Although women make up 50.04% of the United States labor force, in technology fields, they are still underrepresented. According to the Bureau of Labor Statistics, women comprise only 28% of STEM (Science, Technology, Engineering, Math) and only 20% of tech occupations. Not only are women underrepresented in tech fields, they also leave their jobs at a higher proportion with half leaving the field before they turn 35 (Accenture, 2020). Which is a rate 45% higher than men (Maynard, 2021).
Here is a quick snapshot of why women are leaving the industry.
The most common reasons why women leave their tech jobs include weak management support (23%), lack of opportunity (20%), and lack of work-life balance (22%) (Capital One, 2019).
Only 21% of women said they believed the technology industry was a place they could thrive. (Accenture, 2020).
Only 38% of women who majored in computer science are working in the field compared with 53% of men. Similarly, only 24% of women with engineering degrees still work in engineering, compared to 30% of men (NSF, 2019).
20% of female employees in STEM have resigned due to discrimination and harassment in the workplace (Agarwal, 2020).
Women in STEM professions make, on average, $16,000 less per year than their male counterparts. (Wired)
Despite the progress made in recent years to recruit and retain women, there continue to be challenges women disproportionately experience, including gender bias, limited representation, imposter syndrome, and burnout. Let’s take a look at some of these challenges and potential solutions.
Limited Representation
One hurdle women encounter in the tech industry is a lack of representation. According to Finances Online, women hold less than 20% of all leadership positions in technology. According to TrustRadius, only 25.1% of executive or senior-level officials and managers at S&P 500 companies are women and of those companies, only 4.6% have women CEOs. Sixty-Six percent of women feel there is no clear path forward at their current company, and 41% identified the lack of a mentor as an obstacle to promotion. Additionally, a lack of role models may make it difficult for women to see themselves as leaders in their workplace. Seeing a lack of women in leadership roles may also cause other women to doubt their own abilities and not consider applying for promotions.
When there is a lack of representation, it is indicative of societal expectations and gender biases. These biases make it more difficult to break into tech careers and may cause women to lose confidence in themselves. This, in turn, leads to increased anxiety and other mental health issues. Plus, being in a male-dominated workplace may cause feelings of isolation which, in turn, reinforces imposter syndrome.
Imposter Syndrome
Women in Tech research found women were 22% more likely than men to experience imposter syndrome at work. Imposter syndrome may manifest in many ways including constantly doubting one’s achievements and, without merit, fear of being exposed as a fraud. As a result, some women put in extra work or extra hours to compensate, which may lead to burnout or a lack of work/life balance. 57% of women in tech felt burned out at work this year as compared to 36% of men. Additionally, 86% of women said they were told they were too emotional or too sensitive.
Gender Bias and Discrimination
Gender bias and discrimination continue to persist as pervasive challenges in technology industries. Unconscious biases (blind spots) and stereotypes may impede career growth and limit opportunities for women, despite their qualifications and achievements. A survey conducted by the Pew Research Center revealed that 50% of women, in contrast to only 19% of men, reported experiencing gender discrimination in their workplaces. According to TrustRadius’s Women in Tech Report, 78% of women in tech feel they have to work harder than their male coworkers to prove their worth. This disparity may be attributed to unconscious biases and stereotypes regarding women's capabilities in the workplace.
Burnout
A 2018 study conducted by Blind showed that more than 57% of tech sector workers felt burned out. When researchers asked respondents about the causes, they cited issues such as excessive workload, a toxic culture, a lack of control, and insufficient career growth opportunities.
The Girls in Tech survey assessed women’s burnout in the industry. One significant finding was 79% of working moms reported feeling burned out. Another conclusion was burnout was more likely to occur when women had male supervisors. When this was the case, burnout was reported 63% of the time versus 44% of instances with female bosses.
Lack of Role Models, Mentors, and Sponsors
One of the primary obstacles that women encounter in the tech industry is a lack of role models, mentors, and sponsors. In one report 40% reported one of the top challenges they face is a lack of role models. The absence of sponsors not only diminishes the chances for women to be considered for new opportunities but also deprives them of crucial professional development and networking prospects. Unfortunately, as this article previously mentioned, there is a lack of women in leadership roles at the majority of tech companies. Without mentorship and sponsorship, women are placed at a significant disadvantage in their career growth and advancement.
What Can We Do?
Acknowledge There is a Problem: The topic of gender equality can be difficult to navigate as conversation can be emotionally charged. But the first step to change is acknowledging there is a problem.
Review Company Policies: Examining a company’s policies and processes for hiring and promotion is a great way to begin to uncover areas where long-standing procedures may prevent fair hiring and promotion. Digging into the company data around hiring and promotion practices can help you uncover concrete information to share and thus make it actionable.
Cultivate Supportive Networks: Navigating the challenges of a male-dominated industry can be isolating. Building supportive networks and communities is crucial for overcoming this hurdle. Organizations should foster mentorship programs, professional development initiatives,1:1 coaching, and networking opportunities specifically designed to support women. Additionally, promoting collaboration and knowledge-sharing among women in the field can create a sense of belonging and foster personal and professional growth.
Women face many challenges in the tech industry but these challenges are not insurmountable. If companies don’t take action, they risk losing more female employees and this, in turn, places future women entering the field in jeopardy. There are several steps companies can take to ensure women thrive in the workplace. Some of these steps can include acknowledging and addressing gender bias, promoting equal representation, fostering safe and inclusive spaces, cultivating supportive networks, and advocating for sponsorship. As companies and the people working in those companies do this, it will empower women. In so doing, we unlock innovation, drive positive change, and shape a more inclusive and equitable future for everyone.
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