The Gender Gap in Tech: Are We Really Closing It?

The Illusion of Progress

Reports highlight the gradual but steady ascent of women in technology every year. We see news stories about mentorship programs, scholarships, and diversity initiatives. But if you look a little closer, you see that improvement is occurring, although slowly. The gender gap in IT is caused by systemic impediments, cultural prejudices, and a deeply embedded industry mindset that still favours males. It goes beyond hiring statistics.

The Numbers Don’t Lie

Let’s talk numbers. More than half of people who work globally are women, but women remain outnumbered by men nearly four to one in technology jobs. Women occupy only 26% of positions in computer-related jobs. The leadership gap becomes more pronounced as women occupy only 10% of top positions at leading technology firms. And when it comes to startups? The picture is even bare. Women-founded businesses receive less than 3% of venture capital funding.

The growing number of women entering STEM fields is encouraging, yet the main challenge exists in maintaining their presence in these industries. Nearly half of women working in tech drop out of the industry by the time they reach 35, mainly because of hostile work environments and unacknowledged biases, as well as restricted professional development opportunities.

Bias Runs Deeper Than We Think

The problem starts early. Boys are taught to play with gadgets and code games while breaking things down to discover their inner workings starting from their early years. The tendency exists for girls to be guided toward developing softer skills. This isn’t about capability—it’s about conditioning.

Women are already catching up in a field that wasn’t intended for them when they first enter the job. An unseen barrier that is difficult to overcome is created by male-dominated teams, unconscious prejudices in recruiting, and a culture that frequently connects leadership with masculinity.

The Pay Gap: More Than Just Numbers

It’s time to confront the obvious: women in technology continue to make a lot less money than males. In technical jobs, women often make 84 cents for every dollar earned by men. Women of colour experience a wider disparity.

And no, it’s not just because women negotiate less. Even when women ask for raises, they are less likely to receive them. The “motherhood penalty” is another harsh reality—many women are seen as less committed to their careers once they have children, while men in the same situation are often rewarded with promotions.

The Workplace Culture Problem

It’s not just about the money. In teams that are dominated by men, women in the computer industry often claim to feel alone. Even when females are just as qualified as or more qualified than their male colleagues, they face everything from being passed over for leadership positions to sexual harassment in meetings.

Then there’s the issue of harassment. According to a Kapor Centre report, 37% of IT women had been the victim of sexual harassment at work.

Are Companies Doing Enough?

Companies like to brag about their diversity programs, but do they actually work? Some organizations have made real progress—mentorship programs, return-to-work initiatives for women after maternity leave, and unconscious bias training are all important steps.

But the reality? Most of these programs are cosmetic. Such plans sound great on paper but rarely succeed in practice. Women continue to struggle to be promoted as often as men, while diversity hiring often flatlines after entry level.

Feminine Strength: The Impact of Women-Led Projects

And if change won’t come from within, it must come from women smashing through on their own terms. From Girls Who Code to Women Who Tech to SheCodes, women-led communities are providing safe spaces for women to learn, network, and thrive in the industry, sparing them from having to go-to-battle against systemic bias on their own.

Women are also stepping up as venture investors and founders themselves, creating women-focused venture funds that prioritize female-founded startups for investment.

These efforts, while still in their infancy, are reshaping the future of tech in a way traditional companies have failed to do.

What Lies Ahead: Real Change or Mere Rhetoric?

So the big question is—are we actually closing the gender gap in tech? The answer is yes and no.

Yes, there’s progress. More women are joining the STEM workforce, awareness around bias is on the rise, and companies are continually being compelled to acknowledge their diversity deficits.

But no, we’re not there yet. As long as we continue to have pay gaps, bias in hiring and promotions, hostile work environments, and not enough women in leadership, the gap is still very real.

Real change takes more than promises and hashtags. It requires an overhaul of workplace culture, accountability at every level, and an ability to advocate for, invest in, and champion women in tech as a matter of course, rather than as a footnote, but as an imperative for business.

Final Thought: The gender gap in tech isn’t closing itself. It’s up to all of us—men, women, and companies—to push for change. Because in a world that runs on technology, we can’t afford to leave half the population behind.