As 2021 progresses, updated data reveals both progress and persistent challenges for women in tech. For employers, understanding these statistics is essential for strategic talent planning.

Representation Numbers

Women remain underrepresented in technology:

• Women hold approximately 26-28% of tech jobs globally
• In the U.S., women comprise about 27% of tech workers despite being 47% of the workforce
• Gender balance in tech (~32%) is lower than it was in 1984 (35%)
• At current rates of change, gender parity won’t be achieved until 2060

Leadership Gap

The numbers worsen at senior levels:

• Only 17% of tech leaders are women
• Women hold just 11% of executive positions in tech
• None of the Big Five tech companies have female CEOs
• Only 8-9% of CIO, CTO, and IT manager roles are held by women

The Pay Gap

Compensation disparities persist:

• Men are offered higher salaries than women 63% of the time
• The average annual STEM salary gap is nearly $15,000
• Over careers, women earn approximately €400,000 less than male counterparts

The Retention Crisis

Perhaps most concerning are retention statistics:

• 50% of women leave tech by age 35
• Women leave tech jobs at a 45% higher rate than men
• One in two women exits the technology industry by mid-career
• The Great Resignation is accelerating departures further

Why Women Leave

Research identifies consistent factors:

• 72% report experiencing “bro culture”
• 77% cite compensation as their top priority
• 62% value work-life balance
• 43% need remote work options
• Limited advancement opportunities push women out

Pandemic Impact

COVID-19 exacerbated existing challenges:

• Women’s jobs were 180% more vulnerable than men’s
• One in four women considered leaving the workforce
• Working mothers faced disproportionate caregiving burdens
• The pandemic may have set progress back several years

Positive Trends

Some indicators show improvement:

• More companies are tracking and publishing diversity data
• DEI budgets have increased at many organizations
• Remote work has expanded opportunities for some women
• Public accountability for diversity commitments has increased

The Business Case Remains Strong

Research continues to demonstrate diversity advantages:

• Gender-diverse executive teams are 25% more likely to outperform on profitability
• Diverse teams make better decisions 73% of the time
• Women-led tech companies achieve 35% higher ROI
• Diverse teams produce 30% more patents

Implications for Employers

The data points to clear priorities:

1. Address compensation – Pay equity is table stakes
2. Enable flexibility – Remote options are essential
3. Fix culture – “Bro culture” drives women away
4. Create advancement paths – Visible routes to leadership matter
5. Invest in retention – Keeping women matters as much as hiring them

Taking Action

Understanding the statistics is step one. Taking action is what separates leaders from laggards.

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Partner with WomenHack to turn these statistics into a recruiting advantage.