.3%

Donut chart showing work location for respondents who indicated that their workplace had not been affected by the pandemic.

Figure: Work location (unaffected by COVID-19) (2022)
../../../_images/2022-work-location-unaffected.svg

Overall, this group was happy about their work location: 66.1% reported feeling “very positive”, 26.4% “positive”, 5.4% “neutral”, and only 2.1% “negative” (no respondents felt “very negative”).

Breaking down attitudes by work location, those who are able to choose their work location - be it on-site, remote, or a combination - are generally happier than those who have their workplace stipulated by their employer. All of the negative responses were attributed to respondents required to be on-site, required to be remote, or partial (implying that one portion of the partial arrangement was required, and not that respondent’s preference).

Feelings about work location - unaffected by COVID-19 (2022)
Feelings No. %
Very Negative 0 0.0%
Negative 5 2.1%
Neutral 13 5.4%
Positive 64 26.4%
Very Positive 160 66.1%

Donut chart showing feelings about work location for respondents who indicated that their workplace had not been affected by the pandemic.

Figure: Feelings about work location (unaffected by COVID-19) (2022)
../../../_images/2022-work-location-unaffected-feelings.svg

Overall work location

Combining the “current” work location for respondents affected by COVID-19 with the work location for those unaffected, we can put together an overall picture.

68.9% of all resondents work remotely, either by choice (41.7%) or as required by their employer (27.2%). Another 24.8% work partially on-site and partially remote. Only 6.3% work completely on-site (3.6% are required to do so and 2.7% do so by choice).

Work location - overall (2022)
Work location No. %
On-site (required) 19 3.6%
On-site (not required) 14 2.7%
Partial 130 24.8%
Remote (not required) 219 41.7%
Remote (required) 143 27.2%

Donut chart showing work location for all respondents combined (those whose work location was affected by COVID-19 and those whose work location was not affected).

Figure: Work location (combined) (2022)
../../../_images/2022-work-location-overall.svg

Just over half of respondents reported feeling “very positive” about their work location, and another 31.4% felt “positive”. 13.7% were “neutral”, and 3.2% reported negative feelings. Only 0.8% of all repondents - 4 individuals - reported “very negative” feelings.

Feelings about work location - overall (2022)
Feelings No. %
Very Negative 4 0.8%
Negative 17 3.2%
Neutral 72 13.7%
Positive 165 31.4%
Very Positive 267 50.9%

Donut chart showing feelings about work location for all respondents combined (those whose work location was affected by COVID-19 and those whose work location was not affected).

Figure: Feelings about work location (combined) (2022)
../../../_images/2022-work-location-overall-feelings.svg

Breaking this down by work location, the same patterns emerge. 89.1% of respondents who were working remote by choice reported feeling “very positive” (61.2%) or “positive” (27.9%), with only 0.9% feeling “negative” and no one reporting “very negative” feelings. For those working remote by requirement, while 92% were happy with the arrangement (67.1% “very positive” and 25.2% “positive”), 2.8% reported “negative” feelings.

For those working partially remote and partially on-site, opinions were more evenly dispersed - 46.2% felt “positive”, 25.4% declared they were “neutral”, and 6.9% harbored “negative” feelings (5.4% “negative” and 1.5% “very negative”).

The number of respondents working on-site was small (6.3%, or 33 individuals), which means that any generalizations are not representative. For the record, “neutral” feelings were the most common at 30.3%.

Salary and benefits

This section is where the survey forms diverged for employees and contractors: employees were asked for their monthly or yearly salary and any additional benefits, and contractors were asked for their fee structures and rates. Both groups were asked to evaluate their levels of satisfaction with their salary and their overall work situation, for any reasons for dissatisfaction with either, and also what they liked about their work.

Unfortunately, due to the small number of contractor respondents (only 34), no statistically relevant data can be extracted regarding income or satisfaction for this group. The data in this section is therefore drawn from employee respondents only.

