At FutureIT | Toronto, you’ll walk away with insights and tactics that will help your organization no matter where you are in your digital journey. Get ready to ask questions to our experts, participate in discussion groups and learn about modernizing your digital enterprise with cloud, AI and security.

Lights. Camera. Action!

CIO and IDC present a brand-new conference to hit Toronto’s downtown tech leadership scene.  On Tuesday May 9th FutureIT | Toronto will bring local tech leaders, IDC Analysts, and industry experts from the GTA together for an unforgettable day of learning and networking at Vantage Venues in the Financial District at University and King St. West.  With its tagline, “Building the Digital Enterprise with Cloud, AI and Security” you can be sure the conversations are going to yield some very strong outcomes.   All mainstage sessions will be professionally recorded and re-broadcast on Thursday May 11th at the FutureIT | Canada virtual event for those who are unable to attend in person. Details on how to register are found below.  

On May 9th the day opens with a powerful keynote presentation by the Chief Research Officer at IDC, Meredith Whalen. To put this into perspective, Meredith is the head of IDC Research globally. With more than 1,300 analysts worldwide, IDC offers global, regional, and local expertise on technology and industry opportunities and trends in over 110 countries. She truly has her pulse on everything imaginable. With her new presentation titled, “Scaling the digital enterprise with Cloud, AI and Security” Meredith Whalen will explore three pivots technology leaders will be making with respect to technology investment, labor optimization, and building trusted technology ecosystems to run their digital business at scale.

There are lots of opportunities to connect and network during the event. Attendees get a chance to meet each other on a more personal level during the guided networking session involving a variety of interactive elements to facilitate immediate connections.  During the extended networking luncheon, not only will there be a delicious hot buffet to enjoy but you can also get a refreshed profile photo to use on LinkedIn, or your other online profiles, at the professional headshot studio run by Event Imaging.

After lunch we hear from Matt Everson on the popular topic of Artificial Intelligence (AI) while he shares, “How to Modernize your Digital Business with AI”.  He will discuss how to assess an organization’s readiness for AI, develop an AI strategy that aligns with business objectives and the skills required to implement AI in a way that ensures responsible use. Attendees will leave with a better understanding of how to leverage AI to modernize their digital business and create new opportunities for growth.

Speaking of growth, it’s not always about growing the business.  This event has some incredible leaders slated to speak and share their stories about leadership in the C-suite with the aim to help personal growth.  We discuss the concept of 360 Leadership and how to lead with strategy, vision, and purpose. Sara Fenwick, VP Technology at Ren’s Pets and Liese Coroy, CIO (Sr. Director BTS) at Mother Parkers Tea & Coffee will sit down with CIO Editor, Lee Rennick in a candid discussion where they will discuss implementing new technology initiatives, managing budgets and board expectations, and what happens when things don’t go as planned.

Another highly anticipated panel discussion will occur between George Y. Al Koura, CISO at Ruby Life Ltd. and IDC Canada’s Yogesh Shivhare, Research Manager, Cybersecurity.  In their session they discuss the role of the modern CISO as a trusted business influencer and head coach.  With George’s background in high performance sports and leadership paired with IDC’s Framework of Trust these two discuss striking the balance between strategic leadership, department and team management and the role as a thought leader-stakeholder for security issues accross the entire enterprise. Digital trust is important for Canadian organizations and this session will discuss how you can build it using IDC’s Framework of Trust to be an effective business influencer as the head coach of your organization.

We also have session discussing cloud workloads and the state of cloud native security presented by subject matter experts from Bell and PaloAlto Networks.

The captivating closing keynote, highlighting the days’ key takeaways, is presented by IDC Analyst and Research Vice President, Software and Cloud Services, Megha Kumar. Digital transformation is moving the needle toward digital business, where the next challenge will be driving revenue and scaling operations without a commensurate increase in costs. No matter where you are on your digital journey, cloud, AI and security are integral to modernizing your systems and creating the essential customer and employee focused organization needed to keep up.

The event concludes with a fun and social networking reception where attendees can make those final connections and strengthen their professional network even more.

If you’re not from the GTA and already thinking, wow, this would be incredible to attend, if only I wasn’t from a different part of the country?!  Well don’t worry, our professional video team is onsite recording the mainstage content which will be featured in a Canada-wide virtual version of this event broadcasting on Thursday May 11th titled, FutureIT | Canada – Building the Digital Enterprise with Cloud, AI and Security. The virtual event also features an informative and engaging networking event where you’ll want those cameras on! (Only if you’re comfortable with that of course – observing is just as valuable.) The networking event allows you to meet other attendees and ask questions to some of our featured speakers.

FutureIT | Toronto will deliver a day packed with insightful speakers, valuable case studies, and enticing sessions on cloud, AI and security from Canadian CIOs, industry experts and leading IDC analysts.

