According to a survey, achieving a balance between work and personal life has been the most significant challenge faced by many women in the technology industry.
Lorien, a recruitment firm, surveyed women in the tech sector and discovered that 45% reported struggles with work-life balance in their jobs, identifying it as the primary obstacle in their careers. Nearly 30% indicated that gender bias and discrimination are their most significant barriers as women in the field.
“Although the percentage of women in technology is gradually rising, we must not become complacent,” stated Darren Topping, director of enterprise solutions, insights, and partnerships for Lorien’s parent company, Impellam Group.
“The next challenge is to ensure that women feel they have equal opportunities for career growth, along with increased representation at senior levels. Developing a genuinely inclusive work environment entails recognizing that work-life balance is essential rather than a luxury.”
The number of women opting for careers in technology is growing, albeit slowly, with research from BCS revealing that in the four years leading to 2022, the representation of women in the UK tech sector rose by just 4% – from 16% in 2018 to 20% in 2022.
There are numerous reasons for this slow progress, but one commonly cited factor is the absence of an inclusive culture in the tech workplace, which deters women from entering or causes them to leave.
According to Lorien, 75% of women in the technology field feel that their current work environment is inclusive and supportive. However, only a quarter believes they have the same opportunities for career advancement as their male colleagues.
Societal inequality between men and women creates challenges for women in tech – women are more likely than men to have caregiving responsibilities, making flexible work arrangements increasingly important when seeking technology roles.
Close to 30% of respondents to Lorien’s survey feel that flexible working will significantly impact women in the future, and the Tech Talent Charter recently found that nearly 12% of women in tech have left their positions to better manage caregiving responsibilities. Additionally, TTC found that 40% of women stated that their decision to stay in their role depends on their caregiving duties.
Topping emphasized: “Implementing flexible working policies, equitable parental support, and clear career progression pathways is crucial. When companies focus on mental health, ensure fair workload distribution, and nurture supportive leadership, they empower women to grow and thrive in their careers.”
Regarding the support women received in their tech careers, 31% reported that their primary assistance came from in-house training funded by their employer, closely followed by professional networks.
While 12% of women cited a lack of mentorship as the greatest barrier they encountered in their tech careers, only 17% attributed their most significant career support to mentorship programs.
The need for role models in the tech sector is frequently highlighted – the more individuals can see others like themselves succeeding in a particular path, the more encouraged and inspired they feel to follow suit. However, when considering their motivations for pursuing IT careers, nearly half stated that a passion for technology was what drove them, with only 6% indicating that role models or mentors influenced their decision – though it’s unclear what motivated those with an early interest in technology.
A quarter of women mentioned that their attraction to tech roles was influenced by the high number of job opportunities within the sector, while 20% were intrigued by the industry’s competitive salaries.
Despite this, women remain underrepresented in the technology sector, with 54% believing that other women are frequently discouraged from exploring careers in tech.
Several factors deter women from technology positions – 49% stated they would be more inclined to join an organization if they had heard about the career experiences of other women in that company, and 56% felt the same if there were evidence of an equally gender-balanced workforce.
Equality initiatives, female professional support networks, and good representation of women in leadership roles are attributes that would make over 50% of women more inclined to apply to a company. About a fifth of women suggested that those considering a tech career seek out mentors in the field, and 22% recommended building a professional network.
Staying current with skills was the most common piece of career advice (39%) that women would offer to those looking for jobs in the tech industry. Meanwhile, 40% of women asserted that increased representation of women in leadership roles is crucial for encouraging more women into the technology sector, with a quarter echoing the same sentiment regarding well-developed gender equality practices within organizations.
“These results clearly indicate that organizations cannot take a passive stance on gender diversity in technology,” stated Annelise Smith, managing director of workforce solutions at Impellam Group. “Women are both confident and capable, yet there are systemic obstacles that continue to hinder their progress. Companies that neglect to tackle these issues risk losing top talent to rivals who prioritize inclusivity and equal opportunities.”
The technology sector is known for its innovation, continuously expanding the limits of what is achievable. However, it significantly falls short in terms of gender diversity. Women in tech encounter various challenges and obstacles that make it hard to demonstrate their capabilities and succeed.
Skillsoft, an online learning platform, recently published a Women in Tech Report. This report captured the experiences of women at different career stages, in various regions, and across multiple industries to highlight the disparities they face in tech roles and provide insights, data, and guidance to drive change.
Although there has been some progress, the gender gap within the technology industry remains. Current statistics indicate that women make up only around 25% of the tech workforce. This disparity becomes even more evident in leadership roles, where women occupy merely 11% of executive positions. These statistics underscore the ongoing challenges women confront in an industry largely dominated by men. Gender biases, insufficient mentorship, and limited access to growth opportunities are just some of the primary hurdles. Such issues can obstruct career advancement and contribute to high attrition rates among women in technology.
“One of our main focuses is on our frontline managers and making sure they are equipped with the soft skills needed to complement their technical expertise,” says Ciara Harrington, CPO at Skillsoft. “This entails both technical training and enhancing power skills. Both sets of skills are equally critical. It is not about separating technical skills from non-technical ones when it comes to the managerial skills necessary for leading a team effectively and executing tasks like organizational design. It’s vital that our tech leaders receive the same level of power and skill development as leaders in other sectors. Additionally, fostering an inclusive culture in our company is essential, so women do not feel like they are in a significant minority or treated differently due to their gender.”
A significant takeaway from the report indicates that acquiring knowledge about AI and honing skills in this area is essential for women. The survey revealed that 60% of participants were not yet utilizing AI in their workplaces. Among the 40% who do, 73% reported increased productivity, while 19% mentioned that their work has become more streamlined. Furthermore, 50% of respondents noted that obtaining certification boosted their confidence, 36% believed it enhanced their skills, and 33% claimed it increased their trust and credibility.
The economic ramifications of the gender gap in tech extend beyond women alone; they have widespread economic and societal consequences. It is well established that diverse teams are more inventive and productive. A lack of diversity can stifle innovation and restrict a company’s capability to tackle complex challenges. Economically, bridging the gender divide could potentially add around $12 trillion to the global GDP by 2025, according to McKinsey & Company.
To close the gender gap in technology, a comprehensive approach is required. Organizations must enact strong diversity and inclusion policies, create mentorship programs, and ensure equitable opportunities for professional growth. Additionally, fostering flexible work arrangements can aid in retaining female talent, especially for those managing work alongside family obligations.
- Establish mentorship and sponsorship initiatives aimed specifically at assisting women and other underrepresented groups.
- Provide unbiased training and development opportunities—Regular workshops, courses, and certifications should be available to all employees without discrimination.
- Implement impartial performance evaluations and promotion processes—Ensure that assessments are based purely on merit and contributions.
- Create transparent career advancement pathways—Enable all employees to understand potential growth opportunities within the organization.
- Outline the necessary steps for career progression.
- Encourage employees to engage in leadership and development initiatives actively.
This year, 77% of the women surveyed expressed that they felt somewhat satisfied or extremely satisfied in their jobs. While this represents a 2% decline from the previous year, it remains a positive sign, particularly as the tech sector undergoes significant transformations. The top five factors impacting job satisfaction in the technology industry are:
- 74% Job security
- 68% Employee benefits
- 66% Work-life balance
- 58% Managerial support
- 54% Diversity, equity, and inclusion
“I’ve observed that more women transition into technology often because they engage in projects related to technical fields,” notes Orla Daly, CIO at Skillsoft. “Typically, there is a business professional assigned to a technical project or a transformation initiative, which naturally combines technology and business.”