Currencies

Respondents reported being paid in 27 different currencies. To make comparisons possible, all currencies were converted to USD using mid-market exchange rates, averaged for the whole of 2022.

Currencies - employees (2022)
Currency Code No. Exchange rate
United States Dollar USD 235 1
Euro EUR 75 1.053783
Canadian Dollar CAD 34 0.769193
Indian Rupee INR 26 0.012738
British Pound Stirling GBP 23 1.237188
Romanian Leu RON 21 0.2126
Russian Ruble RUB 18 0.015
Australian Dollar AUD 16 0.694662
Israeli Shekel NIS 15 0.298003
Swedish Krona SEK 4 0.099175
Czech Koruna CZK 4 0.042892
New Zealand Dollar NZD 3 0.635617
Hungarian Forint HUF 2 0.002707
Norwegian Krone NOK 2 0.104386
Armenian Dram AMD 1 0.0024
Polish Zloty PLN 1 0.22511
Croatian Kuna HRK 1 0.1387
Brazilian Real BRL 1 0.195
South African Rand ZAR 1 0.061331
Japanese Yen JPY 1 0.007657
South Korean Wan KRW 1 0.0008
New Taiwan Dollar TWD 1 0.0333
Swiss Franc CHF 1 1.048015
Serbian Dinar RSD 1 0.0089
Icelandic Krona ISK 1 0.0073
Singapore Dollar SGD 1 0.725526
Kenyan Shilling KES 1 0.008

Salary

What we asked

What currency are you paid in?

Would you prefer to enter your salary as a yearly or monthly amount?

What is your salary (including tax)?

Employees were given the option of entering their salary as a monthly or as a yearly figure, to cater for different countries where one or the other is the norm. Monthly salaries were multiplied by 12 in order to compare them to annual salaries.

In 2022, 79% of employee respondents entered an annual salary figure, and 21% entered a monthly figure.

As 95.2% of respondents reported working full-time hours (more than 30 per week), the salaries for those working part-time hours (less than 30 per week) have been omitted from the figures in this section.

Median salary

The median employee salary across all regions was USD $79,506 (meaning half of all respondent earned more, and half earned less). This is lower than the overall median in 2021 and 2020 (USD $80,870 and USD $80,000, respectively), but higher than the overall median in 2019 (USD $74,500).

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.

In order to protect the privacy of respondents, median salaries are not shown for any country or region with less than 10 respondents. Countries excluded by this condition are:

  • Armenia
  • Belarus
  • Belgium
  • Brazil
  • Croatia
  • Czech Republic
  • Estonia
  • Finland
  • France
  • Greece
  • Hungary
  • Iceland
  • Ireland
  • Italy
  • Japan
  • Kazakhstan
  • Netherands
  • New Zealand
  • Norway
  • Poland
  • Portugal
  • Serbia
  • Singapore
  • Slovenia
  • South Africa
  • South Korea
  • Spain
  • Sweden
  • Switzerland
  • Taiwan
  • Ukraine
Median salary by respondent region (2022)
Region Country No. Median (USD)
North America   256 $104,750
  USA 222 $110,500
  Canada 34 $73,458
Europe   154 $52,265
  Romania 20 $36,280
  United Kingdom 20 $69,902
  Russia 17 $21,600
  Germany 15 $62,468
Asia   30 $29,297
  India 26 $26,113
Oceania   19 $91,695
  Australia 16 $95,169
Middle East Israel 15 $106,566

Median salary by US state

Out of the 37 US states represented in the results, only 5 had more than the minimum 10 respondents required to calculate a median by region. While California drew the most respondents (37), Washington took the top spot for median salary with USD $140,350.

Median salary by US state (2022)
US state No. Median (USD)
Washington 12 $140,350
California 37 $135,000
Oregon 15 $115,000
Colorado 13 $110,000
Texas 18 $95,000

Median salary by gender identity

Due to there being fewer than 10 respondents, non-binary and “other” gender identities could not be included in this section, and breakdowns by gender identity for regions other than North America and Europe are also not possible.

