40% of women state care responsibilities impact their tech career choices.

The tech industry is one of the most dynamic and innovative sectors in the world, but it still faces a persistent problem: the gender gap. Despite the growing demand for tech skills and the potential benefits of having a diverse workforce, women remain underrepresented in tech roles, especially in leadership positions.

According to WISE, a campaign for gender balance in STEM (science, technology, engineering, and mathematics), only 24% of the STEM workforce in the UK in 2019 were women, up from 21% in 2016. This means that there were 216,552 more women working in STEM fields in 2019 than in 2016, but still far fewer than men. In the tech industry specifically, only 5% of leadership positions are held by women, and only 15.8% of engineering and technology undergraduates are female.

These statistics reveal a missed opportunity for both women and the tech industry. Women have the potential to contribute to the development and innovation of technology products and services that can shape the future of our society and improve the lives of millions of people. However, many women face barriers and challenges that prevent them from pursuing a tech career or advancing to higher levels.

Some of these barriers include:

Lack of role models and mentors: Many women do not have access to female role models or mentors who can inspire them, guide them, and support them in their tech journey. According to PwC UK, 78% of students cannot name a famous female working in tech, which suggests a lack of visibility and recognition for women’s achievements in the sector.
Stereotypes and biases: Many women face stereotypes and biases that question their abilities, skills, and interests in tech. For example, some people may assume that women are less interested or capable in STEM subjects than men, or that tech is a male-dominated field that is not suitable for women. These stereotypes and biases can affect women’s confidence, motivation, and aspirations in tech.
Work-life balance: Many women struggle to balance their work and personal responsibilities, especially if they have caring duties for children or elderly relatives. The COVID-19 pandemic has exacerbated this challenge, as many women have had to juggle remote work, homeschooling, and household chores. According to Deloitte Insights, women in the global technology, media, and telecommunications (TMT) workforce have experienced dramatic drops in motivation, productivity, job satisfaction, work-life balance, and feelings of inclusion during the crisis.
Culture and environment: Many women face a culture and environment that is not inclusive or supportive of their needs and preferences in the tech industry. For example, some women may experience harassment, discrimination, or isolation in their workplaces, or may not have access to flexible work arrangements, career development opportunities or fair pay and recognition.

These barriers and challenges need to be addressed by both individuals and organisations if we want to close the gender gap in tech and unleash the full potential of women in the sector. Some of the actions that can be taken include:

Increasing awareness and education: We need to raise awareness and educate people about the benefits and opportunities of having more women in tech, as well as the challenges and barriers they face. We also need to encourage more girls and young women to explore STEM subjects and careers, by providing them with relevant information, guidance, and resources.
Providing role models and mentors: We need to showcase and celebrate the achievements and contributions of women in tech, by highlighting their stories, insights, and advice. We also need to provide more opportunities for women to connect with each other and with male allies, by creating networks, communities and mentoring programs that can offer support, feedback, and inspiration.
Challenging stereotypes and biases: We need to challenge and change the stereotypes and biases that limit women’s potential and participation in tech, by promoting a culture of respect, diversity, and inclusion. We also need to ensure that technology products and services are designed with the needs of everyone in mind, by involving more women in the creation and delivery process.
Improving work-life balance: We need to improve the work-life balance of women in tech, by offering more flexible work options, such as remote work, part-time work or job sharing. We also need to provide more support for women who have caring responsibilities, such as childcare facilities, parental leave policies or carer’s allowances.
Enhancing culture and environment: We need to enhance the culture and environment of the tech industry, by fostering a sense of belonging, collaboration, and empowerment for women. We also need to provide more opportunities for women to grow and advance in their careers, by offering training, coaching and sponsorship programs that can help them develop their skills, confidence, and leadership potential.

Closing the gender gap in tech is not only a matter of fairness or equality; it is also a matter of innovation and impact. By having more women in tech, we can create more diverse, creative, and effective solutions that can benefit everyone in our society. We can also inspire and empower more women to change the world with technology.

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