Almost half (47 percent) of women in tech have experienced gender discrimination in the workplace, an increase of 5 percentage points from 2024, according to ISACA’s new 2026 Tech Workplace and Culture survey.
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ISACA’s 2026 Tech Workplace and Culture survey report finds that technology professionals are largely satisfied with their jobs and careers, but that confidence exists alongside widespread burnout and persistent concerns about retaining talent. The findings also reveal a meaningful gender gap: women are more likely than men to report burnout, bias, self-doubt and concerns about pay inequality, while fewer women express satisfaction with workplace culture and career progression.
This kind of discrepancy is felt in women’s everyday working life in other ways as well. 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, and 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 be surprising, then, that women also more often report that they 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.
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. And 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 don’t know if support is offered or offer no support 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.
“Attracting and retaining tech talent requires employers to look beyond compensation and create an environment where people can build sustainable, rewarding careers,” says 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.”
Despite these challenges, there is genuine optimism about the future. Over two-thirds (71 percent) 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 – 65 percent of respondents say educational institutions should provide women with more female mentors and role models, 48 percent recommend women’s technology clubs or organizations that provide networking opportunities, and 40 percent say educational institutions should hire more women as technology professors.
“Programs and initiatives that support women in technology are essential because they turn awareness of persistent barriers into meaningful action,” says Anna Murray, founder, president and lead consultant, emedia; and member of the ISACA SheLeadsTech Advisory Group. “By providing mentorship, professional development, strong networks and visible role models, these efforts help women enter the field, advance with confidence and have a greater voice in shaping the future of technology.”
Learn more
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.
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.
About ISACA
For more than 55 years, ISACA® (www.isaca.org) 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 more than 230 chapters worldwide, ISACA offers resources tailored to every stage of members’ careers. Through the ISACA Foundation, ISACA also expands IT and education career pathways, fostering opportunities to grow the next generation of technology professionals.
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