Illustrating the much-discussed gender pay gap in effect, the median salary for men was 14.4% higher than the median for women in North America, and 26.7% higher in Europe.

Median salary by gender identity - North America (2022)
Gender identity No. Median (USD)
Man 86 $115,000
Woman 156 $100,500
Median salary by gender identity - Europe (2022)
Gender identity No. Median (USD)
Man 61 $57,960
Woman 86 $45,729

Median salary by years experience

As a general rule, as experience increases, median salary rises - ranging from $54,613 for those with 1-2 years of experience, peaking at $130,197 for those with 25-30 years of experience, and dropping off slightly to $115,500 for those with more than 30 years of experience.

However, in this year’s results there is a new spike in salaries for respondents with less than 1 year of experience - this group’s median is USD $3,500 higher than the slightly more experienced bracket of 1-2 years.

Median salary by years experience (2022)
Experience No. Median (USD)
0-1 years 21 $57,958
1-2 years 40 $54,613
2-5 years 98 $73,921
5-10 years 122 $71,968
10-15 years 78 $84,151
15-20 years 43 $91,547
20-25 years 36 $120,000
25-30 years 22 $130,197
30+ years 16 $115,500

Median salary by organization size

While there is a general trend for higher salaries at larger organizations, the uneven distribution of respondent numbers makes concrete conclusions difficult to draw.

Median salary by organization size (2022)
Organization size No. Median (USD)
1-50 employees 26 $66,324
51-1,000 employees 234 $80,000
1,001-10,000 employees 126 $79,989
10,001-100,000 employees 50 $77,235
100,001+ employees 40 $95,127

Benefits

In almost all countries apart from the US, employees are entitled to paid vacation time and paid sick leave by law, and many also mandate pension contributions and/or paid parental leave. Similarly, many countries have some form of universal health care, negating the need for employer-provided health cover. To make this clearer, we asked respondents to only check the boxes for vacation time, health insurance, pension plans and parental leave if their employee benefit was in excess of what is required by law in the country where they live.

What we asked

Does your salary package include any additional benefits?

  • 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, 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)

A small number of respondents (4.1, representing 20 individuals) indicated that they did not receive any of the listed benefits.

Benefits (2022)
Benefit No. %
Health insurance * 363 73.9%
Paid vacation time 336 68.4%
Other types of insurance e.g. life insurance, accident insurance, income protection insurance 268 54.6%
Professional development / ongoing education / conference budget 265 54.0%
Stocks, shares, stock options, or equity 242 49.3%
Paid parental leave * 225 45.8%
Pension, superannuation, or retirement fund * 219 44.6%
Gym, fitness, sport, or other wellness-related benefits 203 41.3%
Home office or co-working office budget (including laptops and other items of equipment) 200 40.7
Meals, meal vouchers, or food-related benefits 174 35.4
Bonuses or commission payments 165 33.6%
Unlimited PTO (paid/personal time off) 162 33.0%
Time off or bonuses for community-related activities 150 30.5%
Phone and/or internet-related benefits or reimbursements 149 30.3%
Transportation-related benefits (company car, public transport passes, parking, fuel vouchers or reimbursements for any transport-related cost) 123 25.1%

* In excess of any government-mandated minimums

Horizontal bar chart showing employee benefits.

Figure: Employee Benefits (2022)
../../../_images/2022-employee-benefits.svg

Salary satisfaction

What we asked

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?

  • 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
  • Other (please specify)
  • None of the above

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?

  • 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 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 (COVID-related or otherwise)
  • Other (please specify)
  • None of the above

Considering your salary, benefits, and overall employment conditions, what do you like about your current job?

  • 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
  • Other (please specify)
  • None of the above

Considering only their salary and benefits, employee respondents were asked to rate their level of satisfaction. The majority of respondents reported being satisfied (47.9%) or very satisfied (27.3%) with their salaries. Fewer participants indicated feeling neutral (14.7%), unsatisfied (7.9%), or very unsatisfied (2.2%) about their earnings.