The deadline to register for the in-person experience at FutureIT | Toronto is on Friday May 5th.

For FutureIT Canada, the virtual event on May 11th registration is open. If you are unable to make it during the live broadcast on the 11th you are encouraged to register anyways so you get access to the content on re-play between May 12th – 25th, 2023 in our secure virtual environment.  

So, what are you waiting for? Register today!  

Events, IT Leadership, Technology Industry

Tech salaries are on the rise thanks to a demand for talent across nearly every industry. Salaries increased 2.3% between 2021 and 2022, reaching an average tech salary of $111,348 per year, according to the 2023 Dice Tech Salary Report. Salaries vary by location, with the technologists reporting the highest average salaries of $144,962 per year in Silicon Valley, the original tech hub.

But you don’t have to live in Silicon Valley to earn a high-tech salary. There are several other cities that are considered growing tech hubs where technologists can earn higher than average salaries, often with a lower cost of living. Dice defines a growing tech hub as a city with universities and colleges to recruit from, venture funding opportunities, a strong social scene for networking, and existing companies looking to hire talent.

These 10 cities are the fastest growing tech hubs by salary, according to Dice.

1. Phoenix

Phoenix is home to the “Silicon Desert,” and it’s quickly becoming a hot spot for the tech industry, with a focus on telecommunications, electronics manufacturing, and aerospace. Operational costs in Phoenix are 36% less than in California, according to the Phoenix Business Journal, making it an appealing spot for tech companies looking for a less expensive home base for headquarters. It’s also the fifth-largest data center market in the nation, with a “low natural disaster risk, inexpensive power, and a competitive colocation and cloud market.” Phoenix is home to tech companies such as ADP, Workiva, ServiceNow, Traffic Tech, BigTime Software, and General Motors.

The average tech salary in Phoenix is $120,731 per year — a 26.2% increase from 2021, according to Dice.

2. Tampa, Fla.

Tampa alone makes up 25% of Florida’s tech jobs, with more than 50 IT and software companies located in the city and an additional 2,000 jobs expected to be added in the coming year. Companies such as Amazon, Infosys, IBM, Wipro, Apple, Oracle, Microsoft, Capgemini, Uber, Dell, Google, and Salesforce all have offices in Tampa. The Tampa Bay Tech organization was formed over 21 years ago to connect the technology community in Tampa and has since grown into one of the biggest networks for technologists. Tampa is also home to Embarc Collective, billed as the state’s “fastest-growing startup hub.” Embarc Collective raised a total of $107 million in venture capital in the past year, according to Tampa Magazines.

The average tech salary in Tampa is $120,900 per year — a 19% increase from 2021, according to Dice.

3. Columbus, Ohio

Columbus has always held interest for businesses due to the area’s diverse population, which has historically made it a popular test market for companies looking to launch new products. In recent years, it’s become a popular spot for the tech industry, with companies such as Facebook and Amazon moving into the city. And Intel recently announced plans to construct two chip factories right outside Columbus, slated to bring more than 3,000 jobs to the area. The city hasn’t lost its draw as a place for testing and launching new products either — there’s a growing startup community in Columbus. Between 2017 and 2021, investments into city startups started peaking, going from $583 million in 2020 to over $1 billion, with half of  the funding going to Olive, a healthcare technology company, and Path Robotics, an autonomous robotics company, according to TechCrunch.

The average tech salary in Columbus is $107,413 per year — a 15.7% increase from 2021, according to Dice.

4. Portland, Ore.

Dubbed the Silicon Forest, Portland is home to several high-tech companies such as Tektronix, Intel, Pixelworks, Hewlett-Packard, Xerox, and Epson. While Intel’s headquarters were established in California, starting in the 1990s the company moved its most advanced technical operations to Oregon, and it’s now the company’s largest operating hub. Other tech companies that have opened offices in Portland include Airbnb, Google, IBM, Amazon, Logitech, Apple, Nvidia, Oracle, and Salesforce among others.

The average tech salary in Portland is $127,734 per year — a 15.5% increase from 2021, according to Dice.

5. Charlotte, N.C.

Charlotte has been hailed as the tech hub of the south, with a rich startup community in healthcare, fintech, and logistics. There’s strong traction with tech jobs in the financial services industry, as banking turns more to digital transformation. In October 2022, Lowe’s opened a $153 million Tech Hub to promote innovation, attract top talent, and accelerate digital transformation. Charlotte is home to tech companies such as Red Ventures, Credit Karma, EPAM Systems, Torc Robotics, Axios, Cisco, LendingTree, and AvidXchange. There’s high demand for software engineers, web developers, IT support specialists, network administrators and architects, data scientists, and cybersecurity professionals, according to CompTIA.

