“My career started in customer support for a large media company—my team handled the calls from customers concerning their newspaper subscriptions. This was back in the day of the punch card, mainframes, and dumb terminals. One day, I walk into my office, and a personal computer is sitting on my desk. I had never seen one, let alone had one. When I asked why … I was told it was an experiment and for me to figure out how a computer might aid our department. Now what?
I had no idea. After many trips to the library and networking with anyone I could find that knew anything about computers, ideas started to form. We created a ‘word merge’ before Word had their Mail Merge, we created chat windows, so our reps could communicate with their manager without leaving a call, we created a mini-circulation system that our contractors could use to manage their business at home, we installed a network, so departments could share data, and so much more.
These things are all commonplace and expected now, but then, revolutionary! And this is why I love this field. We explore. We create. We advance. We help people get what they need to get things done.”
It’s not typical to start an article with a citation, but the story of Susan Keck, Global IT and Customer Services Manager at Lineup, perfectly embodies the spirit of exploration driving women in ICT today. Susan’s journey is a testament to the power of innovation and the transformative impact of women in the tech industry.
In fact, studies show that businesses with at least 30% women in leadership roles are 15% more likely to be profitable. For Europe, if women were to make up 45% of the tech workforce by 2027, its GDP could see a boost of up to €600 billion. These statistics highlight just how vital it is to foster and support the growing influence of women in tech, like Susan and many others, who are pushing the boundaries and shaping the future of the industry.
Therefore, why is there still such a large opportunity gap if having more women can directly contribute to a company’s success? Why do women receive lower pay? Why are they frequently placed in situations where they have to continuously demonstrate their value and competence?
We must ask these questions, and we will start to address them in the sections that follow.
The Current Landscape of Women in Tech:
It’s often said that we’re making progress toward gender equality in tech, According to McKinsey, the share of women in tech roles across Europe is projected to decline to just 21% by 2027.
One common misconception often used to justify the gap is the belief that “women just aren’t as ambitious as men.” But the data tells a different story. In fact, 81% of women in tech say they aspire to be promoted. Yet, despite that drive, women currently hold only 14% of leadership roles in the industry.
What might actually be a major factor?
The persistent gender pay gap. European women in tech still earn 26% less than their male counterparts. Contributing to gaps like in the cybersecurity field, where women under 30 represented 26% of the workforce in 2023.
In the same year (2023), women’s gross hourly earnings were, on average, 12% lower than men’s in the European Union. A study shows that the gender pay gap varies significantly by country, ranging from -0.9% in Luxembourg (where women earn slightly more than men) to 19.0% in Latvia.
A study by the European Union highlights that this gap is shaped by a range of factors, including:
- Occupational Segregation: Social norms and gender stereotypes have long directed women into “feminized” fields like health, education, and care, which are undervalued and underpaid.
- Barriers to Advancement: Unconscious bias, lack of female role models, and workplace cultures that have not adapted to dual work-caregiving roles limit women’s progression into senior positions
- Family and Caregiving Responsibilities: Women are more likely to work part-time or take career breaks because they often handle most of the caregiving and childcare. This is largely due to a lack of affordable childcare and ongoing societal expectations.
There’s another layer to the wage disparities reality that cannot be forgotten. Women of color still face significant pay gaps compared to other women.
The Importance of Women in Tech: Driving Innovation and Inclusivity
Women hold 28% of all jobs in computer and mathematical occupations, falling to just 22% of all tech roles across European companies. Additionally, 43% of women in the tech sector think about leaving their role at least once a week.
Women’s presence in tech is vital for driving diversity, inclusivity, and innovation across all sectors—not just those often associated with women, like healthcare, fitness, or mental health. Their unique perspectives help create more user-centric solutions and are especially valuable in traditionally male-dominated areas such as software engineering, cybersecurity, AI, and data science. As Boston Consulting Group notes, increasing the number of women in cybersecurity can “broaden and strengthen cybersecurity capabilities.” Teams with a mix of genders solves problems more creatively and successfully, which produces better products and increases profitability. Furthermore, since women account for a sizable share of tech users, their viewpoints are crucial for creating inclusive, approachable technology.
What can be done: Solutions for Closing the Gender Gap
Despite the growing awareness around gender inequality in the tech industry, there’s still a noticeable disconnect between perception and action. For instance, while 77% of male executives believe they are active allies for gender equality, only 45% of women in similar leadership roles agree. That gap in perception underscores a broader issue: good intentions don’t always translate into meaningful change.
Change Workplace Culture
- According to Mondo it’s important to foster inclusive, welcoming environments by addressing exclusionary practices and supporting empathy-building between male and female employees. And implement mentorship and storytelling initiatives to help women navigate challenges and feel supported;
Set Diversity Targets and Ensure Representation
- According to Fourth Rev, companies must establish clear, ambitious gender diversity targets (e.g., aiming for at least 35–50% women in tech roles and leadership). Hold leadership accountable for progress and representation at all levels;
Pay Transparency and Regular Audits
- According to Wired, introducing full pay transparency and conducting regular pay audits to identify and correct disparities is a must for companies and leaders. An important step is to publish salary ranges and ensure equal pay for equal work;
Early Education and Outreach
- According to GlobalSign Invest in STEM outreach for girls, remove bias from curricula, and provide relatable female role models to build a strong pipeline of future women in tech;
Accountability and Data Collection
- According to Womentech Regularly collect and report gender disparity data to inform policy and track progress. And make diversity and inclusion metrics a key part of company performance reviews;
Gender-Neutral Hiring and Promotion
- Promote more women into leadership through mentorship, sponsorship, and transparent promotion criteria, also according to Womentech Network.
Voices of women in ICT
At Lineup, Chartbeat, Tubular and Fattail we are lucky to have women paving the way and leading the progression of our products. We asked them what their advice is for the next generation of women in ICT.
These are their words:
“If you’re passionate about tech, pursue it relentlessly; that passion is already an indicator that you will be great at it. Don’t let naysayers discourage you; use their doubt as fuel to prove them wrong. It’s incredibly rewarding to prove them wrong. And remember, if you find yourself in a job that won’t support your growth, seek a better one. Your place exists, and there are many who will support you. When you find it, make sure to pave the way for other women. It is our duty to lift each other up.”
“Be curious. Stay bold. Ask the question. Raise your hand. ICT needs diverse voices and perspectives—don’t underestimate the value you bring to the table. You belong here.”
The path taken by women demonstrates the great importance of attaining gender equality in technology, as well as its ongoing difficulties. Women are still largely underrepresented and underappreciated in the industry, despite abundant evidence that gender-diverse teams foster innovation, profitability, and economic growth. According to the data, women only make up around 25% of tech jobs in Europe, and even fewer are in leadership roles. These differences are the consequence of systemic biases, occupational segregation, and unmet societal expectations rather than a lack of drive or ability.
