International Women’s Day 2025

Accelerating Action: Celebrating the Advancement of Women in Tech

In celebration of International Women’s Day 2025 and its theme, “Accelerating Action,” IGEL is highlighting the accomplishments of women in multiple fields, particularly in the tech industry.

Throughout history, several pioneering women have made significant contributions to the field of computing and technology. Ada Lovelace, often regarded as the world’s first computer programmer, collaborated with Charles Babbage on the Analytical Engine, where she developed the first computer algorithm. Following her, Grace Hopper emerged as a key figure in programming, creating the first compiler, known as the A-0 System, and playing a crucial role in the development of COBOL, one of the first high-level programming languages.

Although primarily known as a Hollywood actress, Hedy Lamarr co-invented frequency-hopping spread spectrum technology, which later laid the groundwork for essential wireless communication methods such as Wi-Fi, Bluetooth, and GPS. Her contributions were recognized posthumously, highlighting her impact on modern communication.

Margaret Hamilton made her mark as the leader of the software engineering team for NASA’s Apollo 11 mission, coining the term “software engineering” and revolutionizing real-time computing systems in the process. Lastly, Radia Perlman is celebrated for her fundamental work on the Spanning Tree Protocol (STP), a critical component of network routing and the internet’s infrastructure. Due to her contributions, she is often referred to as the “Mother of the Internet.”

Together, these women have shaped the technological landscape we know today. We are proud to recognize their accomplishments as we continue to “accelerate action” for gender equality by working to build a more inclusive workforce where diverse talent can thrive and grow.

How IGEL Promotes Diversity and Gender Equality

Although women make up nearly half of the overall workforce, they remain a minority in the tech industry. Recent studies indicate that women hold approximately 25-30% of jobs in IT and other tech-related fields. However, hiring trends across the technology industry continue to improve, with a 2023 AnitaB.org survey revealing that 32.9% of new technical hires were women, an increase from 31.6% in 2022.[1]

IGEL is keeping pace with this trend, and in 2024 women made up around 32% of all new hires across technical, business, and leadership roles.

“By building upon our current practices, IGEL can create a more equitable environment that promotes career advancement and empowers all employees to succeed. Furthermore, by continuing to hire and promote qualified women into leadership positions and technical roles, we can help IGEL and the industry as a whole exceed the current averages of gender equality in the IT field.’’  Klaus Oestermann, CEO of IGEL.

“As we celebrate International Women’s Day and reflect upon the continued work toward providing equitable access to growth for all, I am so proud of what the IGEL4Women in Tech Employee Resource Group has been able to help us accomplish in partnership with IGEL leadership,” said Lori Thompson, VP of HR for North America at IGEL. “From sparking a company-wide mentorship program to calling for needed benefits enhancements and increasing the visibility of women on the tech stage, every effort we can make together contributes to the success of women and the company as a whole.  Our joint efforts will continue as we aim to cultivate an environment where women in technology and leadership roles can succeed, thrive, and progress to advanced levels of responsibility.”

A Significant Gender Gap Exists in Tech

Women are still significantly underrepresented in IT roles. In the U.S., for example, the figure has been estimated to be around 35% of tech positions as of the end of 2023[2], highlighting a continuing gender gap in hiring and employment within the tech industry. Furthermore, in the tech sector, only about 32% of senior management positions are held by women.[3]

In major tech companies, the percentage of women in leadership roles typically ranges from the mid-20s to low-30s (e.g., women represent 28% of Google’s leaders, 32% at Apple, and 26% at Microsoft).[4]  This means that roughly one in three technology leaders is female, underscoring a significant gap.

The disparity is even more pronounced in technical C-suite positions. For instance, women hold only about 20% of CTO positions in mid-market tech firms, and around 26% of tech company CEOs are women.[5]

Notably, none of the “Big Five” U.S. tech giants has ever had a female CEO. These statistics underscore that women are not only fewer in number throughout IT organizations, but the imbalance grows at higher levels of authority.

Many Women Opt for Non-Technical Roles or Leave the Industry Entirely

Industry data shows that only about 26–27% of technical roles—such as engineering, IT, and development—are held by women. [6] In contrast, women tend to occupy a higher proportion of non-technical roles, like HR, marketing, and operations, within tech companies. This trend raises the overall percentage of women in the workforce; however, it indicates that women in IT are disproportionately concentrated in support or business roles rather than in coding, engineering, or other technical positions. Closing this gap will require hiring more women into technical teams and ensuring their retention and advancement in those tracks.

Furthermore, when it comes to promotions and career advancement, women in IT face a “broken rung” phenomenon[7] similar to other industries – they are promoted at lower rates than men, leading to fewer women in senior positions.

Women in tech also tend to leave the industry at higher rates – one study noted women voluntarily exit tech jobs at a 45% higher rate than men, and over 50% of women in tech quit by age 35[8], often citing limited growth opportunities and lack of advancement as key factors.

The Critical Need for Gender Diversity in IT

The underrepresentation of women in technology and IT careers is not just an individual issue—it has far-reaching economic, social, and technological consequences. Increasing female participation in these fields doesn’t just promote fairness; it also leads to a better, more innovative, and more equitable world for everyone.

A predominantly male sector can lead to unconscious biases in the development of technology. A well-known example is facial recognition systems, which often perform worse for women and people of color because the training data primarily consists of white male faces. Additionally, medical research has historically focused on the male body, leading to misdiagnoses or inadequate treatments for women.

Increasing the number of women in IT and technology roles can enhance culture and team dynamics, creating a more inclusive and open work environment. This diversity also enhances communication and collaboration. Companies with higher gender diversity have also been shown to achieve better financial results. Research from McKinsey and other organizations indicates that diverse companies are also more productive and profitable[9].

Utilizing the full talent pool of both female and male contributors can lead to greater efficiency and economic growth and can even promote a more pleasant work atmosphere.

Conclusion

While there is still room for growth, IGEL has made great strides in “accelerating action” by recruiting women, achieving results, and showcasing effective hiring practices and outreach efforts. If you would like to play a role in shaping the future of technology, consider joining IGEL. We are committed to gender equality and providing equal opportunities in the tech industry. Explore the available positions at IGEL Careers.

By IGEL4Women

[1] https://anitab.org/wp-content/uploads/2023/09/TCReport2023_Final_Web.pdf

[2] WomenTech Network, Industry Report on Women in Engineering and IT, 2023

[3] https://www.grantthornton.global/en/insights/women-in-business/women-in-tech-a-pathway-to-gender-balance-in-top-tech-roles

[4] https://www.statista.com/statistics/1250776/women-in-leadership-roles-in-tech-companies/

[5] https://www.grantthornton.global/en/insights/women-in-business/women-in-tech-a-pathway-to-gender-balance-in-top-tech-roles

[6]https://www.mckinsey.com/~/media/mckinsey/featured%20insights/diversity%20and%20inclusion/women%20in%20the%20workplace%202022/women-in-the-workplace-2022.pdf

[7] https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace

[8] https://anitab.org/blog/discussion/why-women-leave-tech-at-35

[9] https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-matters-even-more-the-case-for-holistic-impact