Vineeta Rao
Auckland, April 6, 2025
“All the women that I met were doubted, challenged, facing struggles just to prove that they are worthy way more than male in the environment.”
This participant quote from a recent study by the Gender Equity Advocacy Group Tech Beyond Gender shows that not much has changed in the technology sector, where persistent gender biases and discrimination impede the progress of women.
There have been and are calls for systemic change.
The study, conducted by Solution Architect and founder Meena Satishkumar, surveyed nearly 200 women and gender-diverse individuals in various technical roles, including IT Engineers, Software Developers, and Product Managers.
Interviews with 13 respondents provided examples of microaggressions such as hidden micromanagement and the need to constantly prove their worth.
One respondent described her experience as ‘hidden micromanagement,’ while another noted that women she met during her career faced more struggles to prove their worth.
High Turnover Consideration
The Study’s findings are alarming, with over half of the respondents considering leaving their current positions and more than a third contemplating exiting the tech sector entirely.
This high turnover consideration highlights the ongoing challenges faced by women and gender-diverse professionals in the industry.
From being talked down, having solo accomplishments credited to the wider team to being unofficially assigned the emotional labour roles such as therapist or note taker because of gender, the discrimination is not always subtle but appears to be always there.
“Every time there is a ‘People Issue’ or someone’s upset, they ask me to step in because I am ‘good with emotions.’ I am a senior backend developer. But somehow I have been unofficially assigned the role of team therapist, “ said one participant during the survey.
Superficial Diversity Initiatives
Despite organisational claims of supporting gender diversity, 45% of respondents reported insufficient active promotion of gender diversity initiatives. Many felt that these efforts were superficial, undermining employee confidence and organisational reputation.
“It is a PR exercise and not something that is done from an authentic point of view. The focus is on the Rainbow tick, but when it comes to actual inclusion in IT, nothing,” one participant said.
Ms Satishkumar noted that the disconnect between stated commitments and actual practices is even more pronounced at higher levels of the organisational hierarchy.
Pay Transparency
Pay transparency and fairness remain significant issues, with 70% of respondents expressing dissatisfaction with pay transparency and nearly half feeling their compensation was unfair. Despite awareness of these pay gaps, many workers stay silent due to fear of repercussions.
The Study also revealed that 40% of respondents experienced gender-based microaggressions and discrimination, a slight improvement from last year’s 48%. These microaggressions include subtle biases such as interruptions, idea appropriation, and cultural assumptions, creating significant barriers to career advancement.
“I joined a new team as a senior engineer, but in the first few meetings, people assumed I was there to take notes or manage Jira boards. I had to keep reminding them: ‘No, I am leading the backend on this project,’” a participant said.
Another said, “I had worked very hard on a project and explained a technical solution at a sprint planning meeting. No one responded. Two minutes later, a male colleague rephrased exactly what I said; it became a brilliant idea. It was not the first time, and it probably will not be the last. But it chips away at your confidence every time.”
Challenges in Higher Roles
Representation of women and gender-diverse professionals declines sharply in senior technical roles. Several interviewees emphasised that while entry-level roles might be more diverse, higher-level positions often exhibit token diversity, with underrepresentation in core technical roles despite external diversity commitments.
Dr Amanda Sterling, a Gender Equity advocate, commented on the findings, stating that superficial attention to gender diversity leads to greater emotional, mental, and physical labour for women in leadership roles. Sterling’s research aligns with the study’s results, highlighting the conflicting demands and gendered expectations faced by women in leadership.
In response to the Study’s findings, Tech Beyond Gender has released ten recommendations to promote systemic change. These include embedding genuine inclusivity into HR practices, promoting transparent and equitable compensation, ensuring robust microaggression policies and reporting, and expanding training and development initiatives.
Vision for the Future
Ms Satishkumar envisions an inclusive and equitable tech industry where all individuals, regardless of gender identity, have equal opportunities to thrive, contribute, and lead. She believes that while the sector has made progress, there is still a long way to go, and the latest results underscore the need for action.
“By adopting these succinct yet comprehensive recommendations, organisations can build an integrated, equitable culture that enhances employee satisfaction, drives innovation, and strengthens the overall organization’s reputation in the competitive tech industry,” she said.
With the tech sector already grappling with a significant skills shortage, addressing these issues is crucial to retaining and attracting talent.
“We cannot afford to keep alienating and driving half of the potential workforce away. We cannot continue the way that we have,” Ms Satishkumar added.
Vineeta Rao is an Indian Newslink Reporter based in Auckland.
