The majority (87 percent) of IT professionals agree that there is a lack of gender diversity in the sector, yet less than half (41 percent) of businesses have programs in place to hire more women, according to new research from ISACA, the leading global professional association helping individuals advance their careers in digital trust fields.

This is despite 74 percent of businesses also saying that attracting and retaining talent is a challenge, finds ISACA’s Tech Workplace and Culture report, which surveyed 7,726 tech professionals around the globe.

When looking at why women are still under-represented in tech roles, 43 percent of female respondents (and 21 percent of men) say it is because most IT role models and leaders are male. The next biggest culprit was pay inequality, according to 42 percent of women—but only 15 percent of men—who responded.

Overall, men tend to rate their sense of authority in specific areas of their current role more highly, whereas women tend to give lower ratings. The gap between men and women’s perceptions of authority are the largest for making purchasing decisions (13 percentage point gap) and contributing to the company strategy and direction (10 percentage point gap).

Jo Stewart-Rattray, ISACA’s Oceania Ambassador and Founder of ISACA’s SheLeadsTech program said Australia’s tech sector is experiencing significant talent shortages and agrees that a lack of women role models is compounding this, along with concerns over pay and promotion inequality.

“Australia’s tech sector faces a Catch-22; women remain under-represented due to a lack of visible role models, yet it is the success of these very role models that inspires others to adopt this career path and thrive,” said Ms Stewart-Rattray. “Role modelling and mentoring cannot be underestimated as one of the most powerful forms of motivation and support.

“To break this cycle, businesses must actively address pay and promotion inequalities, while creating pathways that allow women to achieve their individual career goals, including during pivotal life stages like maternity leave.”

Survey respondents indicate they believe that educational institutions can do more to drive gender inclusion, including:

• Providing mentors or role models (52 percent)
• Establishing tech clubs and/or organisations for networking for women (42 percent)
• Hiring more female tech professors (31 percent)

The survey did however indicate some progress, with sixty-eight percent of women indicating they are extremely or very satisfied with their career progression.

“More needs to be done to increase the representation of women in the IT and technology sector—and more needs to be done to welcome their leadership and influence,” says Julia Kanouse, who serves as Chief Membership Officer at ISACA and oversees the association’s SheLeadsTech program. “This will not only help to address the global skills gap and boost productivity in the sector—it will also create a more inclusive and diverse working environment.”

Anna Murray, Founder, President and Lead Consultant of eMedia, and member of the SheLeadsTech Advisory Council said each woman added to the tech force impacts dozens of other women, because you need to see it to be it.

“Women thrive in tech roles, bringing unique perspectives and expertise to make impactful contributions within the industry and their organisations,” said Ms Murray. “It is vital for the IT sector to continue prioritising efforts to both address deterrents and increase awareness and outreach to bring more women into these professions and create a more equitable and balanced tech workforce.”

A complimentary copy of the survey report can be accessed at www.isaca.org/sheleadstech. Through SheLeadsTech and other initiatives, ISACA helps contribute to a more inclusive and equitable IT workforce. Learn more about SheLeadsTech’s advancements in equality leadership and global alliances at www.isaca.org/sheleadstech and the ISACA Foundation at www.isaca.org/about-us/isaca-foundation.