Some 47 per cent of women in tech have experienced gender discrimination in the workplace, an increase of 5 percentage points from 2024, according to ISACA’s new 2026 Tech Workplace and Culture survey.
It may be a US-based study, but the findings are likely to be comparable in the UK, with the report also finding that programmes to ensure higher representation of women are also in decline.
According to the ISACA – which offers professional credentials, resources, and community to support digital professionals – this kind of discrepancy is felt in women’s everyday working life in a number of ways. Women report lower satisfaction in various areas compared to men, including workplace culture (52 per cent for women, compared to 65 per cent for men), job security (59 per cent for women, versus 69 per cent for men), and career progression (67 per cent for women, compared to 73 per cent for men).
Additionally, two-thirds (63 per cent) still believe the sector remains underrepresented by gender, compared to 41 per cent of men. The challenge isn’t only getting women into the sector or supporting their progression – it’s also the influence they have once they’re in the room, as only half (53 per cent) of women feel they have sufficient authority to contribute to company strategy and direction, compared to 66 per cent of men.
It may not be surprising, then, that women also more often report that they experience work-related stress or burnout – 64 per cent, compared to 57 per cent of men.
The workplace challenges in the tech sector extend beyond gender. Professionals across tech report a lack of power in decision-making and limited authority over other core business decisions more broadly, feeding wider problems with retention and job satisfaction.
Unclear career progression is considered the biggest barrier to advancement, cited by a third (34 per cent) overall, but rising to two in five (41 per cent) women. And working in a fast-paced, high-pressure industry is taking its toll, with work-related stress or burnout driven primarily by heavy workload (48 per cent), lack of resources (43 per cent), unsupportive management (42 per cent) and lack of appreciation (40 per cent). Support for managing burnout has not kept pace either, as just a quarter (25 per cent) of employers offer mental health days, and a further 23 per cent don’t know if support is offered or offer no support at all.
Retaining talent is a persistent concern for employers, with three-quarters (75 per cent) of respondents reporting that it is a significant or moderate issue for their organisation. Those who indicated they have changed jobs in the past two years cited a desire for better career prospects (29 per cent), higher compensation/salary (28 per cent), more interesting work (23 per cent), better organisational culture (23 per cent) and better work/life balance (23 per cent) as the main reasons for leaving.
Julia Kanouse, ISACA Chief Membership Officer and Head of the ISACA Foundation, said: “Attracting and retaining tech talent requires employers to look beyond compensation and create an environment where people can build sustainable, rewarding careers. That means taking meaningful steps to address burnout, providing clear pathways for growth, preserving the flexibility professionals value and ensuring every employee has an equitable opportunity to contribute and advance.”
Despite these challenges, there is genuine optimism about the future. Over two-thirds (71 per cent) of both men and women expect to see more women entering the tech sector over the next five years, pointing to a clear appetite for change.
Tech professionals are clear about what would make the biggest difference – 65 per cent of respondents say educational institutions should provide women with more female mentors and role models, 48 per cent recommend women’s technology clubs or organisations that provide networking opportunities, and 40 per cent say educational institutions should hire more women as technology professors.
