The technological sector is well recognized for being dominated by men, and the underrepresentation of women in the field has long been of concern. Women still only hold a small percentage of computer employment, despite attempts to enhance diversity and inclusion. Women only make up 26% of the computer workforce, according to the National Center for Women & Information Technology. The difficulties that women encounter in the IT sector and the possibilities for change will be discussed in this article.

The problems

Bias and stereotypes- The prevalence of unconscious prejudice and gender stereotypes is one of the greatest obstacles that women in technology confront. The perception that the computer sector is a "boys' club" might foster a hostile environment for women. In the computer industry, women commonly deal with gender-based presumptions about their aptitude and are routinely undervalued or passed over for promotions and leadership roles.
Insufficient representation- The dearth of representation for women in IT is another issue. Women are less likely to recognize themselves in the IT sector, which may deter women from pursuing careers in the field. Women who are members of other underrepresented groups, such as women of color, LGBTQ+ women, and women with disabilities, may experience this lack of representation to an even greater extent.
Hiring techniques- The underrepresentation of women in the computer sector may also be a result of hiring practices. Unconscious prejudice might cause job advertisements to favor particular criteria that may exclude women or employ language that is more male. Additionally, a lot of businesses rely heavily on employee referrals when making hiring decisions, which can exacerbate the gender disparities already present in the sector.

The possibilities

Training and education- Through education and training, there is a chance to increase the proportion of women in the tech industry. Giving women the chance to learn about technology and develop their abilities will aid in dispelling gender-based preconceptions and increasing the number of women who are qualified for computer professions.
Mentoring and financial support- Programs for mentoring and sponsorship can also encourage women in technology. While sponsors can advocate for women's advancement within their organizations, mentors can offer advice and support to women just beginning their careers in technology. These initiatives may contribute to the benefits of women in tech by fostering networks of women in technology, increasing their exposure, and offering them chances for professional advancement. Additionally, studies have demonstrated that expanding gender diversity in the IT industry, particularly the presence of more women, may enhance creative thinking, problem-solving skills, and business success.
Initiatives for diversity and inclusion- Initiatives for diversity and inclusion can also contribute to the development of a more hospitable and inclusive culture for women in technology. These programs may assist women's progress inside firms as well as attempts to broaden the variety of job applicants and enhance hiring procedures.
Cross-cutting perspectives- Increasing the proportion of women in technology can also be helped by using an intersectional approach. With this strategy, we aim to address the specific difficulties and experiences that women who are members of numerous underrepresented groups face. Programs that promote the recruiting and advancement of women of color or women with disabilities, for instance, can contribute to the development of a more diverse and inclusive tech sector.

How important role models are

Women's motivation to pursue jobs in technology is greatly influenced by their role models. Women's self-confidence might rise and gender preconceptions can be broken down when they witness other women successful in tech. There are, however, few visible role models for women to look up to because of the underrepresentation of women in the computer industry. By highlighting accomplished women in technology through conferences, speaking engagements, and awards, organizations may contribute to the promotion of visible role models. Women in IT may also mentor and support other women, offering advice and encouragement for their professional development.

How to close the gender pay gap

The gender wage gap is an ongoing problem in several areas, including technology. Even when they have the same credentials and expertise, women in tech frequently get less money than their male colleagues. For women to be recruited and kept in the IT industry, the gender wage gap must be closed. This may be accomplished by employing pay equality rules that guarantee equal compensation for equal labor and open wage structures. Organizations can also offer services and perks that meet women's needs, such flexible work schedules and parental leave. We can build a more fair and inclusive IT sector that honors the contributions of all of its employees by tackling the gender pay gap.
In conclusion, there are several potential for change, but the low presence of women in tech continues to be a big concern. We can develop a more welcoming and inclusive software business by tackling gender stereotypes, underrepresentation, discriminatory hiring practices, and the gender pay gap. Important tactics that can aid in increasing the representation of women in tech include education and training, mentoring and sponsorship, diversity and inclusion initiatives, intersectional approaches, creating more visible role models, and addressing the gender pay gap. Together, we can create a more inclusive and diverse IT sector that will benefit all of us.


Lina Belegu