The tech industry has always been a driving force of innovation and progress. Yet, for women in tech, there has always been a significant and persistent disparity that impacts them in reaching their full potential. Women – and in particular women of colour – remain underrepresented at all levels, even today.
This is certainly a missed opportunity for companies globally. As we discussed in our recent blog post on diversity and inclusion, a diverse tech workforce leads to more innovative products and projects, better problem-solving and a stronger industry overall.
While progress has been made, there is still work and continued effort needed to truly understand – and address – the challenges women in tech face.
What the data says
Currently, only 35% of tech jobs are held by women. While this number represents a starting point, it starkly contrasts with the fact that women earn 59% of bachelor’s degrees overall and fill 48% of entry-level tech positions. This discrepancy highlights the systemic barriers that prevent women from advancing and thriving in the tech sector.
The picture becomes even more concerning when we consider the representation of women of colour. Black women, for instance, are alleged to make up a mere 0.7% of the UK workforce, compared to 1.8% of the overall workforce. This translates to approximately 20,000 Black women that are “missing” from the UK tech industry – which is a significant loss of talent and potential.
Similarly, according to research, Black and Latina women hold only 3% and 1% of tech jobs, respectively, revealing a profound need for targeted interventions. According to the latest National Science Foundation report, the STEM workforce is composed of 61% white, 21% Asian, 8% Black and 8% Latino, highlighting the need for broader representation across all STEM fields.
Women in tech leadership
The underrepresentation of women in tech isn’t limited to entry-level roles. Leadership positions also reflect this disparity. While 72% of women in tech aspire to leadership roles, it is reported that only 7% of CTOs in Europe are women. This leadership gap underscores the challenges women face in climbing the ladder, often encountering obstacles that aren’t faced by their male counterparts. Even on boards: in 2024, over 30% of tech boards included women – a number expected to grow – there’s still so much room for gender parity.
This disparity in leadership representation has significant consequences for the tech industry as a whole. A lack of diverse voices at the top can stifle innovation, and the underrepresentation of women in tech leadership roles perpetuates a cycle of inequality. This makes it harder for women from a young age envisioning themselves in tech roles to begin with – and women in tech roles from an entry to mid-level are, as a result, given limited access to mentors and sponsors who can help them advance their careers.
Addressing this issue isn’t simply a matter of fairness and equity, but also a strategic imperative for tech companies that want to remain competitive and attract top talent. Companies with more diverse leadership teams have been shown to perform better financially – and a commitment to gender equality can enhance a company’s brand image.
What’s holding women in tech back?
The challenges women in tech face are multifaceted. One significant issue is imposter syndrome – a feeling of inadequacy despite evidence of success. Almost 70% of people experience imposter syndrome at some point in their careers, but it’s particularly prevalent in tech.
75% of women in tech report feeling like they don’t belong. This feeling can undermine confidence, hinder career progression and even lead to women leaving the industry altogether.
Another critical challenge is the prevalence of sexism in the workplace. A staggering 72% of women in the workforce have experienced some form of sexism. This ranges from subtle microaggressions to overt discrimination that creates a hostile environment that discourages women and impedes their progress.
For Black women in tech, the experience is even more challenging. One in three Black women report being assumed not to hold a technical role – even when they’re fully qualified. This questioning of their behaviour is incredibly demoralising and can contribute to feelings of isolation and exclusion.
Progress and potential for women in tech
Despite these challenges women in tech face, there are also reasons for optimism! The FemTech sector in the UK, for example, is worth over £700 million and is growing at 30% annually. This demonstrates the growing influence of women in specific tech areas and this rapid growth suggests that when women have the opportunity to lead and innovate, they can drive significant economic impact and create solutions that address the needs of a diverse population.
Women are also making significant contributions to fields such as AI and data science, representing approximately 17% to 30% globally. This highlights the potential for women to excel in these cutting-edge fields – given the opportunities and support to do so.
In these areas – often at the forefront of technological advancement – demonstrate that women in tech are crucial; they have the skills and talent to shape the future of technology.
While encouraging, these positive trends further highlight the uneven progress towards gender equality in tech. The success of the FemTech sector, for example, may have been borne from necessity. Women’s health needs have been historically underserved by a male-dominated industry (and health care system) globally. Similarly, while women are making inroads into areas like AI and data science, their representation is still far from equal.
The path forward
The recent Rewards & Resilience report from AND Digital provides further insights into the experience of women in tech and tech leadership roles. A striking 89.3% of women leaders reported enjoying their roles, while 78.6% felt they had succeeded. These findings suggest that when women are given the opportunity to lead, they thrive.
The report also highlighted positive aspects like a culture that supports work-life balance (for 7/10 women) and the availability of mentorship and networking opportunities (for 2/3 of women. However, the report also revealed that 90% of respondents have faced gender bias, and more than 60% have experienced gender discrimination.
Addressing the gender gap in tech requires a multi-pronged approach. It starts with education and encouraging girls to pursue STEM fields from a young age. Mentorship programs and networking opportunities can provide women with the support and guidance they need to navigate their careers. Companies must also provide and promote inclusive cultures that value diversity and provide quail support for all employees. This includes addressing issues like pay equity and implementing policies that support work-life balance.
Furthermore, it’s crucial to acknowledge and address the specific challenges faced by women of colour. Targeted initiatives are needed to increase representation and provide support for Black, Latina and other underrepresented groups. This includes creating pathways for leadership, providing access to resources, and fostering a sense of belonging.
The journey towards gender equity in tech is a marathon. While challenges remain, the progress made thus far provides hope for the future. By continuing to address systemic barriers, promote inclusive cultures and empower women at all levels, we can create a tech industry that truly reflects the diversity of the world we live in. This will not only benefit women in tech, but also lead to a more innovative, dynamic and successful industry for everyone.
At Venquis, we are proud champions of women in tech and have a vast database of talented individuals contributing to some of the most exciting and innovative projects taking place across the globe as we speak. Want one of them to join your team? All you have to do is ask! Get in touch today.
