The barriers for women in tech are no longer abstract. Instead, they are measurable. From stalled promotions to pay gaps and thin mentorship, the pattern is consistent across geographies and job families. If every job is becoming a “tech job,” then fixing tech’s barriers isn’t a DEI side quest; it’s the precondition for a fair future of work.
Understanding barriers for women in tech
Artificial Intelligence (AI) is transforming industries at an unprecedented pace, particularly in the tech sector. Pearson, a global education and assessment firm, reports that automation, AI, and demographic changes will lead to the creation of 1.9 million new jobs by 2028, where all jobs are becoming “tech jobs” in one way or another.
Despite this growth, women remain underrepresented in the tech industry. Even in this digital era, where the tech industry plays a significant role in innovation, economic development, and shaping the future of work, the gender disparity continues to limit fair participation and opportunities.
The employment gap is holding women back in tech
Skillsoft’s Women in Tech Report reveals that women comprise only about 25% of the global tech workforce. In leadership roles, the number drops to 11%. While women represent 47% of the overall workforce in the U.S., they account for only 35% of STEM workers and 35% of tech jobs, according to the World Bank. In India, women’s participation in IT services grew from 7.8% in 2020 to only 21.2% in 2024.
Over the past three decades, the number of women in the tech industry has actually decreased compared to men. Accenture’s data show that about half of the women who enter the tech field leave by the time they turn 35, mainly because workplaces are not inclusive enough.
An ISACA survey of over 7,700 IT professionals revealed that 87% believe a lack of gender diversity is a significant issue in the tech industry. Yet, only 41% of companies have the necessary policies and strategies to hire more women. Furthermore, 74% of businesses acknowledged that, although they recognise the challenges of attracting and retaining female employees, they haven’t taken sufficient steps to address the gender gap.
Gender bias in tech rises through promotion disparities
A 2022 McKinsey report shows that, across all industries, only 87 women and 82 women of colour are promoted to manager roles for every 100 men. However, in the tech sector, only 52 women get that promotion opportunity for every 100 men.
Since there is a promotion gap, the representation of women in tech also declines at higher levels. McKinsey found that women hold 32% of entry-level hardware roles and 43% of entry-level software roles. However, at the senior vice president level, the numbers drop to just 17% for hardware and 30% for software.
In India’s IT services sector, women’s participation increased to 21.2% in 2024. Yet, this growth has not led to significant career progress. Mid-level roles rose only from 4.13% in 2020 to 8.93% in 2024. Moreover, women held 4.36% of leadership roles in 2021, climbed to 7.39% in 2024, but then dropped to 6.91% in the same year.
Interestingly, the promotion gap is not an issue in inclusive workplaces. Women working in an inclusive workplace are 61% more likely to be promoted to management, and for women of colour, that number rises to 77%, according to Accenture. Now, this is not benefiting just one specific group or gender. Even men working in inclusive workplaces are 15% more likely to get promoted than those who are not.
The promotion gap lowers mentorship opportunities for women in tech
Technology has long been a male-dominated space, which leaves women with fewer mentors and sponsors. Add to that the promotion gap, and there are very few women at the senior levels. The Women in the Workplace 2023 report by McKinsey shows that men receive more guidance, support, and recognition, especially in on-site settings.
While 58% of women aim for leadership roles, only 39% feel they have a mentor who can guide them. Just 20% of women feel well-informed about what’s happening in their workplace, compared to 27% of men. Additionally, only 16% of women report receiving proper mentorship, versus 23% of men. All this leads to just 22% of women feeling they get helpful input, compared to 31% of men.
So, why are we stressing mentorship for women in tech right now? According to data, women with mentors are 77% more likely to stay in the field for three years compared to those without guidance.
Gender pay gap: One of the most significant barriers for women in tech
In 2023, India’s tech sector exhibited a gender pay gap of 28–30%, indicating that women earn significantly less than men for comparable roles. Even in junior management, the gap remains high at 18–20%, according to Aon PLC. A TeamLease Digital study of 13,000 contractual tech professionals across Global Capability Centres (GCCs) from 2020 to 2024 revealed a 19% pay gap.
The problem is global, too. Women in tech earn approximately $15,000 less per year than men. On average, women earn $99,000 while men earn $114,000, according to the Dice report. Fewer women reported receiving raises (52% vs 56%), and only 40% received performance bonuses, compared to 53% of men.
The pay gap also shows how differently men and women see fairness at work. Around 75% of men think their employers pay fairly, but only 42% of women agree. It shows a big divide in how each group experiences the same workplace.
And the most overlooked barrier? Tech Bro Culture!
In many tech spaces, the so-called “tech bro” culture remains prevalent. Tech bro culture in tech workplaces refers to the rules, habits, and attitudes that are predominantly influenced by men, often favouring camaraderie among male employees. It can appear harmless or even funny to outsiders, but for women, it creates a feeling that they don’t fully belong. The whole “tech bro” culture is a mix of casual sexism, loud group dynamics, and an unspoken hierarchy that rewards behaviours typical of male-dominated teams.
Imagine walking into a meeting eager to present your idea, only to have a male colleague talk over you or, worse, repeat your idea later and get the credit. Or consider being in a team discussion where your contributions are dismissed with a casual “let’s try it this way”, while others are praised for the same suggestions.
The WomenTech Network report highlights the problematic nature of the tech bro culture. Approximately 64% of women report being interrupted or spoken over in meetings, and 19% have been assigned roles or tasks based on their gender rather than their skills. Unsolicited advice, exclusion from informal discussions, and subtle sidelining of ideas create a culture that discourages women from speaking up. Nearly 76% of women in tech report experiencing workplace discrimination, up 24% since 2019.
Tackling these hidden barriers is the first step if the tech industry wants to keep talented women in the field.
The final thoughts
Companies may celebrate their growing percentage of women hires. Still, women continue to leave tech roles earlier than men, often due to a lack of support, fair evaluation, or career opportunities. When we look at the data of women in the tech profession facing lower pay than men, workplace bias, and unwelcoming cultures, it shows that the same barriers from 10 to 15 years ago are still standing strong.
Solutions do exist. From gender-balanced hiring panels to blind resume reviews, there are multiple ways to apply uniform evaluation criteria to all employees. However, most companies lack the genuine commitment to implement them.
Changeincontent perspective
At Changeincontent, we treat data like a diagnostic, not a decoration. The barriers for women in tech won’t move with posters and panels alone. They shift when evaluation becomes auditable, sponsorship becomes intentional, and culture becomes accountable, meeting by meeting and review by review.
Also Read: ANSR Women in Tech Report 2025: 52% of women see pay gaps, 58% lack mentorship.
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content. We broadly define inclusivity as media, policies, law, and history. It encompasses all elements that influence the lives of women and marginalised individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