Salary satisfaction (2022)
Satisfaction No. %
Very unsatisfied 11 2.2%
Unsatisfied 39 7.90%
Neutral 72 14.7%
Satisfied 235 47.9%
Very satisfied 134 27.3%

Donut chart showing level of satisfaction with salary and benefits for employee respondents.

Figure: Salary satisfaction (2022)
../../../_images/2022-salary-satisfaction.svg

Respondents were then asked to indicate reasons for any dissatisfaction - again, considering only their salary and benefits. The largest proportion of respondents - 42.4% - chose no reason (including 2 of the respondents who indicated they were “very unsatisfied”).

Reasons for salary dissatisfaction (2022)
Reason No. %
None 208 42.4%
Salary too low 117 23.8%
Excess responsibility 93 18.9%
Cost of living discrepancy 88 17.9%
Missing benefits 85 17.3%
Unfair or inconsistent 65 13.2%
Gender pay gap 39 7.90%
Too many hours 33 6.7%
Other 22 4.9%
Too few hours 2 0.4%

Of those respondents who chose “other” and entered an additional reason, the main areas of complaint were lack of 401k matching, no raises or low raises, and lowered effective income through inflation and currency fluctuations. Several respondents noted that although their salary was competitive for the area in which they reside, it was not competitive for the wider region - information gleaned from previous years’ salary survey results.

Overall job satisfaction

Respondents were asked to consider their overall employment situation - separate from salary and benefits - and rate their level of satisfaction. Most respondents reported being satisfied (46.8%) or very satisfied (32.6%) with their job. A smaller percentage of participants expressed feeling neutral (13.2%), unsatisfied (6.7%), or very unsatisfied (0.6%) about their employment.

Overall job satisfaction (2022)
Satisfaction No. %
Very unsatisfied 3 0.6%
Unsatisfied 33 6.7%
Neutral 65 13.2%
Satisfied 230 46.8%
Very satisfied 160 32.6%

Donut chart showing level of satisfaction with overall employment situation for employee respondents.

Figure: Job satisfaction (2022)
../../../_images/2022-job-satisfaction.svg

Respondents were then asked to select reasons for dissatisfaction, if any. Again, the largest proportion of respondents - 33.2% - did not choose or enter a reason (including one respondent who indicated they were “very unsatisfied”).

Reasons for overall job dissatisfaction (2022)
Reason No. %
None 163 33.2%
Undervalued or underfunded 140 28.5%
Lack of pay transparency 94 19.1%
Organizational politics 88 17.9%
Workload too high 86 17.5%
No advancement 85 17.3%
Stress or pressure 70 14.3%
Bureaucractic overhead 67 13.6%
Toolset 65 13.2%
Insufficient professional development 60 12.2%
Uninteresting work 53 10.8%
Management 43 8.8%
Lack of respect 40 8.1%
Job instability 34 6.9%
Unsupportive environment 33 6.7%
Other 25 5.1%
Co-workers 22 4.5%
No remote support 18 3.7%
Workload too low 16 3.3%
No remote work 14 2.9%
Discrimination - other 8 1.6%
No office location 7 1.4%
Discrimination - gender 7 1.4%
Discrimination - race or nationality 6 1.2%
Bullying or harassment 5 1%
Discrimination - age 2 0.4%
Discrimination - education 1 0.2%

Of those respondents who chose “other” and entered additional reasons, many cited issues with management (“chaos”, lack of leadership, not modelling corporate values, inexperienced and out of touch managers). Another common area of concern was around work location: being forced back into working on-site, or an employer refusing to consider remote work. On the other end of the spectrum, several respondents missed working face-to-face with co-workers or had issues with their remote work setup, such as timezone mismatches.

Positive job aspects

Respondents in general selected far more reasons to be happy about their job than reasons to be unhappy. Only one respondent chose “none”, and most respondents selected more than one reason.

