Breaking the Broken Rung: Retaining Women in the Tech Industry

In the 21st century, education has empowered women to pursue a wide range of opportunities. However, challenges such as limited opportunities, lack of recognition, and unequal pay often force them to leave their jobs or change careers. The tech industry has historically struggled to break free from this devastating trend.

Diane Faben, founder of Mentors for Women, says, "It is a complete loss of knowledge and expertise that women have built in the industry over the years." With 40 years of experience in the information technology sector, she adds that she has yet to see real improvement in the situation for women in tech.

In Europe, the United Kingdom leads the tech sector with a market value of USD 1.2 trillion. However, despite a reported workforce shortage of 98,000 to 120,000 professionals, many women continue to leave the industry in search of better opportunities, recognition, and equal pay.

Studies indicate that between 40,000 and 60,000 women exit the IT sector each year, resulting in an estimated economic loss of €1.4 billion to €2.2 billion. In contrast, the male workforce in tech has grown steadily, increasing by 11.5% over the past five years.

Diane emphasizes that 'sponsorship' in the workplace is key to increasing women's long-term participation in the tech sector. "Someone at work needs to believe in women and actively support their career development and progression. I had a sponsor for around a decade that significantly contributed to my success within the organization," she shares. Diane also notes that sponsorship goes beyond salary increases; it helps create an environment where women can grow into confident and capable leaders.

A lack of opportunities and recognition also significantly hinders women's career growth. This "broken rung" effect discourages retention and ambition, as women see fewer opportunities to progress compared to men. A recent report shows that in the USA, only 81 women are promoted for every 100 men when it comes to managerial roles. The same study reveals that only 7% of C-suite executive positions are held by women.

The feeling of being stuck often drives women to switch or resign altogether. To address this challenge, women's work and efforts must be recognized through promotions and pay. "There is no proper career ladder right now. Organizations should review employee performance and pay annually and clearly communicate what is needed to reach the next level, whether that's learning new skills, attending training, or obtaining important certifications," she advises.

Another critical issue requiring immediate attention is pay inequality. Women in tech often earn significantly less than their male counterparts, especially in early career stages. Over time, this wage disparity leads to dissatisfaction and pushes women to seek fairer opportunities elsewhere. A study published on the UN website states that american native women earn only 59 cents for every dollar earned by an American white man. "I have been in the tech sector for 40 years. However, I still struggle to get past that barrier of unequal pay. I should have been rewarded more for my expertise," says Diane.

Beyond these reasons, rigid schedules and insufficient support for family or caregiving responsibilities often create untenable conditions for women, particularly mid-career or those with children. The fear of being penalized for needing flexibility causes additional stress and can force career changes. However, Diane encourages women to enter the IT field as the growing focus on AI could open more opportunities for them to shine.

Systemic gender bias, less recognition for women's contributions, and frequent questioning of their technical skills all contribute to a sense of exclusion and undervaluation. Many leave due to the ongoing emotional and professional toll. Addressing these issues is critical for improving retention and equity in the industry.