ISACA’s new 2026 Tech Workplace and Culture survey revealed that almost half (47 per cent) of women in tech have experienced gender discrimination in the workplace, an increase of five percentage points from 2024.

This kind of discrepancy is felt in women’s everyday working life in other ways too. Women report lower satisfaction in various areas compared to men, including workplace culture (52 per cent for women, compared to 65 per cent for men), job security (59 per cent for women, versus 69 per cent for men), and career progression (67 per cent for women, compared to 73 per cent for men).

Additionally, two-thirds (63 percent) still believe the sector remains underrepresented by gender, compared to 41 percent 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, as 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 come as a surprise that they often experience work-related stress or burnout—64 per cent, compared to 57 per cent 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 per cent) overall, but rising to two in five (41 per cent) 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 per cent), lack of resources (43 percent), unsupportive management (42 per cent) 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 per cent are not clear on support initiatives at all.

Retaining talent is a persistent concern for employers, with three-quarters (75 per cent) 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 per cent), higher compensation/salary (28 per cent), more interesting work (23 per cent), better organizational culture (23 per cent) and better work/life balance (23 per cent) 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 per cent) 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 per cent of respondents say educational institutions should provide women with more female mentors and role models, 48 per cent recommend women’s technology clubs or organizations that provide networking opportunities, and 40 per cent say 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 organizations 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.”