Positive job aspects (2022)
Reasons No. %
Like/respect co-workers 436 88.8%
Flexibility 412 83.9%
Work-life balance 346 70.5%
Reasonable expectations 345 70.3%
Interesting 327 66.6%
Manageable workload 322 65.6%
Contributions valued 307 62.5%
Like/respect organization 304 61.9%
Fair compensation 297 60.5%
Respect 285 58%
Satisfied with benefits 278 56.6%
Positive impact 270 55%
Professional development 237 48.3%
Career advancement 194 39.5%
Other 10 2%
None 1 0.2%

10 respondents who selected “other” and entered additional things that they liked about their job. The themes included:

  • flexibility around returning to work after children
  • mentoring
  • improving processes
  • learning something new every day
  • helping people
  • opportunity to work on open-source projects
  • autonomy

Pay transparency

New in the 2022 survey, we explored a concept that’s garnering a lot of attention lately: pay transparency. We define organizations with pay transparency as those that are open about salaries and benefits for existing and prospective employees and contractors.

What we asked

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

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

Regardless of the situation at your organization, how do you personally feel about pay transparency?

  • Strongly oppose
  • Oppose
  • Neutral
  • Support
  • Strongly support

Pay transparency policy

52.4% of all respondents reported that there was no pay transparency policy at their organization, and another 23.8% were unsure. 9.5% of companies had a partial policy, limiting diclosure to certain roles, levels, status or location. 9% of organizations had an explicit policy forbidding pay disclosure.

Just 5.3% of organizations - the smallest proportion - had a fully open pay transparency policy.

Pay transparency policy (2022)
Pay transparency policy No. %
No policy 275 52.4%
Unsure 125 23.8%
Yes - partial transparency 50 9.5%
Yes - explicitly forbidden 47 9.0%
Yes - full pay transparency 28 5.3%

Donut chart showing type of pay transparency policy, if any, at respondent's organizations.

Figure: Pay transparency policy (2022)
../../../_images/2022-pay-transparency-policy.svg

Pay transparency practise

Regardless of official policy - or in the absence of an official policy - it seemed plausible that employees at some organizations would have an informal culture of sharing with regards to salary information. Only 1.7% of respondents reported that this existed in their workplace. 17.9% said that this was partially true, and another 14.5% said they were unsure or did not participate. The largest percentage - 65.9% - reported that there was no informal sharing of salary data.

Pay transparency practise (2022)
Unofficial pay transparency No. %
No 346 65.9%
Partial 94 17.9%
Unsure 76 14.5%
Yes 9 1.7%

Donut chart showing type of unofficial pay transparency practise, if any, at respondent's organizations.

Figure: Pay transparency practise (2022)
../../../_images/2022-pay-transparency-practise.svg

Pay transparency support

Three quarters of all respondents expressed support for pay transparency, with 45% saying they strongly supported such measures. Another 20.4% were neutral on the topic, and only 4% opposed it (1% in strong opposition).

Pay transparency support (2022)
Support level No. %
Strongly oppose 5 1.0%
Oppose 16 3.0%
Neutral 107 20.4%
Support 161 30.7%
Strongly support 236 45.0%

Donut chart showing level of personal support for pay transparency among respondents.

Figure: Pay transparency support (2022)
../../../_images/2022-pay-transparency-support.svg

Organization demographics

The questions in this section relate to the employing organization (or main/typical organization, in the case of contractors who work for multiple companies).

Organization size

What we asked

What is the approximate size of your organization, in number of employees?

  • Less than 10
  • 11 - 50
  • 51 - 100
  • 101 – 1,000
  • 1,001 - 10,000
  • 10,001 - 100,000
  • More than 100,000

Medium-sized organizations accounted for over half of the employers in the 2022 results, with the remaining portions evenly split between very large and very small operations.

Organization size (2022)
Organization size No. %
1-10 employees 7 1.3%
11-50 employees 33 6.3%
51-100 employees 54 10.3%
101-1,000 employees 196 37.3%
1,001-10,000 employees 137 26.1%
10,001-100,000 employees 54 10.3%
100,000+ employees 44 8.4%

Organization industry

What we asked

Which industries does your organization operate in?