The average tech salary in Charlotte is $118,465 per year — a 11.1% increase from 2021, according to Dice.

6. Miami

From 2020 to 2021, the number of tech workers moving to the Miami-Fort Lauderdale area increased by over 15%. Interest in the city spiked during the pandemic, with people trying to escape cold cities and ultimately deciding to stay. Some say that Miami’s growth as a tech hub is in part thanks to a simple Twitter exchange between Delian Asparouhov, an entrepreneur who had grown disillusioned with Silicon Valley, and Miami mayor Francis Suarez. Asparouhov joked about “moving” Silicon Valley to Miami, and the mayor responded asking how he could help. After that, Google searches for “Miami Tech” doubled amidst the pandemic and the city continued to gain momentum in the tech scene.

The average tech salary in Miami is $104,542 per year — a 10.6% increase from 2021, according to Dice.

7. Sacramento, Calif.

The city of Sacramento has been dedicated to clean technology and energy since 2005, is one of the top 10 cities adopting smart grid technology, and now holds around 25% of the Region’s Clean Energy Technology establishments. CleanStart, a nonprofit cleantech business accelerator in the Sacramento Region, identified a 96% growth in jobs, 29% growth in revenue, and notes that said growth has added 4,850 jobs and nearly $1 billion in revenue to the Sacramento region. It’s close to the Bay Area, also known as Silicon Valley, but offers a better cost of living and has a growing base of millennial workers (28%) bolstering the workforce. Sacramento not only has a strong stake in clean technology and energy, but also in health sciences, biomedicine, power engineering, education, and the visual arts.

The average tech salary in Sacramento is $111,961 per year — a 9.7% increase from 2021, according to Dice.

8. Raleigh, N.C.

Tech companies have set their sights on Raleigh in the past few years, in part thanks to the area’s high-powered network infrastructure. North Carolina has also embraced tech development, promising Apple $846 million in funding over the next 39 years and becoming the first US state to incentivize esports after establishing a $5 million esports grant fund. Apple has also promised to invest $1 billion into a new campus in the “Research Triangle,” which includes nearby colleges and universities such as Duke, UNC Chapel Hill, and North Carolina State University. Epic Games also announced plans to convert a defunct shopping mall in nearby Cary, N.C., into its new company headquarters.

The average tech salary in Raleigh is $115,204 per year — a 9.4% increase from 2021, according to Dice.

9. Boston

Boston has grown to become a popular tech hub in recent years, with companies such as Amazon, Google, IBM, Microsoft, and Oracle opening offices in the city. Amazon recently opened a technology hub in the Seaport district, with space for over 2,000 employees and more than 1,000 technology and corporate roles available. There’s also a hot market for startups in the city and access to graduates from MIT, Harvard, BU, Tufts, and Northeastern. VC’s have relocated to the area to keep an eye on emerging startups given the city’s success rate with startups such as Hubspot,, TripAdvisor, and Wayfair.

The average tech salary in Boston is $130,399 per year — a 9% increase from 2021, according to Dice.

10. Seattle

Seattle was the birthplace to some of the world’s largest tech companies such as Microsoft and Amazon. It’s now home to the headquarters of companies such as T-Mobile, Expedia, Nintendo of America, and offices for companies such as Twitter, Zendesk, Facebook, and Google. Twitter opened a family-friendly community learning center called the NeighborNest that offers residents and organizations access to technology and life skills. They offer programs such as digital literacy courses, coding for kids classes, and other family-friendly events for locals, and Twitter employees can volunteer their time and experience to the NeighborNest and to help foster future tech talent.

The average tech salary in Seattle is $129,456 per year — a 7.6% increase from 2021, according to Dice.

2022’s Top 10

Pittsburgh (up 14.0%)Atlanta (up 13.9%)Chicago (up 12.6%)Miami (up 11.4%)Seattle (up 11.2%)Philadelphia (up 10.6%)Tampa (up 10.6%)Detroit (up 10.3%)Los Angeles (up 10.2%)Portland, Ore. (up 9.3%)

Careers, Salaries

The headlines are clear: Recession is looming, and tech companies of all stripes are cutting thousands of employees from their rosters. Yet, despite these reductions, TOPdesk, an IT service desk software company, remains committed to growing its footprint as it continues to expand its internal teams and has no plans to change.

Why? Let’s start by addressing some of the reasons why there are currently so many tech layoffs:

Exponential growth in technology

Historically, the tech sector has long been one of explosive growth from responding to market drivers. One of the recent market drivers for most technology companies was the massive shift toward e-commerce spending and remote shopping during the pandemic lockdowns. This increase created an assumption of growth, and subsequent massive hiring initiatives.

