Disparate treatment of women in the tech industry is, sadly, almost a cliché of that industry, even after years of attention focused on such problems, which include everything from pay disparities and uneven promotion rates to sexual harassment and even violence.
But the negative impacts of this treatment don’t fall solely on female employees. Tech employers themselves risk losing out on female talent if they don’t address pervasive disparate treatment of their staffs.
Startling Evidence of Disparate Treatment in Tech
In an analysis by Dice, a DHI Group, Inc. brand, it was revealed that women in the technology sector are significantly more inclined to seek new job opportunities due to pay dissatisfaction compared to their male counterparts. With 38% of women actively looking for new roles versus 30% of men, the disparity in earnings and workplace experiences is pushing women to consider changes more aggressively.
This comes against a backdrop where, on average, women earn approximately 71 cents for every dollar earned by men with the same level of education.
The Dice report shows that women in tech roles earn roughly $15,000 less annually than men, translating to about 87 cents on the dollar. While this is better than the national average, it underscores a persistent issue of pay inequality that spans across tenure and experience levels. The report also explores the broader challenges women face in the tech industry, including higher rates of gender discrimination, with 48% of women reporting such experiences compared to just 15% of men.
Optimism Remains
Despite these challenges, women in tech remain optimistic about the future of the profession, with 46% believing it will grow significantly over the next five years. However, their current circumstances, particularly relating to pay and workplace discrimination, are major factors driving them toward seeking new opportunities. The analysis also revealed that women place a higher value on work-life balance and flexible working arrangements than men, with 65% of women considering it extremely important to have the option to work remotely at least three days a week.
To attract and retain skilled women in technology, companies must prioritize creating inclusive workplace cultures that address pay equity, offer comprehensive benefits, and support career growth and advancement. By acknowledging and acting on these disparities, companies can not only enhance their appeal to female tech professionals but also contribute to the overall growth and innovation within the industry.
Lin Grensing-Pophal is a Contributing Editor at HR Daily Advisor.