The IT and tech industry is one of the most innovative and dynamic sectors in the world. However, despite all the progress made, there is still a significant gender gap. Studies show that women are underrepresented in the tech industry, have fewer opportunities for advancement and often have to contend with prejudice. But how can we change this? In this blog post, you will find out how companies can specifically promote women and close the gender gap - with scientific findings, best practices and the support of an experienced HR consultancy in the tech & digital sector. 🚀
Why is there a gender gap in the tech industry? 🤔
Scientific findings
According to a recent study by the Gender Studies Institute at the University of Cambridge, women in technical professions often feel less supported than their male counterparts. Psychologists such as Dr. Alice Eagly emphasize that social role attributions and a lack of role models prevent women from choosing technical professions or staying in the industry in the long term.
In addition, data from the HR Trend Report 2025 shows that only 24% of women in IT feel that they are really promoted in their job. This is a problem that companies can solve through targeted measures in recruiting and career planning.
How to promote women in IT and tech 🌟
1. reduce gender bias in recruiting 📋
The first step begins with the creation of job advertisements. These are often unconsciously gender-biased. Terms such as "rockstar developer" or "IT ninja" often appeal more to men.
- Best practice: Use gender-neutral language and specifically emphasize skills such as teamwork, creativity and problem solving. Tools like Gender Decoder can help you do this.
- Tip: Work with a specialist recruitment consultancy like workidentity to ensure your recruitment process is inclusive.
2. specifically address and promote women 🗣️
Many women are reluctant to apply for demanding positions - a phenomenon known as the confidence gap. According to Sheryl Sandberg, the former COO of Facebook, men apply for jobs when they meet 60% of the requirements, women only when they meet 100%.
- Tip for companies: Develop programs that encourage women to apply for positions with development potential. Good career advice can help to reduce uncertainty.
3. build networks and mentoring programs 🤝
A study by the Harvard Business Review shows that women who are supported by mentors are 30% more likely to reach management positions.
- Your task as a company: Offer mentoring programs in which experienced managers accompany young talents. As a personnel consultancy for managers, we not only place talent, but also help you to set up such programs.
4. create flexible working models ⏳
Work-life balance is a decisive factor for many women when choosing a job. According to a survey by LinkedIn Women in Tech, 72% of women prefer flexible working models to higher pay.
- Practical tip: Offer remote work options, flexible working hours and programs to support parents.
5. living diversity consciously 🌈
An inclusive corporate culture is essential. As a member of the Diversity Charter, we promote diversity and support companies in prioritizing this in recruiting as well. Diversity is not only a sign of social responsibility, but also demonstrably increases innovation and productivity in teams.
Creating role models: Prominent voices 🌟
Sheryl Sandberg (former COO of Facebook)
In her bestseller "Lean In", Sandberg emphasizes the importance of self-confidence and support systems for women. Companies should specifically bring women into leadership roles to serve as role models.
Reshma Saujani (founder of Girls Who Code)
In her speech at TED, Saujani calls for women to be promoted in the tech industry by encouraging them to take risks and build self-confidence. Programs like Girls Who Code show how early encouragement can make the path into IT easier.
Current studies and developments 📊
1st Global Gender Gap Report 2024 of the World Economic Forum
The report shows that the proportion of women in the tech industry worldwide is only 22% and is even lower in management positions. This underlines the need for targeted support measures.
2nd Bitkom Study 2024: Women in the IT sector
According to Bitkom, 90% of IT companies see an increase in the proportion of women as an opportunity. Nevertheless, only 57% of companies specifically target women in recruiting, which indicates untapped potential.
3 Federal Statistical Office 2024: Gender pay gap
The data shows that women earned an average of 18% less than men in 2023. This pay gap highlights the existing inequalities and the need for action.
4th Bechtle Foundation 2024: Scholarship program for women in IT
With the "Female Upgreat" program, the Bechtle Foundation specifically promotes girls and women in the IT environment in order to increase the proportion of women in the industry and improve career opportunities.
Conclusion: The path to success 📝
Closing the gender gap in the IT and tech sector requires targeted measures - from bias-free recruiting, networks and mentoring to flexible working models. Companies that promote diversity not only benefit from a better corporate culture, but also from more innovative teams.
As an experienced HR consultancy Tech & Digital and member of the Diversity Charter, we support you in closing the gender gap in your company. With our tailor-made career planning programs and an inclusive recruiting approach, we help you find and promote the best talent. Together, we are shaping the tech industry of tomorrow - diverse, innovative and successful. 💻🌟
