Women in Tech: What It’s Really Like and How to Succeed

Women entering technology still encounter an uneven playing field, but “succeeding” should not mean tolerating discrimination or changing your personality to fit a hostile workplace. Practical support, visible evidence of your work, fair processes and the freedom to leave a damaging team matter more than learning to endure bad behaviour.

My first job after university was with the UN, where I worked on digital-inclusion projects involving women and people with disabilities. I later worked in law, another famously male-dominated industry, before starting a PhD in computer science.

I encountered sexism almost as soon as I entered the computer science building for enrolment. A male student walked into the room, looked at me and assumed he was in the wrong place. Later that day, another peer commented on my body within minutes of meeting me. Those moments did not define everyone I met in technology, but they made the industry’s gender gap feel much less abstract.

The gap remains visible in current workforce data. In the United States, women made up 27.5% of people in computer and mathematical occupations in 2025, according to the Bureau of Labor Statistics. The proportions varied sharply by role: women were 20.3% of software developers and 25.1% of computer and information systems managers.

What actually helps women succeed in tech

Find sponsors as well as mentors

A mentor gives advice. A sponsor uses their influence when decisions are being made: they recommend you for a project, make your contribution visible and challenge unfair treatment. I benefited from generous mentors earlier in my career who highlighted my successes and advocated for me when I was treated unfairly.

Look for people who already behave fairly, give specific feedback and credit colleagues accurately. A sponsor does not need to share your gender, but they do need to be willing to act.

Keep a private record of your work

Maintain a simple document with completed projects, measurable outcomes, positive feedback, responsibilities you took on and skills you developed. Update it while details are fresh. This makes performance reviews, promotion cases and salary conversations more concrete—and helps if your contribution is later minimized or attributed elsewhere.

Make ownership clear in meetings

If someone repeatedly interrupts, use direct language: “I’d like to finish this point,” or “Let’s come back to the proposal I was outlining.” Follow important discussions with a short written summary of decisions, owners and deadlines. If a colleague restates your idea, a supportive teammate can redirect credit: “That builds on the point Arianna just made.”

This is also where allies can do useful work. Our guide to how male allies can support women in technology focuses on specific actions rather than vague encouragement.

Ask how pay and promotion decisions are made

Questions about salary bands, promotion criteria and the evidence required for the next level are reasonable. Where lawful, open conversations with trusted colleagues can expose inconsistencies. In one of my previous departments, colleagues compared salaries and discovered that a woman was being paid much less than the rest of us. The information helped her secure a raise.

Do not rely only on verbal promises. After discussing a development plan, send a brief email recording the goals, support and review date you agreed.

Protect your time and avoid invisible-work traps

Notice who is asked to take notes, organize social events, onboard colleagues or provide emotional support. Some of this work is valuable, but it should be recognised and shared. Before accepting another task, ask what should be deprioritized and whether the work contributes to your stated goals.

Build a network beyond one employer

Relationships outside your immediate team give you perspective, referrals and a reality check when a workplace insists that poor behaviour is normal. Your network can include former colleagues, professional societies, open-source communities, alumni, conference contacts and people working in adjacent fields. If networking drains you, our networking guide for introverts focuses on lower-pressure ways to build those relationships.

If you are still deciding whether a technical path suits you, start with why you might learn to code. Technology contains many roles besides software engineering, and a good career fit depends on the work itself as well as the industry’s image.

If discrimination or harassment occurs

You are not responsible for fixing an unsafe culture by yourself. If something happens, consider recording the date, location, people present, exact words or actions, and any effect on your work. Keep evidence legally and securely; do not remove confidential company material you are not entitled to possess.

Review the written policy and decide what outcome you want before reporting: for example, the behaviour to stop, a reporting-line change, a correction to an evaluation or a formal investigation. HR works for the organization, so it can be useful without being your personal advocate. Depending on your location and situation, you might seek confidential advice from a union, professional body, employment adviser or lawyer. In the US, the Equal Employment Opportunity Commission explains workplace discrimination rights; in Great Britain, Acas provides guidance on discrimination at work.

Processes and filing deadlines vary by country, so use official guidance for your jurisdiction rather than treating a general article as legal advice.

How to assess a tech workplace before joining

• Ask how work is allocated, performance is evaluated and promotion decisions are documented.
• Notice who interviews you and whether women hold technical and decision-making roles.
• Ask what happened after the last employee survey or inclusion review.
• Request examples of flexible work, parental leave and return-to-work support in practice.
• Pay attention to whether interviewers answer specific questions with evidence or slogans.

You can be ambitious without accepting disrespect as the admission price. The goal is not simply to get ahead inside a broken system; it is to build a career in which your work is visible, your boundaries are credible and the people around you treat you as though you belong—because you do.