On International Women’s Day 2019, the tech industry faces a mixed record. Some metrics show progress; others reveal stubborn gaps. For employers serious about diversity, understanding where we actually stand is the first step toward real change.

The Current Numbers

Overall Representation

Women have grown from 8% of STEM employees in 1970 to 28% today. Progress is real—but slow. In tech specifically, women hold approximately 25-27% of positions.

Technical Roles

The numbers drop significantly in technical positions. Only 12% of engineers in the U.S. are women. This core metric has barely moved despite years of attention.

Leadership

Women hold 16% of tech management positions. Only 3% of CEO positions are held by women. The higher you look, the fewer women you find.

Slow Progress at Major Companies

Between 2014 and 2019, the percentage of women in technical positions at ten major tech companies grew by only 2%. At this pace, parity would take decades.

The Intersectionality Challenge

Women of color face compounded barriers:

• Women of color make up only 10% of the tech workforce
• Black women hold just 3% of computing roles
• Hispanic women hold only 2%
• These numbers have barely improved despite increased attention

The Retention Problem

Hiring is only half the equation. Women in tech are 45% more likely than men to leave the industry within a year. By mid-career, half of all women have exited tech entirely.

Without solving retention, hiring gains are temporary. Companies must address why women leave, not just how many they hire.

The Business Case Strengthens

Research continues to demonstrate diversity advantages:

• Companies with ethnic and cultural diversity outperform the least diverse by 36% in profitability
• Gender-diverse executive teams are 25% more likely to achieve above-average profitability
• Diverse teams make better decisions 73% of the time

The financial case for diversity isn’t theoretical—it’s documented.

What’s Holding Companies Back

Lack of Specific Goals

Only 24% of tech companies have specific diversity hiring goals or targets. Without measurement, there’s no accountability.

Biased Hiring Processes

65% of tech recruiters acknowledge bias in hiring. Awareness without action doesn’t change outcomes.

Unclear Advancement Paths

66% of women report lacking clear career advancement paths. Without visible routes to leadership, talented women leave.

What Employers Must Do

1. Set Explicit Goals – What gets measured gets managed. Vague commitments produce vague results.
2. Fix Hiring Processes – Structured interviews, diverse panels, and standardized criteria reduce bias.
3. Create Advancement Paths – Clear promotion criteria and mentorship programs retain talent.
4. Address Culture – Harassment and “bro culture” drive women away. Policy isn’t enough.
5. Engage Communities – Partner with organizations like WomenHack to access diverse talent pools.

WomenHack’s Role

We connect employers with talented women they wouldn’t reach through traditional channels. Our events create efficient connections; our vetting ensures quality on both sides.

But we’re not just a recruiting tool. We’re a community that supports women throughout their careers—and holds employers accountable for the experiences they create.

Partner with WomenHack to move beyond statistics toward real results.