Despite progress, the gender gap in technology remains a significant challenge. Let’s explore the state of women in technology and key strategies for a more equitable future.
The history of women in technology
The history of women in technology is a story of groundbreaking contributions, often made against a backdrop of systemic bias and under-recognition. Women have played pivotal roles in shaping the digital world we inhabit today.
Long before the electronic age, Ada Lovelace, a 19th-century mathematician, envisioned the potential of computing beyond mere calculation. Working with Charles Babbage on his Analytical Engine (a theoretical mechanical computer), Lovelace wrote what is widely considered the first algorithm intended to be processed by a machine, earning her the title of the first computer programmer. Her insights foreshadowed the transformative power of software.
In the 20th century, Grace Hopper, a US Navy Rear Admiral and computer scientist, revolutionized programming with her work on compilers and COBOL. The mid-20th century featured the critical, yet often overlooked, contributions of Katherine Johnson, Dorothy Vaughan, and Mary Jackson–African-American mathematicians at NASA who were essential to early space missions. Hedy Lamarr co-invented an early version of spread spectrum communication and Radia Perlman made large networks more scalable.
During World War II, the “ENIAC Programmers”–Kathleen McNulty, Jean Jennings, Betty Snyder, Marlyn Wescoff, Frances Bilas, and Ruth Lichterman–programmed the first all-electronic computer, laying the foundation for modern software development. Recognizing these, and many more, contributions is crucial, not just for historical accuracy, but also to inspire future generations of women to engage with technology and science.
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Current women in leadership roles
While the top leadership roles in tech remain predominantly male, progress is being made. Globally, women hold approximately 29% of technology leadership positions–a figure highlighting both minimal gains and the significant distance remaining. Diverse leadership teams are not just a matter of representation; they’re correlated with improved business performance, with studies showing companies with diverse leadership outperforming others by as much as 21%.
Examples of women leading in tech include Sheryl Sandberg (formerly of Meta), Ginni Rometty (former IBM CEO), Safra Catz (CEO of Oracle), Susan Wojcicki (Former CEO of Youtube), Lisa Su (CEO of Advanced Micro Devices), Gwynne Shotwell (President and COO of SpaceX) and Reshma Saujani (Founder of Girls Who Code). Beyond these well-known figures, countless women are driving innovation at all levels of tech organizations. The challenge is to accelerate this progress and ensure equitable opportunities for advancement.
Current statistics about women in tech roles
The current landscape for women in technology presents a complex and, frankly, somewhat contradictory picture. While there have been undeniable strides forward in recent years, the statistics reveal a persistent and multifaceted underrepresentation, particularly in core technical fields and leadership positions.
Globally, women hold somewhere between 25% and 33% of all tech jobs–a figure that, while varying slightly depending on the specific source and definition, consistently falls far short of their representation in the overall workforce. This disparity becomes even more pronounced as we ascend the corporate ladder. According to Grant Thornton’s 2024 data, women occupy just 32.0% of senior management roles within the global tech sector which is below the average across all industries. This suggests that the so-called “glass ceiling” remains firmly in place within technology. The numbers are even starker when we examine specific top leadership positions: Grant Thornton’s research shows women holding a mere 20.2% of CTO roles and 25.8% of CEO roles in tech companies globally.
Beyond the C-suite, the imbalance persists. Women are often underrepresented in core technical roles–software engineers, data scientists, and cybersecurity experts–compared to their presence in non-technical positions within the same tech companies. This points to systemic issues in attracting, retaining, and promoting women within these critical fields.
The disparities extend to compensation. A significant gender pay gap remains a persistent reality in the tech industry. The Grant Thornton report, for example, highlights that European women in tech earn a staggering 26% less than their male colleagues. Further upstream, female-founded startups face significant hurdles in securing venture capital funding, receiving a disproportionately small share compared to their male counterparts. And finally, representation on company boards–the highest tier of decision-making–also shows a significant gender imbalance. These multifaceted statistics paint a clear picture: while progress is being made, the tech industry still has a long way to go to achieve true gender equality.
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The benefits of more women in tech roles
The push for greater gender diversity in technology isn’t just about social justice; it’s a strategic imperative with demonstrable business benefits.
Diverse teams, with a wider range of perspectives and experiences, are simply better teams. They’re more innovative, fostering more creative problem solving and the development of products and services that appeal to a broader audience. This is especially important in fields like AI, where a homogeneous workforce can inadvertently build bias into algorithms, with potentially far-reaching consequences.
Studies consistently show that diverse teams, including gender diversity, deliver superior project outcomes, likely due to improved communication, broader perspectives, and more robust decision making, as well as better financial performance. In short, increasing the representation of women in technology isn’t just the right thing to do; it’s the smart thing to do for any organization that wants to succeed in today’s competitive landscape.
Resource: women in technology statistics: where we stand in 2024 | revolent, how gender diversity in tech is fueling innovations in 2025 – charisol | end to end product development services, women in tech: the importance of gender diversity in the tech industry | generation, women in tech stats 2025
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How to attract and retain women in tech
Creating a more equitable tech industry requires a multi-pronged approach, focusing on both attracting and retaining female talent.
Active recruitment is essential. This means going beyond traditional job postings and actively seeking out qualified women. Targeted outreach to women’s tech organizations, universities with strong female STEM programs, and online communities is crucial. Job descriptions should use inclusive language, and diverse interview panels are vital.
Fostering the next generation through young women in tech programs is equally important. Mentorship programs, STEM education support, internships, and scholarships specifically for women pursuing tech careers are all valuable investments. Early exposure to technology and showcasing diverse career paths is key.
Creating an inclusive engineering culture encourages retention. This starts with equal pay and regular pay audits to address disparities. Flexible work arrangements are increasingly important for attracting and retaining talent. Providing ample opportunities for professional development empowers women to grow their skills. And, fundamentally, a zero-tolerance policy for harassment and discrimination is non-negotiable. Companies should track gender-specific data (like turnover rates) and implement independent DE&I strategies, as highlighted by Grant Thornton, to measure progress and ensure accountability. Transparency in salaries, also contributes to women in technology goals.
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Building a truly inclusive and equitable tech industry requires sustained effort. At Ceiba we’re committed to fostering diversity and helping our clients create thriving engineering cultures that attract, retain, and empower women in technology.
Contact us today to discuss how we can help you build a more diverse and successful team.
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