Tackling gender disparity in the tech industry has never been more important – or more urgent. Sarah Toms explores the benefits of a diverse workforce, the importance of mentorship and sponsorship, and...
We need more women with their hands on the keyboard. But how can we inspire young women and girls to embrace a traditionally male-dominated field?
Recently, I had the opportunity to discuss how we can shape the future of gender diversity in the tech industry during “Breaking Barriers: Empowering Women in the Tech Ecosystem”, an IMD Leading in Turbulent Times (LiTT) webinar.
My objective was not to stand on a soapbox, but rather to share my observations from nearly three decades of experience in tech, focusing on effective strategies for attracting, developing, and retaining women in this field.
There is a significant gender disparity in the tech industry. Globally, women hold only 27% of tech roles, with just 17% in leadership positions. This lack of representation results in a loss of diverse perspectives and hinders overall progress. In Europe, only 22% of tech roles are occupied by women; in AI, this figure drops into the teens.
While the days of men silently coding in cubicles are gone, the challenge of inspiring young women and girls to pursue tech careers remains. And, for those already in tech, the AI revolution promises wholesale disruption of the job market.
According to the World Economic Forum, all jobs are rapidly becoming tech jobs. David Autor of MIT notes that 60% of current jobs did not exist 80 years ago. Just 20 years ago, roles such as sustainability manager, app developer, podcast producer, data analyst, and ethical hacker were all recent developments.
If women are not entering these emerging fields, their underrepresentation will continue. McKinsey estimates a tech talent gap of anywhere between 1.4 and 3.9 million in Europe by 2027. The simple solution is to double the number of women in tech, which also adds a whopping €600bn to the European economy.
Many young women are unaware of the diverse career opportunities in tech. There is a perception issue which means tech careers are often seen as uninteresting.
A lack of female role models only exacerbates this problem. Participation in ICT disciplines, fundamental for tech careers, drops significantly at higher education levels and further declines as women progress into their careers.
Girls in secondary education also receive less encouragement from teachers, parents, and peers to pursue STEM careers compared to boys. Societal norms and biases, reflected in the types of toys marketed to boys and girls, reinforce this disparity. To address this, we need to provide more balanced early education and training for STEM teachers. This will help prevent unconscious bias from slipping into their methods and reinforce positive engagement with girls.
The other perception issue is imposter syndrome. Helping young women to be confident in their skills, including laying out a plan for their professional future that has actionable steps, is fundamental for both men and women tech leaders.
“Tackling gender disparity in the tech industry has never been more important – or more urgent. ”
Currently, only 3% of young women consider tech as their first career choice. To break through the “glass walls” of tech, initiatives such as TechGirlz, an open-source platform founded by Gloria Bell and Tracy Welson-Rossman, are crucial. TechGirlz offers workshops in coding, product design, and other tech skills that offers a radical mindset change with 82% of participants deciding to pursue tech careers.
Additionally, Huawei supports women in undergraduate and graduate degrees through initiatives like “Tech for Her, Tech by Her, Tech with Her” led by Berta Herrero, which provides expert thought leadership content and tools for young women.
Strategic partnerships like collaborations between government entities, NGOs, and the private sector are also creating compelling programs to attract young women into tech fields. For example, PWC, UNICEF, and GenU are working together to upskill global youth and support their integration.
Affinity groups have also proven helpful. At Wharton, I supported the Women in Tech group and later co-founded the University of Pennsylvania’s Women in Tech group. Through regular meetings and workshops, these groups help women overcome self-doubt, seek promotions, and embrace new challenges.
Engaging male allies and using tools like textio to remove gender-biased language from written materials such as job postings can also attract more women to tech jobs. In my experience, men are eager to help but often wait for an invitation to do so; by putting ourselves forward for promotions and seeking out new challenges, we can push the needle further, faster.
Digitalswitzerland’s #herHACK, led by Astrid Savouré, is a hackathon that had over 450 participants in 2023 – demonstrating that many women interested in tech are still looking for pathways into the field. Annual events like #herHACK and further feeder events during the year are creating educational platforms that help women transition into tech careers. The hope is that women in coding and tech teams, in general, can serve to reduce bias in AI models and promote innovation.
There is another important gap for women and the tech industry: the pay gap. While tech jobs tend to be more stable and better paid, women still face a significant disparity and are more vulnerable to layoffs.
Worse, the gender pay gap in the tech field widens with seniority. Yet new studies from PWC show promising trends: workplace inclusion scores and job satisfaction are both (surprisingly) higher for women in tech when compared to other industries.
Several key themes enriched the discussion on empowering women in tech at the close of the webinar’s Q&A session.
One topic was using unconscious bias as a “litmus test” for selecting candidates and vendor partners in the tech field. These biases often reveal themselves in subtle ways, such as assuming technical specifications should be directed to a male rather than a female. Being vigilant during initial interactions can help identify and address these biases early.
Another important discussion point was the tangible benefits for men when women are included in the workplace. Diversity leads to increased innovation, higher revenues, and greater organizational resilience. Women tend to build more human-centered technology, which enhances overall product usability and impact.
The role of men in promoting gender parity was also highlighted. Men in leadership positions can advocate for balanced promotion practices and support a culture of equity. Men are also important drivers of change: by building awareness and articulating a vision for an inclusive culture, they can amplify an organization’s commitment to the cause and inspire their teams to do the same.
Sponsorship versus mentorship was another area of focus. Effective sponsorship involves leveraging a network rather than relying on a single individual. Sponsors should understand the goals of their protégés and actively support their career advancement. That’s What She Said by Joanne Lipman – a book I highly recommend – delves into the distinctions between mentorship and sponsorship, and why the latter is better for supporting women in their careers.
Finally, engaging with Diversity, Equity, and Inclusion (DE&I) experts can provide valuable insights and tools to attract and retain women in tech. DE&I initiatives, although often underutilized, can create a supportive and inclusive work environment.
These discussions showed that we need a collaborative effort if we are to truly advance gender diversity in tech.
In sharing my experiences and those of others, I hope that more girls and women will be enticed into the tech field. This truly rewarding field offers creative and fulfilling opportunities, and we need more women to join and lead in this dynamic industry. So, to women considering careers in tech: find sponsors, seek supportive organizations, and do not let self-doubt hinder your decision to simply take the plunge and join us.
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