- Unclear career progression is the single biggest obstacle to career advancement, cited by 41% of women and 33% of men
- Just a quarter of employers offer mental health days to tackle burnout, despite more than half (59%) of professionals reporting work-related stress
London—Almost half (47%) of women in tech have experienced gender discrimination in the workplace, according to ISACA’s new 2026 Tech Workplace and Culture survey. The proportion of women reporting discrimination is up by 5 percentage points from 2024, when the figure stood at 42%. The rise comes even as awareness of the issue grows across the sector, which suggests recognition alone is not yet translating into change.
The lack of inclusion is felt in women’s everyday working life. Women report lower satisfaction with workplace culture, job security, and career progression than men, and two-thirds (63%) still believe the sector remains underrepresented 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're in the room, as only half (53%) of women feel they have sufficient authority to contribute to company strategy and direction, compared to 66% of men.
But the workplace challenges in the tech sector extend even 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 the biggest barrier to advancement, cited by a third (34%) overall, but rising to two in five (41%) women. And working in a fast-paced, high-pressure industry is taking its toll with over half (59%) of professionals reporting they have experienced work-related stress or burnout, driven by heavy workload (48%), lack of resources (43%), and unsupportive management (42%). Women are affected disproportionately, with 64% reporting burnout compared to 57% of men.
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 . Support for managing burnout has not kept pace either, as just a quarter (25%) of employers offer mental health days, and a further 23% offer no support at all.
Julia Hermann, member of the SheLeadsTech Global Advisory Group and former Vice President of ISACA Germany Chapter, said: “Retention rates are still a challenge, which tells us that good intentions are not yet turning into action. If organisations want to hold onto talent and support their workforce, they need to show that they are investing in their people through clear paths for progression, real support for wellbeing, and a genuine commitment to inclusion. The employers who get this right will be the ones who keep hold of their best people in an increasingly competitive market.”
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.
Tech professionals are clear about what would make the biggest difference in encouraging more women to enter technology professions–69% of women want to see more female mentors and role models, and 55% think institutions should provide more female tech professors and establish women’s networks.
This points to the value of early intervention, shaping culture and representation before talent even enters the workforce. Programmes 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.
Julia Hermann continued: “This year's data paints a genuinely mixed picture. More people recognise the barriers women face, and there's real optimism about where representation is heading. But employer action hasn't caught up with that awareness, particularly when it comes to hiring programmes built to bring more women into the sector. That gap is exactly why now is the moment to act: the sector has built momentum around naming the problem, and the task now is to turn that into practical routes in for the next generation. Mentorship and education are central to that shift, and programmes like SheLeadsTech are already proving what works, connecting women early with the role models, skills and networks that keep them in the sector for the long term.”
About ISACA
ISACA® (www.isaca.org) champions the global workforce advancing trust in technology. For more than 55 years, ISACA has empowered its community of 195,000+ members with the knowledge, credentials, training and network they need to thrive in fields like information security, governance, assurance, risk management, data privacy and emerging tech. With a presence in more than 190 countries and with nearly 230 chapters worldwide, ISACA offers resources tailored to every stage of members’ careers—helping them to thrive in a rapidly changing digital landscape, drive trusted innovation and ensure a more secure digital world. Through the ISACA Foundation, ISACA also expands IT and education career pathways, fostering opportunities to grow the next generation of technology professionals.
ISACA resources
ISACA offers professional credentials, resources, and community to support digital trust professionals at every stage of their careers. Learn more about ISACA certifications, including the upcoming Advanced in AI Governance (AAIG) and the Certified Cybersecurity Specialist (CCS), at www.isaca.org/credentialing. Tech pros can also join one of ISACA’s online Engage communities, including its SheLeadsTech or Professional Development Forum groups, to connect with other peers and find support across different career journeys.
Access the complimentary 2026 Tech Workplace and Culture survey report and related resources at www.isaca.org/tech-workplace-and-culture. To learn more about SheLeadsTech and ISACA’s efforts to engage, empower and elevate women in tech around the world, visit www.isaca.org/sheleadstech.
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Methodology
All figures are based on fieldwork conducted by ISACA between 17 July and 3 August 2026 amongst 1,025 global respondents working in tech.
Contact:
ISACA
Esther Almendros, +34 692 669 772, ealmendros@isaca.org