When lockdown mandates eased and people began leaving their homes, big tech companies saw changes to spending and consumer behaviors, cutting into their revenue and projections. As a result, a common refrain from the sector emerged in late 2022: inflation, changing consumer behavior, and recession concerns mean taking a cautious approach to the days ahead. Businesses shifted to protect profits, revenue, and long-term sustainability. Investors applied pressure to scale back expenses to preserve profit margins, and organizational leadership responded.

According to World Economic Forum, chief economists expect the United States to experience 24% inflation growth and 91% weak economic gain. From large tech corporations to start-ups, workforce reductions have rippled through the tech industry as a result. Most of the major organizations cutting staff are not near bankruptcy or insolvency. Tech has always been a growth-oriented industry. Silicon Valley has always focused on high-flying innovations, unicorn startups, and massive growth. The sector has remained unusually resilient even during major economic downturns (think the Great Recession or COVID pandemic). When it’s down, it’s never down for long.

But when a potential recession threatens its profit margins, that doesn’t mean the industry takes it. One way to keep pace with a history of massive growth is to sell more products or raise prices. Another is to slash its workforce and reduce expenses. With a downturn on the horizon, many companies opt for the latter.

They need to pivot

Alongside its massive growth, tech is renowned for quick-paced innovation and industry disruption. But the constant shift in tech and strategies means that, inevitably, some teams need to catch up. Sometimes, even high-flying companies have to make cuts in some areas to ensure others receive essential R&D funding.

For firms facing cuts, channeling resources into new strategies could prove beneficial long term. But, unfortunately, that means tech layoffs are an unavoidable reality.

Tech companies copy each other

Many tech companies, like lemmings, follow each other blindly based on trends and what they see others doing. Layoffs are only sometimes good for a company’s financial health and may hurt it. Some do it only because other companies are doing it. Likewise, investors have a say in most tech organizations’ operations and their bottom lines. Future success determines many daily decisions, especially those firms that are publicly traded.

Another factor at play is that tech companies operate on margins, which affects their decisions to hire and fire. So, when an investor reads an earnings statement, those reserves aren’t what they’re thinking about; instead, they are measuring tech companies’ investment value per employee. When revenue is down, headcount follows. That doesn’t mean the organization is not making money or having trouble paying its bills; this only means employees are eating into profits. To rectify this, layoffs occur.

Software companies like Microsoft usually have $500,000 in revenue per employee or at least a minimum of $300,000. Of course, this can be higher, but headcount is evaluated when it descends below that threshold.

What TOPdesk does

TOPdesk is a tech company that does this differently. As a private company under the same leadership since it began in the early ’90s, our culture isn’t driven by quarterly forecasts or fears of recession or worse. So, for example, during the worst of the COVID pandemic, TOPdesk took a hard line on layoffs: there wouldn’t be any!

Adapt, respond, evolve, and change, but leave no one behind. To this day, years after that decision was made during the scariest of times, the leadership team agreed that no employees nor contractors would be asked to resign, take a furlough, or find work elsewhere.

We were, and are, in this together. As long as the individual wants to be here, contributes values, and wants to learn, grow and succeed, they can remain TOPdeskers.

Like every other organization, we had to adapt quickly to how we worked. But we never stopped hiring; we just changed the process. Online onboarding of newly hired employees, video and virtual interviews for open positions, freshly hired employees learned our culture virtually from their internet connection. Teams and teamwork operated in a virtual hub.

Annual performance reviews, standup meetings, coaching, sales team check-ins, technology implementations, and client-side relationship management became virtual, but we all stood together and became stronger. As fear of a recession rises, TOPdesk doesn’t change. Our philosophy is the same.

That’s the difference in our culture versus that of many other big tech companies.

Our team members are our team. They are not a number, nor are they seat fillers. This is only possible through a strong culture built on pillars of freedom, trust, and responsibility for employee outcomes. Our organizational leaders encourage team members to take the freedom needed while responding to challenges as they arrive.

Personal freedom is necessary for the health of the organization and its individuals. However, freedom and independence are built only upon trust and responsibility. Without trust and responsibility, there can be no freedom. They all function in tandem.

These three factors define our organization and its people, not revenue ups and downs; that’s how we differ. These factors set us apart, even during the wildness of an unpredictable economy. While counterintuitive and not always easy, how we respond to these and other stimuli determines our internal culture, even when facing external influence.

Ultimately and evermore, we must stand for our people; their well-being comes first, and positive results will follow. When the focus is on employee happiness and well-being, business results have been proven to follow. Discover more about TOPdesk and how we work with companies to improve their IT solutions here:

IT Leadership

LEAP, one of the biggest tech events in the Middle East took place recently in Riyadh for the second year with more than 172,000 people in attendance. During the opening, Abdullah Alswaha, the Minister of Communication and Information Technology of Saudi Arabia has announced that the Arab kingdom has received US$9 billion in investments to support future technologies, digital entrepreneurship, tech startups, and enhance the Kingdom of Saudi Arabia’s position as the largest digital market in the Middle East and North Africa (MENA).

