Women in the Tech Industry: Gaining Ground, but Facing New Headwinds

As the world moves past the pandemic, technology companies are urged to reaffirm their commitment to gender diversity. According to Deloitte Global, major tech firms are expected to reach 33% female representation in their workforces by 2022 – an increase of just over two percentage points since 2019. While the share of women in technical roles is also expected to rise, it still trails overall female representation by about eight percentage points.

This modest increase signals slow but meaningful progress. Even with focused efforts to recruit and retain women, industry change has gradually highlighted the need for continued and intensified action to close the gender gap.

Major tech firms have made strides, but their progress may be slowing

Large technology firms have consistently advanced gender diversity, even during the challenges of the pandemic. Many had already adopted remote work models and established diversity programs, helping them sustain momentum despite global labor disruptions. These structures likely contributed to their ability to rebound quickly and continue improving gender equity.

However, smaller tech companies may be struggling to keep pace. Many do not publish diversity data and lack defined hiring goals. A 2019 study revealed that fewer than half had formal plans to increase diversity, suggesting they could fall behind, especially in the wake of pandemic disruptions.

Sustained progress will depend on addressing long-standing challenges such as limited talent pipelines, pay gaps, and promotion inequities. According to Deloitte’s 2021 Women @ Work report, women in tech, media, and telecommunications (TMT) experienced sharp declines in motivation, work/life balance, and overall job satisfaction during the pandemic. Increased workloads, caregiving responsibilities, and a lack of flexibility contributed to the strain – only 38% of surveyed women felt their employer was providing adequate support.

To avoid stalling, tech companies must take more deliberate steps to retain and support women through flexible policies, clearer expectations, and inclusive workplace cultures that value balance as much as productivity.

Racially and ethnically diverse women in the tech, media, and telecommunications (TMT) sector have faced particularly steep challenges during the pandemic. Compared to their peers, they report spending more time on professional and domestic responsibilities and experiencing significantly lower satisfaction with their mental and physical well-being. Over half (52%) rate their work/life balance as poor or extremely poor, and nearly 60% feel less optimistic about their career prospects now than before the pandemic, higher than the 48% reported by other TMT women.

Unfortunately, most companies do not break down female representation data by race, age, or other identities, making assessing progress in these areas difficult. However, these disparities suggest that the pandemic’s uneven impact could hinder broader diversity efforts.

These pressures are also contributing to attrition. More than half of women in TMT say they’re likely to leave their current employer within two years, with poor work/life balance being the top reason. Alarmingly, 22% are considering leaving the workforce entirely, citing growing workloads and declining well-being.

Still, companies can take action. Some, like Google, Salesforce, and IBM, have introduced expanded support programs – offering backup child care, paid caregiver leave, flexible work schedules, job sharing, and wellness resources like mental health counseling and collective disconnect days. By proactively addressing employee needs, especially caregiving and mental health, tech firms can improve retention and avoid burnout.

A More Flexible and Inclusive Future

Many companies are rethinking their work models post-pandemic to attract and retain a more diverse talent pool. Some are going remote-first, while others are adopting hybrid or distributed office strategies. These flexible approaches improve work/life balance and expand access to talent nationwide and beyond, especially for those outside traditional tech hubs.

Tapping underutilized talent is critical for an industry facing a shortage of qualified women. Some companies are investing in "returnship" programs for women reentering the workforce, or apprenticeships to train career-switchers who lack conventional tech backgrounds.

However, solving the gender gap also means improving retention and advancement. Studies show many women exit tech careers midstream, and fewer than one in four hold senior leadership roles. Gender bias remains a significant barrier to upward mobility. Mentorship, development programs, and clear promotion targets could help more women move into leadership positions – but only a minority of TMT companies currently offer these measures.

Ultimately, real change will require senior-level accountability. Companies must embed diversity, equity, and inclusion into their core strategies – setting goals, tracking progress, and adjusting as needed. Sustained leadership, transparency, and action are key to turning good intentions into measurable outcomes for women in tech.