  • 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
  • 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

Based on feedback from previous surveys, we altered this question in 2022 to allow multiple industries to be selected. 33.7% of respondents chose more than one industry – 18.7% selected two, and 6.1% selected three. In total, 974 industries were chosen by the 525 respondents.

While each of the 33 industries in the list accounted for at least 3 individual responses, the largest industry represented in 2022 (as in previous years) was software development (not industry-specific), with 24.2% of the total. Finance, telecommunications, data (a new category in 2022 that includes data science, data analytics, AI and machine learning, and blockchain), security and healthcare each accounted for more than 5%. The other 27 categories shared the remainder.

Organization industry (2022)
Industry No. %
Software Development, Software Development Tools (not industry-specific), Open Source 237 24.3%
Finance, Banking, Financial Services, Financial Technology 85 8.7%
Telecommunications, Technology, Internet, Electronics, Domain Registration, Web Hosting, Cloud Services, Crypto 72 7.4%
Data Analytics, Data Science, AI, Machine Learning, Blockchain 67 6.9%
Security, Computer Security, Cybersecurity 55 5.6%
Healthcare, Medical, Pharmaceuticals, Biotechnology 52 5.3%
Business Support, Professional Services, Planning, Project Management, Risk Management, Compliance, Process Automation, Consulting 44 4.5%
Advertising, CRM, Marketing, Sales (online and offline) 42 4.3%
Manufacturing, Engineering, Precision Engineering, Hardware 35 3.6%
Airlines, Space and Aerospace, Defense, Maritime, Military 26 2.7%
Education, Training 24 2.5%
Government 24 2.5%
Entertainment, Leisure, Gaming, Sports, E-Sports 22 2.3%
Transportation, Delivery, Logistics, GPS, Mapping, Supply Chain 20 2.1%
Automotive 19 2.0%
Insurance 18 1.8%
Construction, Building, Engineering, Machinery, Homes 17 1.7%
Utilities, Energy, Mining, Extraction, Waste Management, Recycling 15 1.5%
Retail, Consumer Products, Ecommerce 14 1.4%
Science, Research 13 1.3%
Translation, Localization, Internationalization 9 0.9%
Design 8 0.8%
Media, Social Media, Radio, TV, Journalism, Publishing 8 0.8%
Food, Beverages 8 0.8%
Culture, Arts, Heritage 7 0.7%
Human Resources, Recruitment, Careers, Jobs 7 0.7%
Agriculture 6 0.6%
Travel, Hospitality, Holidays, Hotels, Accommodation 5 0.5%
Non-profit, Community 5 0.5%
Events, Event Management, Event Services, Venues, Audio/Video 4 0.4%
Real Estate 3 0.3%
Legal Services 3 0.3%

Location

What we asked

In which country is your organization based?

  • State, Province, Territory or Region
  • City or Town

47.2% of all organizations employing survey respondents in 2022 were based in North America, with the vast majority of those in the United States (43.8% of the total, versus 3.4% for Canada). Global or Multinational organizations accounted for the second largest proportion, 25.7%. European countries account for another 20%.

The remaining organizations were based in 36 different countries, with no single nation accounting for more than 3% of the total.

Organization location - country (2022)
Region Country No. %
Multinational or global 135 25.7%
North America      
  United States 230 43.8%
  Canada 18 3.4%
Europe      
  Russia 15 2.9%
  United Kingdom 13 2.5%
  Germany 13 2.5%
  France 10 1.9%
  Netherlands 9 1.7%
  Ukraine 5 1.0%
  Finland 5 1.0%
  Switzerland 4 0.8%
  Romania 4 0.8%
  Ireland 4 0.8%
  Spain 3 0.6%
  Slovenia 3 0.6%
  Portugal 3 0.6%
  Norway 3 0.6%
  Czech Republic 2 0.4%
  Armenia 2 0.4%
  Sweden 1 0.2%
  Serbia 1 0.2%
  Malta 1 0.2%
  Italy 1 0.2%
  Iceland 1 0.2%
  Hungary 1 0.2%
  Denmark 1 0.2%
  Croatia 1 0.2%
Asia      
  India 13 2.5%
  Taiwan 1 0.2%
  South Korea 1 0.2%
  Singapore 1 0.2%
  Pakistan 1 0.2%
  Japan 1 0.2%
Middle East      
  Israel 7 1.3%
  United Arab Emirates 1 0.2%
Oceania      
  Australia 7 1.3%
  New Zealand 2 0.4%
South America      
  Brazil 1 0.2%

