Women are natural problem-solvers. “Women enjoy solving problems, and that’s what engineers do,” says Yecies of Bone Health Technologies. “A lot of us want to improve the world and have a positive effect on people by things like solving climate problems and building robots for the mobility impaired. If you focus on those elements of the impact you can have, it will tend to draw more women.”
But here’s the catch: many women in tech take career breaks—whether to care for family, pursue personal goals, or address health concerns—and find it challenging to return. Even though more and more companies are championing diversity, equity, and inclusion, there’s still a strong need for returnships and re-entry programs that bring talented women back into the fold. Let’s explore why women in tech are so vital, what challenges they face, and how supporting their return benefits everyone.
The Current Landscape for Women in Tech
Recent data from Lorien Global paints a clearer picture of women’s experiences on today’s tech teams:
- 75% of women rate their work environment as inclusive and supportive. However, only 25% feel they always have equal career advancement opportunities.
- 31% of women value company-sponsored training as their top form of support, while 28% highlight professional networks as crucial.
- 45% of women cite work-life balance as their biggest challenge, followed by 27% who point to gender bias.
- 31% aim to specialize further in their field, and 25% aspire to leadership roles within the next five years.
- A remarkable 87% express confidence in their roles, and 81% are confident in their leadership capabilities.
Meanwhile, Skillsoft’s 2024 Women in Tech Report shows the growing intersection of women in tech with artificial intelligence (AI):
- 41% of women in tech want to learn more about Analytics, AI, & Machine Learning.
- 73% say AI has increased efficiency and productivity in their roles.
- 47% identify a lack of AI skills/training as the main barrier to adoption.
- 32% believe AI advancements moderately improve diversity, equity, and inclusion.
From a broader workplace satisfaction perspective, Forbes notes that 77% of women feel somewhat or extremely satisfied at work. While that’s a 2% dip from last year, it still shows a strong sense of optimism—especially in a rapidly evolving sector. When it comes to what matters most for tech workers:
- Job security (74%)
- Employee benefits (68%)
- Work-life balance (66%)
- Managerial support (58%)
- Diversity, equity, and inclusion (54%)
Similarities and Differences on the Path to Leadership
Research by BCG reveals striking similarities between men and women who rise to leadership positions in tech. Both groups tend to be equally ambitious, comfortable with risk, and highly skilled in technical or tech-adjacent areas. Yet women encounter roadblocks that men typically do not:
- Longer Caregiving Leave: Women often shoulder caregiving responsibilities that lead to extended breaks, making their return to a rapidly changing tech landscape more difficult.
- Fewer Role Models: There are fewer women in top-tier roles, reducing access to mentors who can guide them back.
- Proving Tech Skills: Women frequently feel extra pressure to prove their skills, particularly their technical expertise.
All of these factors can create a steeper climb back into a meaningful tech career.
Why Tech Needs More Women Returners
So, if tech is challenging for women at times, why does the industry need them back so badly? Because when you broaden the talent pool with returners—especially experienced women—you gain:
- Diverse Perspectives: Women with career breaks often return with fresh ideas, cross-industry experience, and insights gained from juggling multiple roles.
- Stronger Problem-Solving: A diversity of backgrounds fosters creativity and innovation, especially in fields like AI, machine learning, and robotics.
- Improved Retention: Welcoming women back with targeted support can lead to higher overall retention and a better work culture for everyone.
- Tangible Business Benefits: Companies with greater gender diversity are shown to outperform peers in profitability and productivity.
What Organizations Can Do
- Launch Returnship Programs: Structured returnship programs ease the transition, offering training, networking, and flexible work arrangements.
- Mentorship and Sponsorship: Matching returners with mentors or sponsors who have navigated similar journeys boosts confidence and career progression.
- Flexible & Inclusive Policies: Embrace remote work, part-time opportunities, or flexible scheduling to accommodate caregiving responsibilities.
- Skill-Based Training: Offer targeted upskilling in emerging areas like AI and analytics, addressing the skills gap highlighted in the reports.
Building a Future Together
Tech is evolving at breakneck speed, and it needs all hands on deck—particularly the talented, driven women who paused their careers and are eager to jump back in. By creating supportive returnship programs, mentorship networks, and clear career pathways, companies stand to benefit from the invaluable contributions women returners in tech bring.
Let’s continue to champion the talents of women problem-solvers who are ready to re-enter the workforce and make a difference. When we pave the way for more women returners, the whole industry—and society—wins.
Citations:
- Lorien Global: Women in Tech Insights 2024
- Skillsoft’s 2024 Women in Tech Report
- Forbes: Women in Tech Stats
- BCG: Women’s Path to Leadership in Tech
Interested in returning to tech or looking for ways to support women on that journey? Connect at MARS Returnship and we will help you build a more inclusive, innovative future for everyone.
