Dice Research Reveals Women in Tech Are More Likely to Seek New Opportunities Amid Pay Dissatisfaction

Dice found that fewer women tech professionals reported receiving an increase in pay over the last year compared to men (52% vs. 56%, respectively).

Technology professionals who identify as women are more likely to be actively looking for a new job (38%) than tech professionals who identify as men (30%), recent research analysis from Dice (a DHI Group, Inc. brand; NYSE: DHX) shows. On average, women still earn about 71 cents on the dollar compared to men with the same education level, and pay dissatisfaction is a big factor in driving women in tech toward a different company. Dice found that fewer women tech professionals reported receiving an increase in pay over the last year compared to men (52% vs. 56%, respectively). It’s not surprising then that, despite continued layoffs across tech and many questioning job security, 67% of women in tech roles are likely to change employers in the next year compared to 57% of men.

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Pay Gap Is Narrower in Tech, But Disparity — And Discrimination — Remains

The 2024 Dice Tech Salary Report reveals that women tech professionals earn roughly $15,000 less annually on average compared to their counterparts (roughly $99,000 compared to $114,000, respectively). That’s about 87 cents on the dollar — better than the national average — but it’s crucial to note that disparity can be attributed to other factors including tenure and experience. According to Accenture, 50% of women in tech roles leave them by the age of 35. Dice’s survey respondents revealed other gender differences including:

  • Women in tech were less likely to be employed full time (80% of women vs. 86% of men)
  • Women in tech were less likely to have been in their current role for more than 5 years (22% of women vs. 31% of men)
  • Women were less likely to have worked in the tech field for more than 5 years (66% of women vs. 80% of men)

While women in tech are more optimistic about the future — 46% say the tech profession will “grow significantly” over the next five years vs. 37% of men — they are increasingly dissatisfied with their current circumstances, particularly relating to gender discrimination in the workplace: 48% of women reported experiencing it, compared to just 15% of men. As companies across the country grapple with diversity and inclusion efforts and how to address systemic race and gender discrimination, it’s crucial to address these concerns to retain and attract top talent.

Women Have a More Holistic Perspective on Benefits

Women in tech greatly value their work and contributions to their companies, but they also have a more balanced outlook in how work fits into their lives. This is one area where it seems employers are making advancements: According to the latest Dice Tech Sentiment Report, a significant percentage of women (46%) believe their work-life balance has improved over the past year, citing factors such as time and commute savings, a more supportive work environment, and health and wellness benefits.

When it comes to remote working options, women place a higher importance on flexibility, with 65% considering it extremely important to be able to work remotely at least three days a week, compared to 47% of men. This preference underscores the need for companies to offer flexible work arrangements to accommodate a variety of lifestyles and commitments. Moreover, women’s emphasis on a holistic approach to work and life integration extends beyond salary to benefits such as maternity/paternity leave, wellness programs and childcare options.

Winning Over Women in Tech: An Inclusive Employer Brand Matters

Significantly more women in tech place a higher importance on an employer’s brand when considering a new employer compared to men (37% say it’s “extremely important” vs. 22% of men). To recruit and retain skilled women in tech, companies must place a strategic focus on workplace culture, pay equity and benefits that enhance quality of life — and prioritize initiatives that create an environment where all employees feel valued and supported.

Furthermore, highlighting opportunities for career growth and advancement can help address the disparity in tenure and experience between men and women tech professionals. Offering mentorship programs, training opportunities and transparent pathways to leadership positions can empower women to thrive in their careers.

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