Posted by Bengaluru: Alarmingly, half of women in tech have experienced gender discrimination in the workplace, revealed ISACA’s new study.
ISACA’s new 2026 Tech Workplace and Culture survey found that 47% of women in tech have experienced sex discrimination in the workplace, which is an increase of five percentage points from 2024.
Women report lower satisfaction in various areas compared to men, including workplace culture (52% for women, compared to 65% for men), job security (59% for women, versus 69% for men), and career progression (67% for women, compared to 73% for men), as per the survey.
Additionally, two-thirds (63%) still believe the IT or tech sector remains under represented by gender, compared to 41% 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. Only half (53%) of women feel they have sufficient authority to contribute to company strategy and direction, compared to 66% of men.
As high as 64% women in tech often experience work-related stress or burnout compared to 57% of men, as per the ISACA’s new study.
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.
Unclear career progression is considered the biggest barrier to advancement, cited by a third (34%) overall, but rising to two in five (41%) 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%), lack of resources (43%), unsupportive management (42%) and lack of appreciation (40%).
Support for managing burnout has not kept pace either, as just a quarter (25%) of employers offer mental health days, and a further 23% are not clear on support initiatives at all.
Retaining talent is a persistent concern for employers, with three-quarters (75%) of respondents reporting that it is a significant or moderate issue for their organisation. Those who indicated they have changed jobs in the past two years cited a desire for better career prospects (29%), higher compensation/salary (28%), more interesting work (23%), better organisational culture (23%) and better work/life balance (23%) as the main reasons for leaving.
“Attracting and retaining tech talent requires employers to look beyond compensation and create an environment where people can build sustainable, rewarding careers,” said Julia Kanouse, ISACA chief membership officer and head of the ISACA Foundation.
“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,” added Kanouse.
Despite these challenges, there is genuine optimism about the future. Over two-thirds (71%) of both men and women expect to see more women entering the tech sector over the next five years, pointing to a clear appetite for change.
In terms of efforts to reduce the discrimination, 65% tech professional respondents suggested that educational institutions should provide women with more female mentors and role models. While 48% recommended for women’s technology clubs or organisations that provide networking opportunities. And 40% respondents stated that educational institutions should hire more women as technology professors.
This points to the value of early intervention, shaping culture and representation before talent even enters the workforce. Programs such as ISACA’s SheLeadsTech already offer a practical response to the structural and cultural gaps, working to build the pipeline of women entering and staying in tech and cyber careers.
“Early intervention is the key to building a sustained, women-centric future in the tech industry,” says Deepa Seshadri, Partner & CIO Program Leader, Deloitte India, and member of the ISACA Emerging Trends Working Group.
“As tech advances, the need of the hour is for organisations 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,” added Seshadri.