Some of the world’s biggest tech companies have already invested in the Kingdom, with Microsoft investing $2.1 billion in a global super-scaler cloud, and Oracle investing $1.5 billion to expand its MENA business by launching new cloud areas in the Kingdom. Huawei has invested $400 million in cloud infrastructure for its services in the Kingdom, while Zoom has partnered with Aramco to launch a cloud area in the Kingdom.

These investments are part of Saudi Arabia’s Vision 2030 plan, which aims to diversify the economy away from its reliance on oil. The plan seeks to attract foreign direct investment and position Saudi Arabia as a leader in technology and innovation.

“A few days ago it was announced that KSA has the most productive economy in the world. the GDP is increasing more than any other country in the world, they have an ambitious plan to change. All of Saudi Arabia wants to be leaders across tech or any other area that is relevant in the world of science and technology. I think that if any company has an interest to be at the forefront of innovation, Saudi Arabia is a leader in that, with NEOM project, or KAUST University and different projects across the Kingdom. In order to make this a reality we need to rely on technology and technology is going to be the driver behind all of that so LEAP is the biggest tech event in Saudi and everybody needs to be here,” Jason Roos, CIO at KAUST University explained at LEAP.

The NEOM project is just one example of the Kingdom’s ambitious plans. NEOM is a new economic-technological area being promoted by Saudi Arabia in the northwest of the country, facing the Sinai Peninsula. The project aims to shift the economic focus from the Persian Gulf to the Red Sea, taking advantage of the proximity with Egypt, Jordan, and Israel, and to rival the urban innovations of Dubai, Abu Dhabi, and Doha.

In conversations with different IT vendors at LEAP, CIO Middle East had the opportunity to discuss with Fady Richmany, Regional VP and General Manager, SEEMEA at Commvault, about the huge potential for the Saudi market. “As one of the top markets in the region, it is also poised to become one of the world’s fastest-growing economies, with the implementation of Saudi Vision 2030 and the government’s modernisation efforts also driving the creation of more sustainable operations across all industries, as well as accelerating the nation’s digital transformation”, he added. 

Recent reports suggest that Saudi Arabia is likely to spend $34.6 billion on information and communications technology, positioning it as a leader in the MENA region’s digital economic transformation. Companies like Commvault have been operating in the Kingdom for many years and are supporting key KSA entities on their digital transformation journeys.

With its ambitious plans and investments in technology, Saudi Arabia is becoming an attractive destination for tech companies looking to expand their operations and invest in emerging markets. The Kingdom’s commitment to innovation and digital transformation makes it a leader in the region and a key player in the global tech industry.

Saudi Arabia’s dedication to technology is positioning it as a leader in the MENA region’s digital transformation. With investments from major tech companies and ambitious plans like NEOM, the Kingdom is well on its way to diversifying its economy and becoming a major player in the global tech industry.

Covid-19 briefly immobilized the world, but as order steadily resumes, so do opportunities for those looking to advance their tech careers. For a specific section of that talent, immigrants have always been a key to the industry, and a source of inspiration for many. Yet career paths sometimes depend on networks and connections, and uprooting to a new country is an added challenge that involves many financial, emotional, and social sacrifices and setbacks.

Each story is unique in its transformational way of laying the groundwork to pursue successful career paths. But common throughout is a bedrock of empathy and effort in order to excel for themselves and the greater good.

Atefeh Riazi is CIO of the Hearst Media Group and former CIO of the United Nations, and has held other high-ranking positions throughout her career in tech. It’s a long way from where she was born in Iran, where women still fight for basic human rights and freedoms. “As a woman growing up in the Middle East, you were always told you have limited choices when it comes to careers,” she says. “You become a teacher or a nurse, but you don’t become an engineer.”

Riazi’s parents sent their then 16-year-old daughter to the US to study, joining her older sister already living in New York. Shortly after arriving, the Islamic revolution in Iran broke out, and the financial implications meant that Riazi had to take on multiple jobs at a young age to get by, which she describes as both tough and enriching.

“I was waitressing, washing dishes, and selling and repairing vacuum cleaners door-to-door,” she says. “I also made money fixing TVs and radios where I could. I even had my own radio program for over six years. I met amazing people who helped me greatly during this time, whom I will never forget. They understood it was a difficult situation for all of us. Of course, such struggles, uncertainty and upheavals make you resourceful and resilient. But they also make you grateful and humble, and encourage you to want to give back to your community and society.”

