ISACA Study Finds Nearly Half of Women in Tech Face Gender Bias
ISACA’s new 2026 Tech Workplace and Culture survey revealed that almost half (47 percent) of women in tech have experienced gender discrimination in the workplace, an increase of five percentage points from 2024.
This kind of discrepancy is felt in women’s everyday working life in other ways too. Women report lower satisfaction in various areas compared to men, including workplace culture (52 percent for women, compared to 65 percent for men), job security (59 percent for women, versus 69 percent for men), and career progression (67 percent for women, compared to 73 percent for men).
Additionally, two-thirds (63 percent) still believe the sector remains underrepresented by gender, compared to 41 percent of men. The challenge isn’t only getting women into the sector or supporting their progression – it’s also the influence they have once they are in the room, as only half (53 percent) of women feel they have sufficient authority to contribute to company strategy and direction, compared to 66 percent of men.
It may not come as a surprise that they often experience work-related stress or burnout—64 percent, compared to 57 percent of men.
The workplace challenges in the tech sector extend beyond gender. Professionals across tech report a lack of power in decision-making and limited authority over other core business decisions more broadly, feeding wider problems with retention and job satisfaction.
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Unclear career progression is considered the biggest barrier to advancement, cited by a third (34 percent) overall, but rising to two in five (41 percent) women. Furthermore, working in a fast-paced, high-pressure industry is taking its toll, with work-related stress or burnout driven primarily by heavy workload (48 percent), lack of resources (43 percent), unsupportive management (42 percent) and lack of appreciation (40 percent). Support for managing burnout has not kept pace either, as just a quarter (25 percent) of employers offer mental health days, and a further 23 percent are not clear on support initiatives at all.
Retaining talent is a persistent concern for employers, with three-quarters (75 percent) of respondents reporting that it is a significant or moderate issue for their organization.
Those who indicated they have changed jobs in the past two years cited a desire for better career prospects (29 percent), higher compensation/salary (28 percent), more interesting work (23 percent), better organizational culture (23 percent) and better work/life balance (23 percent) as the main reasons for leaving.
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Julia Kanouse, ISACA chief membership officer and head of the ISACA Foundation says, “Attracting and retaining tech talent requires employers to look beyond compensation and create an environment where people can build sustainable, rewarding careers. That means taking meaningful steps to address burnout, providing clear pathways for growth, preserving the flexibility professionals value and ensuring every employee has an equitable opportunity to contribute and advance.”
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Deepa Seshadri, Partner & CIO Program Leader, Deloitte India, and member of the ISACA Emerging Trends Working Group says,“Early intervention is the key to building a sustained, women-centric future in the tech industry. As tech advances, the need of the hour is for organizations to address burnout, strengthen career pathways, increase flexibility and create more equitable workplace experiences for women, which in turn will be critical to attracting and retaining talent.”