Last week was Women In Tech Week—a week in which we celebrate the role of women in the tech industry, acknowledging the struggles they face, and recognizing their invaluable contributions, inspiring future generations to pursue careers in technology. Whilst there are many amazing aspects to focus on in this week of celebration, it is also important to address the fact there is much to do in order to ensure an industry where women and men are fairly represented. This blog is going to address a fundamental flaw in representation: the gender pay gap.
As of 2023, 91.1% of tech companies were paying their male employees more than their female staff. The pay gap in the tech industry is significantly higher than the national average of 11.6%, sitting at 16% according to an article by Verdict. Furthermore, women only occupy 23.5% of the top paying jobs in the industry. These figures are more extreme in the tech industry in comparison to other industries like healthcare, finance and education. With this in mind, this blog will explore some of the historical influences on the gender pay gap, its impact on women, the factors that contribute to it, and what individuals and businesses can do in order to combat it.
Historical Perspective:
The gender pay gap has deep historical roots, tracing back to the early industrial era when women first entered the workforce in significant numbers. During the 19th and early 20th centuries, societal norms dictated that men were the primary breadwinners, while women were often relegated to lower-paying, less skilled jobs. This disparity was further entrenched by legal and institutional barriers that restricted women’s access to higher education and professional opportunities. Despite significant progress over the past century, including landmark legislation such as the Equal Pay Act of 1963 in the United States, the gender pay gap persists. This enduring issue reflects not only historical inequalities but also ongoing challenges such as occupational segregation, unconscious bias, and the undervaluation of work traditionally performed by women. Understanding this historical context is crucial for addressing the systemic factors that continue to perpetuate wage disparities today.
The Impact on Women:
This phenomenon, despite being deeply rooted in the past, still affects the women of today. A smaller amount of earnings means that the financial stability and availability of women are impacted, as they are forced to pay the same way as men do on a larger salary. Women may also feel the need to work far harder than their male counterparts, as their retirement savings and economic security are not guaranteed as a result of the amount they are paid. The lack of competitive salaries for women means that several teams are left with a lack of talent and innovation, as the lack of diversity is intrinsically linked with fewer perspectives and experiences.
Factors contributing to the gender pay gap:
It seems that one of the fundamental reasons there is a gender pay gap is the lack of representation of women in the industry. Women only make up 17% of software developers, and earn 10% less than their male counterparts. These statistics are horrifying, and completely unrepresentative of society as a whole. With a fundamental lack of role models, women feel like they are not respected, and thus are less likely to enter into the industry, as they feel it would be a decision that would leave them feeling isolated.
Without this representation, it is hard to change systemic barriers, as it is challenging to advocate for policies and practices that promote equality. The absence of women in leadership positions further exacerbates this issue, as decision-making bodies often lack diverse perspectives that could drive meaningful change. To bridge this gap, it is essential to create inclusive environments, provide mentorship opportunities, and actively encourage young women to pursue careers in technology. By addressing these systemic barriers, we can work towards a more equitable industry where talent and hard work are the primary determinants of success, regardless of gender.
Women are also far less likely to be promoted- another fact shown by statistics. For every 100 men promoted to a managerial position, only 86 women are. A fundamental reason for this could be bias- in the hiring process, promotions and salary negotiations. There are some systemic biases which seem to enforce the idea that women are less deserving of these roles than men. These biases can manifest in various ways, such as the undervaluation of women’s contributions, the perception that women are less committed to their careers due to potential family responsibilities, and the lack of mentorship and sponsorship opportunities for women. Addressing these biases requires a concerted effort to implement fair and transparent promotion practices, provide bias training for decision-makers, and create a supportive network for women in the workplace
What can we do:
As companies, it is important to do everything you can in order to ensure that male and female employees are treated and paid fairly. Businesses should conduct pay audits, as well as supporting flexible working arrangements. It is also important to support development of female employees, and to change and enhance recruitment strategies and promotion practices, to ensure that gender is not a determining factor in these decisions.
As individuals, we should empower women to feel like they can stand up for themselves. Through mentorship and networking events, women should inspire one another so that they feel a sense of togetherness and community. Continuous learning around this topic is also integral to understanding the experiences of women, and being an advocate for equal pay is something we should all do, either as a man or woman.
Conclusion:
The gender pay gap in tech is a complex issue rooted in historical inequalities and ongoing biases. Women in Tech Week highlights both the achievements of women and the work still needed to achieve gender equality. By understanding the historical context, recognizing the impact on women, and addressing contributing factors, we can make strides towards closing the gap. Companies must commit to fair pay and supportive environments, while individuals can advocate for change and support one another. Together, we can create a more inclusive and equitable tech industry.