Atefeh Riazi, CIO, Hearst Media Group

Atefeh Riazi

Felix Quintana, CIO at MX Technologies, was born in Chihuahua, Mexico, and lost his biological father in a motorcycle accident when he was two. At 10, he and his family immigrated to the US. “My family sought a better life and opportunities,” he said, adding that the transition was grueling. “I had to adjust to a new culture and learn a new language. The most challenging experiences were probably fitting in. Our economic situation was below standards, employment opportunities were limited for my parents, completing schoolwork in a foreign language was difficult, and we experienced some discrimination.”

Elaine Montilla is the CTO for US School Assessment at Pearson, and was formerly CIO at The CUNY Graduate Center. Yet moving from the Dominican Republic to the US at 16 was fraught with challenges. “My English was very basic,” she says. “I realized I looked and sounded different to everyone else. I used to feel so ashamed of my accent. I became very self-conscious of it and didn’t want to speak.”

Today as successful tech leaders, all three, despite their different backgrounds, agree that CIOs who have experienced immigration have unique qualities to offer as industry leaders.

“I’m a firm believer that our past experiences shape who we are,” said Quintana. “Given the challenges of integrating into a new culture, I feel these leaders are more likely to have more empathy toward others, have a broader perspective, and be more accepting of diversity.”

Riazi agrees: “I cherish diversity. People with diverse backgrounds hold various views and have wide-ranging perspectives arising from their unique culture and history. These are invaluable in all aspects of work, but especially in leadership. A modern global workplace needs diversity of thought. After all, customers have diverse cultural and socioeconomic backgrounds, and employees bring their own diverse history and culture to the work environment. It’s only through embracing their uniqueness can we become a more holistic organization and better align with customer needs.”

Changes in the workplace

One of the aspects of the modern tech workplace that should be addressed, says Montilla, is recruitment. “We’re following very outdated hiring practices that keep minorities such as immigrants and women out of tech.” She cites examples such as job ads that are sometimes phrased to be more appealing to men rather than women. “Even at the interview stage, there’s a lot of unconscious bias,” she adds. “People hire those who look and sound like them. We need to change this practice.” Another is conscious or subconscious discrimination on the basis of a foreign-sounding name, she adds.

Elaine Montilla, CTO, US School Assessment at Pearson

Oscar Nolasco

Riazi observes that a key obstacle to having more women remain in the workforce—especially in leadership roles and in tech—and attract candidates with disabilities has been the 9-to-5, five-days-a-week office work requirement. Yet one unexpected outcome of the pandemic was the recognition that most work can be performed remotely, so the hybrid workforce model has helped level the playing field for many jobs.

“We’ve seen that more women with children and eldercare responsibility are staying longer in the workforce,” she says. “This is most critical in the tech space, as we already struggle attracting women and have an even harder time keeping them. We’re also increasing opportunities for people with disabilities, making it easier for them to work remotely.” 

Today, Riazi adds that this momentum needs to be broadened, considering how lopsided the tech sector is. Minority voices from a wide range of backgrounds are vital, otherwise industry leaders don’t get the broad perspective needed to develop, innovate and succeed.

“Most women are tech consumers, yet we struggle to attract girls and women to study engineering or computer science and contribute to the advancement of tech,” she says. “Our industry is truly lopsided. Diversity is vital to innovation, human growth and evolution, and essential for economic growth, good social policy and healthy democratic societies.”

The virtues of giving back

As a nod to their upbringings in different countries, Riazi, Quintana, and Montilla today mentor younger minorities who strive to get into the tech industry.

Felix Quintana, CIO, MX Technologies

MX Technologies

“There are many opportunities to help others,” says Quintana. “I’ve had the opportunity to lecture at a local university and talk to students about my career path, and several of these students happen to be minorities. I’ve met with Hispanic youth and their parents to discuss the importance of education and scholarships. Through service opportunities, I’ve been able to meet with refugees and other immigrants as well.”

Having role models or mentors has been vital in her career, says Montilla. “I used to watch my brother and it helped me,” she says. “He’s the one who inspired me to get into tech in the first place. Going into computer classrooms was intimidating because usually I was the only woman or one of very few, and I was still learning the language and translating everything in my head.”

Today, she tells her mentees that this vulnerability can also be a huge asset.

“I worked hard, so I moved up the ladder very fast,” she adds. “Of course, I felt insecure and suffered from imposter syndrome, but with time, I came to see that being vulnerable can be a superpower. Admitting that I’m not perfect relieved me from pressure and enabled me to get on with things. I teach this to all my mentees. Let the feelings be there; don’t fight them. The key for me was to learn to feel comfortable being uncomfortable. That’s not easy, but the more I practiced it, the more I saw the bigger picture. I always give more than what I’m asked. As an immigrant and a woman of color, I work twice or three times harder as others.”

