Podcast Episode Details

Tech's Missing Middle: Navigating the Path to Parity

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This is your Women in Business podcast.

Welcome back to Women in Business. Let’s get right into it because today’s episode dives into how women are navigating the current economic landscape—especially in the tech industry, where the gender gap is as present as ever but so are the opportunities.

As of this year, women make up about 27% of the US tech workforce, according to CompTIA. Globally, the share hovers between 25 and 30%. If you zoom into leadership, less than 20% of tech executives worldwide are women, and in chief technology officer roles, that drops to just 8%. Now, to put that into perspective—the big picture is changing, but far slower than most of us would hope.

Let’s start by discussing the critical importance—and challenge—of representation. More companies are investing in diversity, but the impact isn’t consistent. Nash Squared reports only 14% of global tech leaders are women, unchanged from last year. On the other hand, cities like Columbia, South Carolina, have shown rapid growth in gender diversity, proving that location and local investment matter. Whether you’re in San Jose, where women lead in earning potential, or Little Rock, Arkansas, where wage gains are spiking, the barriers look different, but the fight for parity is universal.

That brings us to salary and economic mobility. The tech sector holds real promise for financial empowerment. The median pay for US tech workers sits north of $104,000 a year, which is more than double the average for all industries. No surprise, then, that major reports like those by McKinsey & Company argue that closing the tech gender gap could add $12 trillion to global GDP by 2025. The earning gap remains real, but every woman entering and thriving in tech is not just benefiting herself but fueling broader economic progress.

Next, let’s talk about skill-building—specifically around emerging tech like AI. The 2024 Skillsoft Women in Tech Report highlights that upskilling in artificial intelligence isn’t just a bonus, it’s seen as a must. Yet, about 60% of surveyed women said they aren’t using AI at work, which is a huge warning sign since 75% of companies plan to increase AI adoption by 2028. For those who do build AI expertise, the rewards are tangible: 73% report increased productivity and better workflow. The path ahead means closing the skill gap now, because the future of work will not wait.

But careers don’t advance in a vacuum, and the difference between stagnation and progress can often come down to mentorship and sponsorship. Mentorship boosts confidence and retention; sponsorship provides access to stretch assignments and visibility that lead to promotions. When both are present, women are twice as likely to move into leadership. Consistent support networks, both formal and informal, are proving to be game changers for women at every stage of their tech careers.

Finally, we have to address retention and the so-called “missing middle.” This term, highlighted in the Women in Digital Report from Australia, points to women leaving tech mid-career—not due to ambition, but because professional pathways aren’t set up to support those balancing caregiving or seeking flexible work. Retention isn’t solved by more hires; it’s achieved through practical change: building work environments where women see a future and a fair shot at leadership.

So as we wrap up, here’s what I want listeners to walk away with. Representation, pay equity, skill-building in AI, mentorship, and retention—these aren’t siloed issues. They’re interconnected, and tackling them together is how women will not just navigate but transform the tech industry for the better.

Thank you for tuning in to Women in Business. Make sure to subscribe so you don’t miss our next episode. This has been a quiet please production, for more check out quiet please dot ai.

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