The Tech Gender Divide: A Look at Women in IT, Web3 and the Persistent Pay Gap

The tech industry is booming, driving innovation and shaping our future. Yet, despite its forward-thinking nature, it grapples with a persistent and undeniable challenge: gender imbalance. While efforts are underway to attract and retain women in IT globally, the numbers still tell a stark story, particularly when it comes to pay.

Let's dive into the current landscape and shed light on why the future of tech depends on achieving true equity.

The Global Picture: A Quarter of the Workforce, But Not the Whole Story

Globally, women remain significantly underrepresented in technology roles. Recent data from 2023-2025 indicates that women hold only around 26-35% of technology jobs. While this figure shows a gradual increase over the years, progress is often slow and uneven.

Consider these insights:

• Some sources indicate women hold around 26.7% of technology jobs globally as of 2023 (World Economic Forum cited by Genius).

• Other reports suggest women make up around 35% of the tech workforce (womentech.net).

• Even in major tech giants like Google, Apple, Facebook, Amazon, and Microsoft (GAFAM), the proportion of female staff typically ranges between 29% and 45% of their entire workforce.

• The representation drops even further in leadership positions, with women holding less than a third of executive roles in tech. For instance, only around 10.9% of tech CEOs and senior leaders are women.  In blockchain this is even less.

• The numbers are even more striking for founders.  Only 13% of Web3 startups have a female founder, with a tiny 3% being exclusively female-led. 

• This leadership gap translates directly into funding challenges.  All-male founding teams in Web3 raise nearly four times more than all-female teams, with an average of $20.2 million compared to just $7.8 million. No all female teams have raised over $100 million.

The journey into tech often begins with more promise. Women hold around 32.8% of entry-level computer science jobs, and make up 39% of tech industry interns. However, the attrition rates are concerning, with up to 50% of women who enter the technology field abandoning it by the age of 35. This suggests challenges in retention, promotion opportunities, and workplace culture.

The Elephant in the Room: The Gender Pay Gap in IT

Beyond representation, the disparity in pay between men and women in IT is a critical issue. While "equal pay for equal work" is a widely accepted principle, the reality often falls short.

Globally, studies reveal a persistent gender pay gap where women, on average, earn less than men. While the exact figures can vary depending on the data source and the methodology (e.g., controlled vs. uncontrolled gaps), the trend is clear.

In the IT industry, specifically:

• Some analyses suggest that for every $1 men make, women earn around $0.83 to $0.85 when looking at uncontrolled data (meaning without accounting for factors like job role, experience, etc.). This "opportunity gap" reflects broader systemic issues like occupational segregation where women are less likely to be in higher-paying roles.

• Even when comparing women and men in the same jobs with similar qualifications (controlled data), a gap often persists, albeit smaller. Some reports indicate women earn around $0.99 for every $1 men make in these controlled scenarios. While seemingly small, this still indicates a disparity for the same work.

• Alarmingly, some data points to companies offering men higher salaries than women for 62% of jobs in technology.

• Specific roles show significant differences: one report highlighted that in database administration, the median man made almost $40,000 more per year than the median woman.

Why Does This Gap Persist?

The gender pay gap in IT isn't solely due to direct discrimination (though that can play a part). It's a complex issue driven by several factors:

• Underrepresentation in Senior Roles: Women are less likely to be in higher-paying leadership, senior engineering, or executive positions within IT.

• Occupational Segregation: Women may gravitate towards or be channeled into lower-paying IT specializations.

• Negotiation Gaps: Studies sometimes suggest women are less likely to negotiate for higher salaries, or face harsher penalties when they do.

• Career Breaks: Women are more likely to take career breaks for family responsibilities, which can impact career progression and lifetime earnings.

• Unconscious Bias: Unconscious biases can influence hiring, promotion, and compensation decisions.

The Path Forward: Why Equity Matters

Closing the gender gap in IT isn't just about fairness; it's a strategic imperative. Diverse teams are proven to be more innovative, productive, and profitable. Attracting and retaining more women in IT, and ensuring they are paid equitably, will not only enrich the industry but also help address the growing tech skills shortage in many countries.

The spotlight is now firmly on companies to provide greater transparency on pay, implement robust diversity and inclusion policies, and actively foster environments where women can thrive and reach their full potential, both in role and in remuneration. The future of tech depends on it.