Reducing the gender gap in the labour market is one of humanity’s greatest challenges. Ensuring that women have the same opportunities as men in accessing, developing, and progressing in work would be highly beneficial for the world, both socially and economically. However, gender disparity in economic participation and opportunities remains high, with profound implications that limit the development and utilisation of talent for half the world’s population.
According to a study by the World Economic Forum, the process of closing the gender gap is progressing very slowly, and at the current rate, it would take 134 years to achieve parity between women and men. This is a global issue affecting all industries, with one of the most affected sectors being technology—a field historically dominated by men.
A research by UN Women notes that women represent "less than a quarter of employees in science, engineering, and ICT (Information and Communication Technology) jobs, limiting their roles in decision-making and their influence on the technology design and implementation process." Furthermore, the World Economic Forum report highlights that only 28% of technology roles globally are held by women. This underrepresentation is largely due to gender biases, discrimination, and cultural barriers that hinder women’s access to and retention in the tech sector.
Breaking Down Barriers
Gender inequality in the tech sector has roots that run deep, long before professional life. From primary school to higher education, cultural biases and stereotypes steer girls away from STEM subjects (Science, Technology, Engineering, and Mathematics). Recent statistics show that only 30% of students in STEM fields are women. This phenomenon stems from the persistent perception that science and technology are male domains, affecting girls' confidence and interest in these areas. Additionally, the lack of female role models in STEM during academic training limits students’ aspirations and motivation.
Fortunately, many public and private initiatives are working to reverse this trend. The International Telecommunication Union (ITU), a specialised United Nations (UN) agency, has established 25 April as the International Girls in ICT Day. Through this initiative, the ITU aims to encourage the participation of girls and women in technology, reduce the gender digital divide, and empower future generations of women in an increasingly digital world. Other organisations, such as UN Women, UNESCO, and the World Bank, also have projects and policies aimed at encouraging women to pursue tech careers, paving the way towards greater female representation in the sector.
The same holds true in academic institutions. For example, the Massachusetts Institute of Technology (MIT) in the United States created the MIT Women's Technology Program (WTP), which offers an intensive summer course for female secondary school students, exposing them to MIT engineering and science. Likewise, the University of Santiago de Chile, with support from UNESCO, is implementing a programme to train secondary school teachers to promote female participation in STEM fields. Fortunately, such initiatives are multiplying worldwide, paving the way towards a more diverse and inclusive future.
Companies Leading the Change
The tech workplace presents its own challenges. Women entering the sector often face an organisational culture dominated by male perspectives and unconscious biases in hiring and promotion processes. A study by Acronis indicates that 71% of women in the IT sector work longer hours to improve their chances of career advancement, largely due to gender discrimination and other biases they experience. Nearly two-thirds of women surveyed in the report believe their companies are not doing enough to promote equality. Consequently, a phenomenon known as the "leaky pipeline" often occurs, where many women prematurely leave their tech careers.
However, evidence shows that companies with diverse teams are more innovative and profitable. Leading companies are implementing successful inclusion programmes, from women’s bootcamps to mentoring and equitable promotion policies. These initiatives are not only beginning to close the gap but are transforming corporate culture.
SAP, for example, has programmes and initiatives that help current and potential female employees to grow and thrive in their careers, and increase the number of women and non-binary people in technology—such as the Business Women’s Network or SAP’s North America Returnship Programme, among many others. “We reached our target of 35% women in our workforce and increased the number of women in management roles from 25.5% in 2017 to 29.4% by the end of 2022. Furthermore, in 2023, SAP was re-included in the Bloomberg Gender-Equality Index, recognising its commitment to advancing gender equality in the workplace,” says Supriya Jha, Chief Diversity and Inclusion Officer at the world’s largest enterprise software company.
The Future is Inclusive
Reducing the gender gap in the tech sector is not just a matter of fairness; it is an essential need for the industry’s future. In an increasingly digital world, technology shapes virtually every aspect of our lives, from how we work to how we connect with others. Therefore, it is crucial that the teams developing these solutions are as diverse as the people who use them.
The participation of women in the IT sector brings unique perspectives, fosters innovation, and enhances the quality of technological products and services. Diverse teams are not only more creative and efficient but are also better prepared to understand and address the needs of a heterogeneous society. Additionally, in a context of growing demand for tech professionals, bringing more women into the sector is key to addressing the talent shortage faced by the industry.
Achieving this goal requires a coordinated and sustained effort. The education sector must continue implementing programmes that spark girls’ interest in technology from an early age and provide them with the tools needed to succeed in these areas. Companies, in turn, must deepen their diversity and inclusion policies, creating truly equitable workplaces that not only attract but also retain female talent. And society as a whole must continue working to dismantle stereotypes and biases that limit women’s professional development in technology.
Closing the gender gap in technology is a strategic necessity to drive innovation and growth. Diversity is not just a goal; it is the path to excellence.
stronger than one