The tech industry is full of innovation and opportunity. Yet, it continues to grapple with at least one thing that’s very outdated: the persistent gender gap.
In 2023, only 26% of the tech workforce in the United States was female, according to CompTIA’s State of the Tech Workforce report (Source). What’s more troubling is that this is a drop from 35% in 1990 (Source). This is quite a surprise in an age where diversity is championed as a core business value.
Closing the gender gap is imperative – it could add $7 trillion to the world economy (Source).
A Shrinking Percentage of Women in Tech
At first glance, the tech industry appears to be making strides in numbers, with more women joining than ever before. However, the reality is that their representation is not keeping pace with the rapid growth of the tech workforce.
Despite initiatives to encourage women to pursue careers in technology, their overall share of tech roles has remained stagnant or even decreased over the years.
The problem compounds as we look at higher levels of leadership. The 2023 Women in the Workplace report from McKinsey & Company and Lean In revealed that only 14% of top executive roles in tech were held by women as of 2024 (Source). Furthermore, only two of the 50 largest tech companies had female CEOs (Source).
This underrepresentation at the highest levels signals a significant issue. Entry level roles in tech might be becoming more accessible, but the pipeline to leadership remains riddled with barriers.
This disparity is even more pronounced in specific tech roles. For example, women make up just 24% of leadership positions in hardware-focused companies, down from 32% at entry levels (Source). Similarly, while women start with 43% representation in entry-level software roles, this figure drops to only 30% at the senior leadership level (Source).
These statistics illustrate that women face challenges that prevent them from advancing in their careers, leading to an underrepresentation in key decision-making roles.
Why Do So Many Women Leave Tech?
One major issue that exacerbates the gender gap is retention. Alarmingly, half of all women who enter tech leave the industry by the age of 35, according to data from the Center for Talent Innovation (Source).
This represents a significant loss of talent and potential. The reasons behind this trend are complex but frequently include an unsupportive workplace culture, limited career growth opportunities, and the challenge of balancing work with personal responsibilities.
Workplace Culture and Implicit Bias
The tech industry, like many male-dominated fields, is rife with implicit biases that can alienate women. A Pew Research Center study found that 50% of women in STEM fields reported experiencing gender discrimination at work, compared to just 19% of men (Source). This discrimination can manifest in various forms: being passed over for important projects, having their ideas dismissed, or needing to prove their competence repeatedly.
For women of color, these experiences are even more pronounced. The Center for WorkLife Law’s 2022 survey indicated that Black, Indigenous, and people of color (BIPOC) women often face additional scrutiny and must demonstrate their skills more frequently than their white counterparts (Source). These experiences contribute to feelings of isolation, discouragement, and, ultimately, decisions to seek careers outside of tech.
The Work-Life Balance Dilemma
The demands of the tech industry—long hours, fast-paced projects, and the need for constant upskilling—can make it difficult for anyone to maintain work-life balance. However, this challenge is particularly impactful for women in their thirties, who are often balancing career advancement with starting or raising families.
While many companies now offer flexible work arrangements, they don’t always create an environment where women feel comfortable taking advantage of these policies. The fear of being perceived as less committed to their careers can deter women from using family-friendly benefits, which increases stress and contributes to high turnover.
The Power of Mentorship
While the challenges are formidable, they are not insurmountable. One of the most effective ways to address the gender gap in tech is through mentorship.
Mentorship is more than career advice; it’s an empowering relationship that provides mentees with guidance, support, and opportunities to learn from someone who has navigated similar challenges.
Building Confidence and Navigating Bias
Mentorship helps women develop the confidence they need to assert themselves in the workplace. Women with mentors are better equipped to advocate for their ideas, negotiate for better roles or higher pay, and navigate office dynamics.
Mentors can offer strategies for handling bias, from subtle dismissals in meetings to overt discriminatory practices. This kind of guidance can be crucial for women who might otherwise feel overlooked or discouraged by the challenges they face.
This is especially true for women of color and those from other underrepresented groups in tech. Mentors who share similar backgrounds or have experience addressing intersectional challenges can provide unique insights and strategies. This helps mentees feel seen and validated, which is crucial for their success in the industry.
Creating Career Pathways and Networking Opportunities
Women in tech often face a lack of clear career paths, especially in companies where leadership roles are predominantly held by men. Mentorship helps bridge this gap by providing women with role models and career roadmaps. A mentor can share firsthand experiences of how to secure promotions, transition between different tech fields, or pivot into management.
Mentorship can also connect women to a broader professional network, opening doors to job opportunities and collaborations that might otherwise be out of reach. According to a Harvard Business Review study, 65% of women who had a mentor reported feeling more confident in their career prospects (Source). When women feel supported and see tangible paths for growth, they are more likely to stay and thrive in their careers.
Supporting Work-Life Integration
Work-life balance remains a pivotal concern for women in tech. Mentors can provide advice on how to set boundaries, manage workloads, and integrate personal and professional life in a way that doesn’t sacrifice career ambitions or personal well-being. Hearing from a mentor who has balanced career milestones with personal life can be incredibly motivating and offer practical insights that generic advice often misses. This can make a significant difference in encouraging women to pursue leadership roles or remain in tech through critical life stages.
Women Leaders Mentoring the Next Generation
For those who have already navigated their way to leadership roles, becoming mentors themselves is an opportunity to pay it forward. Women who mentor other women report higher job satisfaction, greater loyalty to their organizations, and a renewed sense of purpose. When women leaders commit to mentorship, they set a powerful example and help build a cycle of support and advancement within their industry.
Companies also benefit when their female leaders take on mentorship roles. It signals to other women in the organization that there are clear paths to advancement and that leadership values their contributions. This not only aids retention but helps build a more innovative and inclusive work culture.
According to Deloitte’s 2023 2023 Diversity, Equity, and Inclusion (DEI) Transparency Report, organizations with inclusive cultures are twice as likely to meet or exceed their financial goals and six times more likely to be innovative (Source).
The Future of Tech: Collaborative and Inclusive
Closing the gender gap in tech won’t happen overnight, but mentorship is one of the most effective and accessible tools we have. By fostering mentorship, companies can create more inclusive cultures, empower women to take on leadership roles, and cultivate a new generation of tech leaders who reflect the diversity of our global society.
The numbers show us that the gender gap is real, but mentorship can change those numbers. When we actively support and mentor women, we don’t just help individuals succeed—we build an industry that is better equipped to drive innovation, adapt to change, and meet the needs of a diverse world.
Together, we can create a tech industry where women are not just represented but are thriving, leading, and shaping the future.
Want to find the support you need to thrive as a women working in tech? Join Upnotch today to find a mentor, be a network, grow your network and yourself.
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