With technology continuing to advance at a rapid pace, the IT sector offers plenty of opportunities for jobseekers looking for a rewarding and lucrative career. However, a quick glance at the state of the industry reveals a significant gender imbalance persists across the science, technology, engineering and maths (STEM) fields, demonstrating there are still underlying issues at play which deter women from entering and continuing work in these industries.

Statistics from the latest STEM Equity Monitor back this up, showing that in Australia currently:

  • women make up only 27% of the workforce across all STEM industries
  • just 23% of senior management and 8% of CEOs in STEM-qualified industries are women
  • on average, women still earn 18% less than men across all STEM industries.

So why aren’t more women choosing a career in the technology sector? And what can IT organisations do to encourage more women to join their ranks and thrive?

With International Women’s Day just around the corner, today we’ll dig deeper into the question of how to support women in tech, providing tech industry leaders and women interested in pursuing this career path tips and strategies on moving towards a more inclusive workplace where equality is the norm and more doors are opened to professional women in technology.

Gender bias and stereotypes

Of the women who are working in technology in Australia, many face a daily battle against persistent stereotypes and gender biases in a sector that has for too long been a male-dominated space.

Achieving gender equality in the workplace not only promotes equality, inclusion and acceptance, according to the Workplace Gender Equality Agency it is also linked to improved retention rates, enhanced organisational reputation, increased organisational performance and improved national productivity and economic growth.

Bansrii Shah, Associate Business Director of Technology at Robert Half with more than ten years of specialised technology recruitment experience says:

“Increasing women’s participation in technology requires a multi-faceted approach starting with society. We need to provide girls and young woman early exposure to technology. This can involve introducing coding and other tech-related activities in school and after school programs, as well as hosting events and workshops that showcase the possibilities of tech careers. Then, we need to dispel gender stereotypes that discourages women from pursuing STEM fields.”

A paper by the agency ‘Different genders, different lives’ further identified several biases and stereotypes that negatively impact women in technology. These included:

  • Persistent stereotypes: Women who actively try to advance their careers may be viewed by male colleagues as being too assertive or aggressive, resulting in some women avoiding such salary expectations entirely.
  • Family pressures: When women take time off work to raise children, it can hurt their long-term career prospects, given the high value placed by IT employers on accrued knowledge, skills and experience.
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How to support women in tech

So what can be done to increase the number of women in technology? As Nicole Gorton, Director of Robert Half Australia explains, change is required on many levels, but it must start from the top.

‘For organisations to develop an authentic attitude towards gender equality in technology, the leaders of the organisation must set the tone. There is a wealth of talent that is currently untapped, and the tech companies that realise this and welcome women to join them will have a definite advantage over those who fail to step up.’

It’s clear that improving the gender balance in the IT sector requires action on several fronts. The Australian Computer Society (ACS) report ‘The Promise of Diversity’ identified five key areas that employers can address now to instigate positive change:

Leadership, culture and accountability

Senior company leadership must recognise that gender equality is a critical strategic business issue – not just a HR problem. Everyone in the management team must be accountable for delivering against gender equality KPIs.

Flexible work practices

Australian work culture has changed significantly in the last few decades, particularly in the years since the Covid pandemic began. Parents are more likely to share caring responsibilities and employees expect better work-life balance. Today, technology allows us to work from virtually anywhere, and it’s important that both genders are encouraged to enjoy flexibility so they can contribute to their full potential.

Mentoring programs and sponsorship

This can be a powerful way to help women achieve success in their IT career. Whereas mentoring primarily focuses on psychological support, sponsorship can be an effective strategy for fast-tracking the careers of high-performers.

Targets vs. quotas

The ACS recommends having gender equality targets that are ‘tailored and monitored on an individual company basis appropriate to the circumstances, culture and environment.’ They are preferable to hard quotas, which can result in some women being regarded unfavourably because they are perceived as being unfairly advantaged.

Role models

Employers must break the stereotypes of the average IT person being ‘nerdy’, antisocial and quintessentially male – the type of image the ACS says deters many women from pursuing IT careers. A good way to do this is to identify successful women in leadership and use them as role models.

Bansrii shares her advice about entering the tech industry as a female.

"I think there are a few things women can do if they are wanting to enter/ pursue a career in technology. Firstly, look for communities of women in tech or find a mentor, as this allows you to connect with others who share similar interests and experiences, and this will help with getting support, advice, and guidance on how to navigate a career in tech. Secondly, invest in building technical skills through education and self-study and keep up to date with latest trends. And finally, look for allies in the workplace who can support you and be an advocate for you.”

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If you’re looking for a high quality candidate for a role in technology, the Robert Half team can help. Contact us to find your ideal fit today!