Women in tech statistics: The hard truths of an uphill battle

Unfortunately, women in tech are accustomed to a lack of representation — 72% of whom said they have worked for a company where “bro culture” is “pervasive,” while only 41% of men said the same. TrustRadius defines “bro culture” broadly as anything from an “uncomfortable work environment to sexual harassment and assault.” This gap in reporting between genders may in part be due to a discrepancy in perception, according to the report, which notes that it “can be hard for those in power, or those not negatively affected, to recognize problems within the dominant culture.”

Mentorship gap

The tech industry has been a predominantly male industry for decades, and as a result there is a lack of sponsorship and mentorship for women in the industry. According to the Women in the Workplace 2023 report from McKinsey, men are “disproportionately” benefitting from mentorship and sponsorship, and they do not struggle with having their accomplishments recognized and rewarded when working on-site in an office setting. Mentorship is an important aspect of becoming a leader, but while 58% of women say they aspire to be in leadership positions, only 39% say they feel they have a mentor who can help them achieve that goal.

Only 20% of women said that they feel that they’re more “in the know” at work, compared to 27% of men, and only 20% of women said that they feel connected to their organization’s overall mission, compared to 29% of men. Similarly, only 16% of women said they get the sponsorship and mentorship they need, compared to 23% of men and only 22% of women said they feel they get useful feedback compared to 31% of men.

Companies that want to retain women need to keep an eye on mentorship opportunities. Data from Anita Borg Institute found that women with mentors in the tech industry were 77% more likely to still be working in tech after three years when compared to women without mentors in the industry. A structured mentorship program can go a long way to fostering diversity: Research from Development Dimensions International found that, at organizations with a formal mentorship program, they are 20% more likely to have stronger diversity numbers at the leadership level.

The equity gap

Women of color face more significant challenges in the tech industry — and they are greatly underrepresented. While a total of 27% of computing roles are held by women, only 3% and 2% are held by Black and Hispanic women, respectively, according to Accenture. Out of 390 women of color in tech surveyed, only 8% said it is “easy” for them to thrive, compared to 21% of all women. In less-inclusive company cultures, 62% of women of color say they’ve experienced “inappropriate remarks or comments,” a number that drops to 14% for inclusive cultures.

LBT women face similar barriers, with only 9% of LBT women IT workers reporting that it’s “easy” to thrive in tech, while 23% of non-LBT women say the same. LBT tech workers also face higher rates of experiencing public humiliation or embarrassment (24%) or bullying (20%) in the workplace. The survey found that 83% of LBT women working in more-inclusive cultures reported “loving” their jobs and 85% describe their workplace environment as “empowering,” compared to 35% and 20%, respectively, in less-inclusive environments. Similarly, LBT women in less-inclusive cultures were half as likely to say they experienced inappropriate remarks or comments, were made to feel that the job was not for “people like them.”

The pay gap

Women are not only underrepresented in tech, they are also underpaid. Women earn, on average, $15,000 less than men, earning an average annual salary of $60,828 per year compared to $85,000 for men. The gap grows even wider for Latina and Black women, who earn an average annual salary of $52,000 in the industry, according to data from Women in Tech Network.

According to a report from Dice, 38% of women report being unsatisfied with their compensation compared to 33% of men. The average salary of a woman in tech who reports being satisfied with their compensation is $93,591, compared to an average $108,711 for men. On the opposite end, the average salary for women who report being dissatisfied with their compensation is $69,543, compared to $81,820 for men.

Women are also more concerned with compensation than most stereotypes would have you believe, according to a 2019 report on Women in Technology from IDC. There’s a myth that women are more preoccupied with benefits and flexibility, but 52% of women care about compensation and pay compared to 33% of men. Additionally, 75% of men believe their employer offers equal pay while only 42% of women say the same. Compensation is certainly a paramount concern for women in tech, who are often making less than their male colleagues.

The IT leadership gap

Only 87 women and 82 women of color in the tech industry are promoted to manager for every 100 men that are promoted to the same role, according to WTN. But women leaders are important for fostering equitable environments. According to IDC, organizations where 50% or more senior leadership positions are held by women, they’re more likely to offer equal pay, and female employees are more likely to stay with the company longer than a year, report higher job satisfaction, and feel the company is trustworthy.

Although these statistics are trending upward, women still feel less enthusiastic about their senior leadership prospects than men. The report from IDC found that 54% of men said they felt it was likely that they’d be promoted to executive management in their company. Meanwhile, only 25% of women said the same, noting a lack of support, self-confidence, and mentorship, as well as feeling the need to “prove themselves more than men to get promoted.” 

McKinsey reports that women leaders are stepping away from their roles in tech to find positions that offer better flexibility and opportunity, pointing to the fact that women find it harder to advance than men and that they’re more likely to experience microaggressions or to have their judgement questioned. Women leaders also reported carrying more responsibilities around supporting employee well-being and inclusion, but 40% say they go unrecognized for that work.

Black women leaders face even more barriers to leadership. They are more likely to have their competence questioned by colleagues (55%), or to be “subjected to demeaning behavior.” One in three Black women leaders report being denied or passed over for opportunities because of their race and gender.

The founder gap

Startups are known for unconventional work environments, but women still struggle there — especially if they’re the founder. Only one in four startups have a female founder, 37% have at least one woman on the board of directors, and 53% have at least one woman in an executive position, according to a study from Silicon Valley Bank. And the founder’s gender has a direct impact on gender diversity, the study found. For startups with at least one female founder, 50% had a female CEO compared to just 5% for companies with no female founder.

Worse, startups with at least one female founder reported more difficulty finding funding, with 87% saying it was “somewhat or extremely challenging,” while only 78% of startups with no female founder said the same.

This article was originally published on January 23, 2020, and updated on March 8, 2021, and March 13, 2023.

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