As advice to others experiencing challenges, Quintana says to never just settle. “Take every opportunity made available to you to constantly learn,” he says. “Always challenge yourself. Treat others with respect and be kind to everyone. Your reputation follows you. Seek mentors and organizations that align with your values and will invest in you. Above all, don’t be ashamed of who you are and where you came from. This is part of your character and what makes you unique.”

CIO, Diversity and Inclusion, IT Jobs, IT Skills

Diversity is critical to IT performance. Diverse teams perform better, hire better talent, have more engaged members, and retain workers better than those that do not focus on diversity and inclusion, according to a 2020 report from McKinsey. Despite this, women remain widely underrepresented in IT roles.

 And the numbers back up this assertion, often in stark ways. Lack of representation for women in the IT industry can be attributed to a wide array of often interrelated factors, and its persistence has follow-on effects in terms of compensation, opportunity, and safety in the workplace. Companies that emphasize equity and inclusion, however, are making inroads when it comes to promoting the careers of women — and retaining them.

Statistics from the following 11 facets of IT careers, from pursuing a degree to navigating the workplace environment, paint a clear picture of the challenges women face in finding equal footing in a career in IT.

The employment gap

Despite national conversations about the lack of diversity in tech, women are disproportionally missing out on the ongoing boom in IT jobs. While women make up 47% of all employed adults in the US, as of 2022, they hold only 28% of computing and mathematical roles, according to data from Zippia, with women identifying as Asian or Pacific Islander making up just 7% of the IT workforce and Black and Hispanic women accounting for 3% and 2%, respectively.

In fact, the ratio of women to men in tech roles has declined in the past 35 years, with half of women who go into tech dropping out by the age of 35, according to data from Accenture. The study attributes much of this decline to a lack of inclusivity for women in the industry. For women of color and lesbian, bisexual, and transgender (LBT) women, this lack of inclusivity plays an even larger factor. For example, 67% of women of color in less-inclusive college environments said they saw a “clear pathway from studying tech, engineering, or math to a related career,” compared to 79% of other women. When adjusted for more inclusive environments, that number jumps to 92%.

The promotion gap

Women also face more barriers to promotion and career growth. A 2022 report from McKinsey found that only 86 women are promoted to manager for every 100 men across every industry, but when isolated for tech, that number drops to 52 women for every 100 men. Women who work in more inclusive environments are 61% more likely to advance to management level, while that number jumps to 77% for women of color, according to data from Accenture. Men are even 15% more likely to get promoted to a management position when working in a more-inclusive environment.

The degree gap

According to data from the National Science Foundation, more women than ever are earning STEM degrees — and they are catching up to men in earning bachelor’s degrees in science and engineering (S&E) subjects. But isolated by field of study, women earned only 18% of computer science degrees at the bachelor level in 2021, having peaked at 37% in 1984, according to Zippia. Recent data from Accenture shows that as of 2022, only 25% of tech graduates are women, with a dropout rate of 37% for tech classes compared to just 30% for other programs.

Still, while women are less represented in undergrad CS departments, those who do pursue computer science degrees are more likely to pursue an advanced degree, with the percentage of master’s degrees in computer science earned by women rising to 31% in 2016, up from 28% in 1997.

The retention gap

Once a diploma is earned, the real work begins, and here the numbers for women in tech are even more troubling. Only 38% of women who majored in computer science are working in the field compared to 53% of men, according to data from the National Science Foundation. This is a consistent trend that has been dubbed a “leaky pipeline,” where it’s difficult to retain women in STEM jobs once they’ve graduated with a STEM degree.

Oftentimes, retention is a factor of workplace culture and inclusivity. It’s one thing to recruit women for IT roles, but organizations must be inclusive to get women to stay. Unfortunately, leaders and employees differing widely in how they perceive a company’s inclusivity, according to Accenture, which reported that 68% of leaders feel they have created “empowering environments where people have a sense of belonging,” while only 36% of employees agree. Accenture estimates that if every company were on par with the top 20% of companies in the study in terms of inclusivity, the annual attrition rate of women in tech could drop as much as 70%.

Workplace culture gap

Workplace culture also plays a role in women’s uphill battle in IT. According to a Pew Research Center report, 50% of women said they had experienced gender discrimination at work, while only 19% of men said the same. The numbers were even higher for women with a postgraduate degree (62%), working in computer jobs (74%), or in male-dominated workplaces (78%). When asked whether their gender made it harder to succeed at work, 20% of women said yes and 36% said sexual harassment is a problem in their workplace.

