Nearly half of women working in technology have experienced gender discrimination, according to ISACA’s 2026 Tech Workplace and Culture survey, highlighting persistent gaps in workplace inclusion, career progression and representation.
The survey found that 47% of women in tech had experienced gender discrimination at work, an increase of five percentage points from 2024. The findings suggest that greater awareness of gender inequality has not yet translated into consistent improvements in women’s workplace experiences.
Women also reported lower satisfaction than men with workplace culture, career progression and job security. They were less likely to feel they had sufficient authority over company strategy, personnel decisions and purchasing decisions.
The findings point to challenges that extend beyond recruitment, including how women experience their roles and opportunities after entering the technology workforce.
Underrepresentation remains a concern
ISACA’s research found that 41% of women perceived technology as a male-dominated field, while 46% said women were underrepresented in the IT workforce.
Pay inequality was another concern. Nearly one-third of women surveyed attributed underrepresentation to unequal pay, while half believed gender-based pay inequality existed within the technology sector.
The survey also highlighted barriers at the start of women’s careers. Around 30% of women said they had encountered gender or diversity bias or stereotypes when entering the industry. A further 26% identified self-doubt or a lack of confidence as a challenge.
These findings highlight how perceptions of workplace culture, access to opportunities and compensation may influence women’s experiences throughout their careers.
Employers face pressure to turn awareness into action
Although many organisations are taking steps to improve women’s representation and advancement, the survey indicates that workplace experiences remain uneven.
Julia Hermann, a member of the SheLeadsTech Global Advisory Group, said organisations seeking to retain talent should demonstrate investment in employees through clearer career paths, support for wellbeing and a genuine commitment to inclusion.
For HR teams, this places attention on how inclusion efforts translate into everyday workplace practices. Recruitment initiatives can help widen access to technology careers, but progression opportunities, transparent compensation practices and meaningful decision-making authority also shape employees’ experiences.
The findings suggest that representation initiatives need to be considered alongside the working conditions and career opportunities available to women once they join an organisation.
Women remain optimistic about future representation
Despite the reported challenges, 71% of women surveyed expected the number of women in technology to increase over the next five years.
Hermann said awareness of the barriers facing women had grown, but called for greater action to create practical routes into the sector for future generations.
The results present a mixed picture: women continue to report discrimination and lower satisfaction across several aspects of work, while many remain optimistic about future representation.
For employers, the challenge is to ensure that optimism is matched by measurable progress in hiring, pay equity, career development and workplace inclusion.
