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Bridging Tech's Gender Gap: Navigating the Economic Landscape
This is your Women in Business podcast.
Welcome, listeners, to Women in Business. Today, we're diving right into the heart of the current economic landscape—specifically, what it means for women navigating the tech industry right now.
Let’s start with the big picture. The tech industry is the backbone of today’s economy, but even as whole societies move toward digital innovation, women are still noticeably underrepresented. According to the 2025 Women in Digital Report, women now make up around 27% of tech roles in the United States, and the numbers are similar elsewhere—23% in the UK, about a quarter worldwide. That means, in any given meeting or product team, women are often outnumbered three to one. And when it comes to leadership, Nash Squared’s Digital Leadership Report puts women in tech leadership at only 14% globally, barely budging over the last few years.
So what’s happening behind these numbers? First, career progression can be slow, especially at mid-career. The “missing middle,” a term used in Australia’s Women in Digital report, refers to women who enter tech early but find there aren’t enough structures in place—like meaningful flexibility or caregiving support—to help them push into higher leadership. That means the pipeline isn’t just about recruiting; it’s about retention and serious investment in development and promotion.
Money matters too. Women in tech still face a persistent wage gap—female CEOs at tech startups are paid on average $20,000 less than their male counterparts, according to a survey reported by StrongDM. In roles like software development, women make 94% of what men make, which is an improvement over some industries, but the gap widens at higher executive tiers. Equal pay is an issue that, when solved, doesn’t just benefit women—it’s projected by McKinsey & Company that closing the tech gender gap could add up to $12 trillion to global GDP by 2025.
Now, let’s talk about skills and the future. AI is revolutionizing every corner of tech, but participation isn’t equitable. Skillsoft’s 2024 Women in Tech Report found that 60% of women surveyed aren’t using AI in their work, and those who do are much more likely to feel productive and valued. The coming surge of AI and machine learning means there’s a real risk of women falling even further behind if companies and educational institutions don’t intentionally address this gap.
Mentorship is another game changer—having mentors and sponsors doubles the odds of women rising to leadership and counters those feelings of isolation that so many report, especially in male-dominated fields. Companies investing in formal mentorship and sponsorship are seeing returns in retention, innovation, and morale.
And finally, although the economic downturns and tech layoffs of the last few years have hit women hard, remote work and flexible options—when genuinely offered—are showing real potential to keep women in tech. But burnout is real, and meaningful change requires structural support, not just token policies.
So here are five questions to keep our discussion going:
How are economic pressures and tech layoffs uniquely impacting women?
What can companies do to build real pathways to leadership for women in tech?
Where do pay equity and transparent compensation fit into women’s advancement?
How do we ensure women, especially women of color, get equitable access to upskilling in AI and emerging tech?
What actionable steps can the tech industry take to turn mentorship from a buzzword into a driver of transformation?
Thank you for tuning in to Women in Business. Remember to subscribe for more conversations that empower, inform, and inspire you. This has been a Quiet Please production, for more check out quiet please dot ai.
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Published on 2 months, 3 weeks ago