Women in tech face influence gap: Survey

Women are progressing in their careers, but it isn’t matched with decision-making authority in the organisation.

Women are progressing in technology careers, but there’s still a gender gap when it comes to perceived influence over strategy, people and purchasing decisions, according to the ISACA Tech Workplace and Culture 2026 study.

According to the report, 32 percent of women in tech believe they have sufficient purchasing authority compared with 52 percent of men, research from the IT professional association found.

Jo Stewart-Rattray, Oceania ambassador, ISACA, urged businesses to look at who’s involved in these decisions and whether women have the same opportunities to contribute.

“To improve women's influence, channel businesses can take practical steps by giving women opportunities to lead major client accounts, manage vendor relationships, participate in commercial negotiations and contribute to business strategy,” Stewart-Rattray said.

“These experiences help build the skills, confidence and visibility needed to progress into more senior decision-making roles,” she added.

Stewart-Rattray noted that while larger vendors often have established programs to support women's career development, smaller channel partners can also make a real difference by creating opportunities for women to progress into senior roles and take on greater responsibility.

“The IT channel offers some fantastic career opportunities for women, particularly as businesses grow and emerging technology becomes increasingly important to their customers,” she said.

Women experience the technology workplace differently

The survey of 1025 technology professionals also found there’s more parity when it comes to workplace progression, with 73 percent of women receiving a salary increase or promotion within the past two years, compared with 71 percent of men.

However, there are still differences in how men and women experience their technology careers. Women are also less satisfied with their career progression, at 67 percent compared with 73 percent of men, and job security at 59 percent compared with 69 percent.

Women are also more likely to report barriers from the beginning of their technology careers, with 30 percent saying they encountered gender or diversity bias or stereotypes when entering the IT sector, compared with just 4 percent of men.

“No single one of these experiences tells the whole story, but we shouldn’t underestimate their cumulative impact,” said Stewart-Rattray.

“Encountering bias when you enter the profession, feeling less secure in your role and questioning whether you are being equally valued can all shape how someone experiences their career over time,” she added.

Building on women’s progress in IT careers

The research shows women are progressing in their IT careers, but there are still areas where organisations can help close the gaps. Stewart-Rattray said mentoring is valuable, but sponsorship can make an even bigger difference.

“We need senior leaders who actively advocate for talented women, recommend them for promotions and put them forward for important projects and leadership opportunities,” she told CRN Australia.

It’s particularly important in smaller businesses where career pathways may be less structured.

“There are talented women already working across the channel, and we need to make sure they have the opportunities and support to move into leadership roles and have a greater say in business decisions,” she said.

"We can't keep telling women to put their hands up for leadership roles if we're not also making sure the opportunities are there. That means recognising talent, involving women in important decisions and supporting them to take on greater responsibility,” she added.

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