Women facing continuous challenges when trying to build a career in the tech industry. They face different, harder issues which can’t be solved alone . The path to leadership is very hard, with barriers that make it harder for women to move up the career ladder.
From the very beginning, women have a harder time getting hired in the tech operation.This leads to fewer women in the industry from the start. Even when they get chances they have few chances to get promoted. A study in 2024 showed that the ratio of men to women for the post of promoted manager position is 100:81. Over time, this adds up, and fewer women make it to leadership roles. Currently, only 29% of top executives in tech companies are women.
For some women, the wait for equality is very long. White women might see workplace equality in about 22 years, but for women of color, it could take more than twice as long. If no major changes happen, the tech industry won’t fully represent the diversity of the U.S. until 2073.
The good news is that things can change if people take action. Women need support, and allies can help remove some of these barriers. Here are some of the biggest challenges women face in tech and what can be done about them.
One major problem is what experts call the “”sticky floor effect.”” Many women hesitate to apply for jobs unless they feel 100% qualified, while men tend to apply even if they only meet some of the requirements. This lack of confidence is reinforced by stereotypes and a lack of female role models. Women also experience “”imposter syndrome,”” which makes them doubt their own abilities. This holds them back from advancing in their careers.
Hiring managers and tech leaders can help by recognizing this difference. Instead of waiting for women to promote themselves, companies should identify the talent skills, and leadership qualities. Encouraging more women to apply and supporting them in their roles can help to break the ongoing cycle .
Another issue is the bias about the look of an IT or cybersecurity professional.Many people assume that tech experts are men. Because of this, women are often overlooked for promotions and job opportunities. Even women with advanced degrees and strong experience are sometimes assumed to be working in sales or marketing rather than engineering or tech leadership roles.
To change this, people need to challenge these stereotypes, thinking and tradition. Calling out bias, promoting deserving candidates and creating more visibility for women in tech can help shift perceptions. Some women share their experiences and expertise in the social media regarding this field , proving that they belong in the field.
Feeling like an outsider is also common for women in tech. Since only 35% of STEM are already in it and even fewer hold leadership roles, many women often find themselves as the only female in the room. This can be uncomfortable and comes with some different challanges.
A “”bro culture”” still exists in many tech workplaces, making it difficult for women to feel welcome. In fact, studies show that 75% of women in tech report experiencing this culture, and many also face sexual harassment. These experiences cause some women to leave the industry altogether.
Having strong support networks can help. Women with sponsors and perfect mentors have high chances of success. Mentors provide guidance, while sponsors actively open doors and create opportunities. Women can go for mentorship programs within their companies or join organizations which support women in tech. Having a network of allies can help women navigate challenges and advance in their careers.
Another struggle women face is feeling invisible. In meetings,they are treated as unknown, spoken over, or assumed to be in a lower position than they actually are. Tech company websites and industry events also promote men,showing the idea that leadership is a male-dominated space.
Women can push back against this by choosing to speak at industry events and turning down opportunities where diversity is lacking. Companies can also make an effort to feature women in leadership roles on their websites, invite female speakers, and ensure that women’s voices are heard in meetings.
Proving competence is another challenge. Women often have to work harder to show that they are capable. Studies show that women’s expertise is questioned more often than men’s. They are also more likely to be mistaken for someone in a lower-level role.
Even when women receive high performance ratings, they are still judged as having less potential compared to men. This forces women to constantly prove themselves, which is exhausting. Some women have learned to address this by openly talking about their skills and expertise at the start of meetings to establish credibility.
Self-promotion is another tricky area. Men are more likely to take credit for their achievements, while women tend to be humble and share the spotlight with their team. Unfortunately, confidence is often mistaken for competence. When women do promote themselves, they risk being labeled as bossy or arrogant, which can negatively impact their careers.
To overcome this, women need to find a balance between confidence and authenticity. Companies should also recognize that confidence does not always equal ability and ensure that self-promotion is not the only factor in hiring and promotions.
Motherhood brings additional challenges. While men often get promoted and receive higher salaries after becoming fathers, women face the opposite. Many mothers find that their colleagues see them as less committed to their jobs, even when they are just as dedicated as before. Some women feel forced to leave their jobs because they are treated unfairly.
The tech industry moves quickly, and being away for a few months on maternity leave can create a real knowledge gap. However, women who stay engaged and keep up with industry changes during their leave can help counteract this bias. Having an understanding manager also makes a big difference.
One issue that makes this worse is the unequal amount of leave given to men and women. In some countries, women can take a year of maternity leave, while men get much less time. This puts an extra burden on women and makes employers hesitant to hire them for leadership positions. Equal parental leave policies could help change this by making both men and women responsible for childcare, reducing the bias against working mothers.
Finally, women in tech still deal with objectification. In the past, the industry was known for using “”booth babes”” at tech events, where women were hired just to attract attention. While this has decreased, sexism still exists. Women in leadership roles sometimes have to deal with inappropriate comments or environments that make them feel uncomfortable.
Overall, women face different barriers in tech , but they can overcome it with the right support. Companies need to identify the issues and create opportunities for women, and actively work to make the industry more inclusive. At the same time, women can build their networks, develop their confidence, and push back against unfair treatment. With these efforts, the tech industry can become a place where everyone has an equal chance to succeed.
