As 2019 comes to a close, the tech industry’s relationship with diversity remains complex. Progress happened in some areas; stubborn gaps persisted in others. Here’s what we learned—and what we’re watching for 2020.
The Year’s Progress
Accountability Increased
Following 2018’s #MeToo reckoning and the Google walkout, companies faced more scrutiny. Diversity reports became standard. Investors asked questions. Employees demanded answers.
Policy Changes Stuck
The end of forced arbitration at major companies survived into 2019. What seemed like crisis response became new normal. Standards shifted.
Alternative Pathways Grew
Bootcamps and non-traditional credentials gained acceptance. More employers questioned whether CS degrees were actually necessary, opening doors to diverse candidates.
Community Strengthened
WomenHack reached 100+ cities. Communities like ours provided support, connection, and opportunity for women navigating the industry.
The Persistent Gaps
Numbers Barely Moved
Women still hold only ~25% of tech jobs, ~12% of engineering roles, ~16% of management positions. Five-year trends show incremental improvement at best.
Retention Remained Crisis
Women continue leaving tech at 45% higher rates than men. Mid-career exodus continues. Hiring gains are offset by departures.
Intersectionality Lagged
Women of color remain dramatically underrepresented. Black and Hispanic women together hold less than 5% of computing roles. Progress for some women hasn’t translated to progress for all women.
WomenHack’s 2019
We grew significantly:
- Crossed 100 cities milestone
- Expanded to new continents and markets
- Built community to 40,000+ members
- Connected thousands of women with opportunity
- Strengthened employer vetting processes
Looking to 2020
Several trends deserve attention:
Economic Uncertainty
Some economists warn of recession risks. Economic downturns historically hurt diversity efforts as companies cut “non-essential” programs. We’ll be watching.
Election Year
US politics will dominate headlines. Policy debates around immigration, education, and workplace regulation could affect tech hiring and culture.
Continued Scrutiny
Tech giants face antitrust attention, privacy concerns, and public skepticism. How they respond to pressure may affect their diversity commitments.
Virtual Innovation
Remote work tools continue improving. More companies embrace distributed teams. This could benefit women seeking flexibility—or create new challenges for inclusion.
Our Commitments for 2020
WomenHack enters 2020 focused on:
- Expanding into new markets where women need opportunity
- Deepening employer vetting to ensure quality partnerships
- Building community features that support women beyond job searching
- Exploring virtual event options to complement in-person gatherings
- Advocating for the changes the industry still needs
Thank You
To the women who’ve attended our events, the employers who’ve partnered with us, and everyone who believes tech can be better—thank you. Progress is slow, but together we’re making it happen.
Here’s to 2020.