Respondent demographics

This section asked questions relating to the respondent – their age, gender identity, experience, education and location. All questions had an option for “rather not say” except for country and state, province. territory or region, which are necessary to meet the survey’s central goal.

Age

What we asked

What is your age?

  • 18-25
  • 26-35
  • 36-45
  • 46-55
  • 56-65
  • 66+
  • I’d rather not say

As in previous surveys, two age brackets – 26-35 year olds and 36-45 year olds – made up 68.4% of the total number of respondents. The oldest bracket (66+) made up 1% of the total, while the youngest (18-25 year olds) made up 5.1%. Only 0.6% (3 individuals) did not provide an answer.

Age group (2022)
Age group No. %
18-25 years 27 5.1%
26-35 years 192 36.6%
36-45 years 167 31.8%
46-55 years 97 18.5%
56-65 years 34 6.5%
66+ years 5 1.0%

Gender identity

What we asked

What gender identity do you most identify with?

  • Woman
  • Man
  • Non-binary
  • Other (please specify)
  • I’d rather not say

57.6% of respondents identified as women, 39.9% as men, and 2.5% as non-binary or other. 2.1% did not provide an answer. These proportions have not significantly changed over the four surveys conducted.

Gender identity (2022)
Gender identity No. %
Woman 296 56.4%
Man 205 39.1%
Non-binary 11 2.1%
Other 2 0.4%

Donut chart showing gender identity.

Figure: Gender identity (2022)
../../../_images/2022-gender-identity.svg

Experience

What we asked

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
  • I’d rather not say

5% of respondents were new to the field of documentation, with less than 1 year of experience. Another 8.2% had between 1 and 2 years of experience.

The largest bracket was 5-10 years, with nearly a quarter (24.8%) of respondents falling into this group.

At the other end of the scale, 3.4% of respondents had 30 or more years of experience. Of these 18 individuals, 16 reported between 30 and 38 years in total, with two veterans reporting 41 and 42 years.

1 respondent chose not to provide a response.

Experience (2022)
Experience No. %
0-1 years 26 5.0%
1-2 years 43 8.2%
2-5 years 108 20.6%
5-10 years 130 24.8%
10-15 years 83 15.8%
15-20 years 52 9.9%
20-25 years 40 7.6%
25-30 years 24 4.6%
30+ years 18 3.4%

Education

What we asked

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.

Note: the question asks 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)
  • Multiple post-graduate qualifications
  • None of the above
  • I’d rather not say

Based on the responses gathered from previous surveys, this year additional options were added for those holding multiple qualifications.

The majority of respondents – 94.4% – listed college or university qualifications (or equivalent) as their highest level of education. Nearly half held a single graduate qualification (49.3%), while another 37.1% held a single post-graduate qualification. 8% held multiple qualifications – 5.1% multiple post-graduate, and 2.9% multiple graduate.

Technical or vocational qualifications accounted for 2.1% of the responses, and high school for 3%. A single respondent indicated that they had no formal educational qualifications, and a single respondent chose not to provide a response.

Education (2022)
Education level No. %
Graduate 259 49.3%
Post-graduate 195 37.1%
Multiple post-graduate 27 5.1%
High school 16 3.0%
Multiple graduate 15 2.9%
Technical or vocational 11 2.1%

Donut chart showing the highest education level achieved by respondents.

