Women in Tech: Where Are We?

According to Equileap’s gender equality analysis, women in tech only make up 8% of all Chair, CEO and CFO positions at S&P 500 companies. Among their other women in technology statistics, it also emerges that “almost 80% of the companies do not have any women at either the Chair of the Board, CEO or CFO level”. Looking at this data, it is undeniable that there’s still an important gap in women’s involvement in technology businesses. In this article we look at why this is the case and what has been done so far to improve it.

Better Days Are Coming for Women Working in Tech

Despite more and more efforts to reverse history, the number of women working in tech is still far below that of men. The first reason for this is that women haven’t been jumping into the tech field nearly as much as men. As a traditionally male-dominated environment in which gender discrimination has not been completely overcome even at the education level, this doesn’t come as a surprise. Plus, for those that have managed to enter the industry, the lack of women role models in technology has made it extremely difficult to move up the career ladder.

Women of Color in Tech

For black women in tech, thriving in the industry is even more complex for Black women in tech roles. Studies show that of the 25% of women working in technology only 3% are women of color. If we consider that, for instance, in 2017 Black students graduating in computer science accounted for only 9% of the total, we can clearly see why.

We have a long way to go but fortunately some companies are trying to make a difference. For example, Meta has created a variety of courses and internships specifically for ethnic minorities. Google has dedicated around $25 million of its budget to promote computer science to Black and Latinx students, while also installing a special junior program in universities where these groups are more represented. Apple also works with institutions serving minorities such as the Thurgood Marshall College Fund and Girls Who Code.

Luckily, more and more companies are realizing what women can bring to tech jobs, especially in managerial roles. Research shows that female supervisors are more likely to support their teams with:

• making sure their workload is adequate
• helping staff to face challenging times
• check employees’ overall wellbeing
• endorse underrepresented groups

All of these things can help to fight burnout and increase happiness in the workplace. That’s why an encouraging 21% of C-Suites being women is only a start.

Increasing Participation of Women in Technology

Given that women are still considerably underrepresented in STEM positions and tech companies especially, organizations and programs advocating for girls, CIS women and those who identify as women are very much needed.

Luckily, there has been a huge increase in groups promoting the inclusion of women in tech and fighting the gender gap in this industry. Here are some of the most important ones:

National Center for Women & Information Technology (NCWIT)

Officially recognized by the National Science Foundation in 2004, NCWIT champions women’s involvement in computing disciplines. They organize courses to raise awareness for every age, from kids to working professionals. Plus, their program for women in tech supports companies trying to push for a change and be more inclusive.

TechWomen

TechWomen was born from the initiative of the U.S. Department of State’s Bureau of Educational and Cultural Affairs. It’s an organization that aims to build human and professional relationships between women in tech in Silicon Valley and in other parts of the world including Africa, Asia, and the Middle East. Women interested in joining TechWomen must hold a STEM degree and have at least two years of professional experience to access the variety of mentorship and exchange programs available.

Girls Who Code

Girls Who Code’s mission is to increase the number of women in computer science and close the gender gap that exists in the industry. They do so by offering clubs, summer programs, at-home activities, and college and early professional development assistance to aspiring tech ladies. The project that engages more than 500,000 women in coding prides itself on students majoring in computer science and other similar subjects at a rate seven times the U.S. average. They receive funding from an extensive list of companies including international banks, consulting companies, and technology multinationals.

Ada Developers Academy

This non-profit organization grants free coding schooling to women and non-binary individuals. They focus in particular on women of color in tech, all BIPOC, LGBTQIA+ and other ethnic minorities. Their six-month classroom experience plus five-month internship hopes to diversify the talent in the tech sector, thus having a significant and tangible impact on positive women in technology statistics. Ada Developers Academy has both digital campuses and physical ones in Seattle and Atlanta.

Best Tech Companies for Women

When it comes to growing positive women in tech statistics, programs and non-profits can only go so far. Companies and businesses have the most influential role. By recognizing how women can change the game in tech and empowering them in every step of their careers, they can start a self-nurturing cycle that will eventually bring more women in.

Funding or leadership programs to improve women’s participation in technology is certainly crucial. However, it’s only one piece of the puzzle. Establishing policies and actions directed at achieving gender parity such as pay equity or maternity leave are just two of the most direct ways to kick off change. Although much still needs to be done, companies are increasingly moving in the right direction. Here are some of the most positively impactful strategies from the best companies for women:

Netflix

The streaming service giant has one of the most generous paid parental leave policies on the market with up to eight months to "take care of your baby and yourself." On top of that, the global family-forming benefits assist employees in their fertility, surrogacy, or adoption journeys, and even cover travel expenses if need be. Other companies allowing 20 weeks or more off to new mums include Google, Microsoft, Etsy, Twitter, and American Express.

Starbucks

Although not strictly speaking tech, Starbucks heavily relies on computers and automation to organize employees’ work plus they offer tech programs such as their app to consumers, thus we still include it in our list.

It is an example of true success when it comes to providing equal pay for employees in the U.S. no matter their gender and race. It took almost 10 years but the transparency and accountability of the company have paid off. Continuous analysis of compensations and rewards, as well as providing clear salary ranges for positions were crucial factors in achieving equal pay for women and minorities. The next step is to translate the same result globally.

General Motors

Where Starbucks hasn’t yet arrived, General Motors did. The Detroit company achieved closing the wage gap globally despite being in one of the most male-dominated sectors: tech automobile manufacturing. The result once again took time and began in 2001 with the creation of specific programs to attract women in the industry and support their leadership aspirations.

It was the first car company to have women sitting in both the CEO and CFO chairs. Plus, it managed to put together a board of directors in which women make up more than half. Citigroup, Visa, and Nvidia are other companies with excellent policies promoting women’s participation in technology.

IBM

IBM has been one of the best tech companies for women since the promise of equal pay for equal work back in 1935. It’s also been a precursor of promoting diversity and inclusion, and women in tech jobs acquiring leadership positions since the 1990s. Successful initiatives include the “Technical Women’s Pipeline Program” which allows women to be coached by executive mentors and sponsors to ascend to more senior roles.

IBM is extremely helpful to mothers with their six-month paid internship for professionals reentering the industry after 24 months or more. They also have various programs to help women advance in their careers and acquire technical leadership.

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