IT sets the direction of changes in the labor market – why is there still a shortage of women in it?

The IT industry has been setting the tone for good practices in the labor market for years – flexible forms of employment, salary transparency and greater care for candidate and employee experience are solutions that inspire other sectors. However, despite these advantages, women still account for 16.1% of people in specialist positions, and in the most technical areas their share does not exceed 5% (data from LeasingTeam Group). This is a phenomenon that goes far beyond the issue of recruitment.

Not code, but analysis – what does the representation of women in IT look like?

We see the largest share of women in areas that require analytical and communication competences, such as testing and quality (30.4%), IT analysis (31.2%) or project management (30.8%). However, in strictly technical areas, such as programming (8.6%), cybersecurity (3.1%) or DevOps (2.8%), they are still in a clear minority – notes Anita Dąbrowska, expert at LeasingTeam Group.

The employment structure of women in IT varies significantly depending on the specialization. Their lack in key areas affects not only statistics, but also innovation and the quality of technologies created. Teams with a dominant demographic may unwittingly design solutions that are less intuitive and functional for a wider range of users.

It is not the IT industry that is the barrier – the problem starts earlier

Women’s career decisions are not just based on individual preferences – they are influenced by years of previous experience, from education to social role models and access to first development opportunities.

The path to a career in IT begins long before the first recruitment. The role of education, access to technology and first professional experience is of great importance – emphasizes Dąbrowska.

In 2024, only 10.52% of women took the Matura exam in extended computer science, and 39.9% took the extended mathematics exam (CEC, 2024). As a result, fewer women take up technical studies – although they account for 44% of students at technical universities, only 16% choose majors related to new technologies (OPI, 2022).

What else makes it difficult for women to develop in IT?

The still present and stigmatizing stereotypes related to the image of a geek programmer, unconscious biases in recruitment processes and the decisions that result from them, or the lack of female role models mean that the number of women in IT is lower from the very beginning – points out the expert of LeasingTeam Group.

Difficulties also apply to the first job – female bootcamp and course graduates today have a higher entry threshold for IT than people with technical studies, especially in the face of a limited number of junior positions.

Even after entering the IT industry, women face new challenges. Male dominance in teams, difficulties with integration that may result from it, or limited access to management positions They can make their career path slower. Solutions? Greater emphasis on mentoring, conscious building of diverse teams and elimination of unconscious barriers at the recruitment and development level.

What actions can increase the participation of women in IT?

It is about both activities at the level of education and business. Especially if organizations in this industry want a greater representation of women in the areas of programming or cybersecurity.

Already in kindergarten and primary school, learning programming through play should also be focused on girls and adapted to their interests. At the same time, we need to promote development opportunities in the IT industry, referring to the profiles of women who have already achieved success. The earlier girls come into contact with the real application of technology, the greater the chance that they will consider a career in IT in the future – emphasizes Anita Dąbrowska.

Companies can also actively eliminate barriers by implementing competency-based recruitment, mentoring programs, and campaigns that promote team diversity. Support for women at the beginning of their careers is also important – recruitment programs for people who have changed careers and initiatives such as Google’s “Women Techmakers” help break down barriers and build a career path in IT.

Diverse teams mean better technologies – IT needs to understand this

IT is the industry of the future, but its potential for innovation depends on diversity. Without greater participation of women in technology, the market loses valuable talent and prospects, which affects the way solutions are created. It is crucial to act on many levels – from education to recruitment processes and professional development.

IT is not just a code, which is why the stereotype of a geek should be a thing of the past. The industry itself is an ideal space for innovation and diversity, where women thrive – notes Anita Dąbrowska, expert at LeasingTeam Group.

Author of the article

Iga Pazio

PR & Marketing Director w LeasingTeam Group. Menedżerka z ponad 20-letnim doświadczeniem w komunikacji i marketingu, specjalizująca się w strategii marki. Autorka inicjatyw i publikacji z obszaru rynku pracy, HR, EB i ESG. Przez kilkanaście lat związana z Grupą Pracuj, od 2024 roku odpowiada za marketing i PR w LeasingTeam Group. Zwolenniczka rozwoju i dzielenia się wiedzą jako elementów nowoczesnego przywództwa i kluczowych wartości biznesowych.