Figure: Education level (2022)
../../../_images/2022-education-level.svg

Location

What we asked

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.

In which country are you based?

  • State, Province, Territory or Region
  • City or Town

In an effort to more effectively gather information on how geographical location affects income without requiring detailed location information, we added a new question about the type of area where respondents reside: rural (low population density), town or suburban area (semi-dense population density) or city (high population density).

In the respondent demographic data for this year’s survey, 43 different countries were represented. 46.9% of respondents live in the United States – this number is around the same as last year’s survey. Canada was next with 7.4% of respondents, and India was the third best represented individual nation, with 5% of the total.

Overall, 69.7% of respondents across all countries were city dwellers, 23.4% resided in semi-dense regions, and only 6.9% classified their location as rural. Looking at individual regions, North America had a slightly higher percentage of semi-dense dwellers, while in Europe and Oceania cities were better represented.

Respondent location - area type (2022)
Area type No. %
City 366 69.7%
Semi-dense 123 23.4%
Rural 36 6.9%

Donut chart showing the area type that respondents live in: city/high density, suburban/semi-dense, or rural/low density.

Figure: Respondent location - area type (2022)
../../../_images/2022-respondent-location-area-type.svg
Respondent location - region and country (2022)
Region Country No. %
North America   285 54.3%
  United States 246 46.9%
  Canada 39 7.4%
Europe   168 32%
  United Kingdom 24 4.6%
  Romania 21 4.0%
  Germany 18 3.4%
  Russia 18 3.4%
  Ireland 9 1.7%
  Netherlands 9 1.7%
  France 8 1.5%
  Spain 8 1.5%
  Ukraine 6 1.1%
  Czech Republic 5 1.0%
  Finland 4 0.8%
  Slovenia 4 0.8%
  Sweden 4 0.8%
  Armenia 3 0.6%
  Croatia 3 0.6%
  Estonia 3 0.6%
  Italy 3 0.6%
  Portugal 3 0.6%
  Hungary 2 0.4%
  Norway 2 0.4%
  Poland 2 0.4%
  Serbia 2 0.4%
  Belarus 1 0.2%
  Belgium 1 0.2%
  Georgia 1 0.2%
  Greece 1 0.2%
  Iceland 1 0.2%
  Kazakhstan 1 0.2%
  Switzerland 1 0.2%
Asia   31 5.9%
  India 26 5%
  Japan 1 0.2%
  Pakistan 1 0.2%
  Singapore 1 0.2%
  South Korea 1 0.2%
  Taiwan 1 0.2%
Oceania   23 4.4%
  Australia 19 3.6%
  New Zealand 4 0.8%
Middle East      
  Israel 15 2.9%
Africa   2 0.4%
  Kenya 1 0.2%
  South Africa 1 0.2%
South America   1 0.2%
  Brazil 1 0.2%
Respondent location - US state (2022)
US State No. %
California 41 16.7%
Texas 22 8.9%
Oregon 16 6.5%
Colorado 14 5.7%
Washington 13 5.3%
New York 11 4.5%
Pennsylvania 10 4.1%
Ohio 10 4.1%
New Jersey 8 3.3%
Massachusetts 8 3.3%
Florida 7 2.8%
Georgia 7 2.8%
Tennessee 6 2.4%
North Carolina 6 2.4%
Missouri 6 2.4%
Virginiania 5 2.0%
Wisconsin 5 2.0%
Utah 5 2.0%
Minnesota 4 1.6%
Illinois 4 1.6%
Montana 4 1.6%
Maine 3 1.2%
Arizona 3 1.2%
Vermont 3 1.2%
Iowa 3 1.2%
Maryland 3 1.2%
Oklahoma 3 1.2%
Kentucky 2 0.8%
Kansas 2 0.8%
New Hampshire 2 0.8%
Idaho 2 0.8%
Nevada 2 0.8%
Alabama 2 0.8%
Mississippi 1 0.4%
Indiana 1 0.4%
Arkansas 1 0.4%
District of Columbia 1 0.4%