In addition to increasing the likelihood of gender-related discrimination against women, male-dominated workplaces pay less attention to gender diversity (43%) and cause women to feel a need to prove themselves all or some of the time (79%), according to Pew’s research. As a comparison, only 44% of women working in environments with a better gender-diversity balance said they experienced gender-related discrimination at work, 15% felt their organization paid “too little” attention to gender diversity, and 52% said they felt a need to prove themselves.

The representation gap

A lack of representation for women in tech can hinder a woman’s ability to succeed in the industry. It can put limits on their opportunities for mentorship and sponsorship and can foster “unconscious gender bias in company culture,” leaving many women “without a clear path forward,” according to a report from TrustRadius, which found that 72% of women in tech report being outnumbered by men in business meetings by a ratio of at least 2:1, while 26% report being outnumbered by 5:1 or more.   

Unfortunately, women in tech are accustomed to a lack of representation — 72% of whom said they have worked for a company where “bro culture” is “pervasive,” while only 41% of men said the same. TrustRadius defines “bro culture” broadly as anything from an “uncomfortable work environment to sexual harassment and assault.” This gap in reporting between genders may in part be due to a discrepancy in perception, according to the report, which notes that it “can be hard for those in power, or those not negatively affected, to recognize problems within the dominant culture.”

The equity gap

Women of color face more significant challenges in the tech industry — and they are greatly underrepresented. While a total of 27% of computing roles are held by women, only 3% and 2% are held by Black and Hispanic women, respectively, according to Accenture. Out of 390 women of color in tech surveyed, only 8% said it is “easy” for them to thrive, compared to 21% of all women. In less-inclusive company cultures, 62% of women of color say they’ve experienced “inappropriate remarks or comments,” a number that drops to 14% for inclusive cultures.

LBT women face similar barriers, with only 9% of LBT women IT workers reporting that it’s “easy” to thrive in tech, while 23% of non-LBT women say the same. LBT tech workers also face higher rates of experiencing public humiliation or embarrassment (24%) or bullying (20%) in the workplace. The survey found that 83% of LBT women working in more-inclusive cultures reported “loving” their jobs and 85% describe their workplace environment as “empowering,” compared to 35% and 20%, respectively, in less-inclusive environments. Similarly, LBT women in less-inclusive cultures were half as likely to say they experienced inappropriate remarks or comments, were made to feel that the job was not for “people like them.”

The founder gap

Startups are known for unconventional work environments, but women still struggle there — especially if they’re the founder. Only one in four startups have a female founder, 37% have at least one woman on the board of directors, and 53% have at least one woman in an executive position, according to a study from Silicon Valley Bank. And the founder’s gender has a direct impact on gender diversity, the study found. For startups with at least one female founder, 50% had a female CEO compared to just 5% for companies with no female founder.

Worse, startups with at least one female founder reported more difficulty finding funding, with 87% saying it was “somewhat or extremely challenging,” while only 78% of startups with no female founder said the same.

The pay gap

Women are not only underrepresented in tech, they are also underpaid. According to a report from Dice, 38% of women report being unsatisfied with their compensation compared to 33% of men. The average salary of a woman in tech who reports being satisfied with their compensation is $93,591, compared to an average $108,711 for men. On the opposite end, the average salary for women who report being dissatisfied with their compensation is $69,543, compared to $81,820 for men.

Women are also more concerned with compensation than most stereotypes would have you believe, according to a 2019 report on Women in Technology from IDC. There’s a myth that women are more preoccupied with benefits and flexibility, but 52% of women care about compensation and pay compared to 33% of men. Additionally, 75% of men believe their employer offers equal pay while only 42% of women say the same. Compensation is certainly a paramount concern for women in tech, who are often making less than their male colleagues.

The IT leadership gap

According to IDC, the percentage of women in senior leadership positions grew from 21% to 24% between 2018 and 2019. And that’s good news, because having women in senior leadership positions can positively impact female employee engagement and retention. In organizations where 50% or more senior leadership positions are held by women, they’re more likely to offer equal pay, and female employees are more likely to stay with the company longer than a year, report higher job satisfaction, and feel the company is trustworthy.

Although these statistics are trending upward, women still feel less enthusiastic about their senior leadership prospects than men. The report found that 54% of men said they felt it was likely that they’d be promoted to executive management in their company. Meanwhile, only 25% of women said the same, noting a lack of support, self-confidence, and mentorship, as well as feeling the need to “prove themselves more than men to get promoted.” 

McKinsey found that women leaders are stepping away from their roles in tech to find positions that offer better flexibility and opportunity. The report points to the fact that women find it harder to advance than men and that they’re more likely to experience microaggressions or to have their judgement questioned. Women leaders also reported carrying more responsibilities around supporting employee well-being and inclusion, but 40% say they go unrecognized for that work.

Black women leaders face even more barriers to leadership. They are more likely to have their competence questioned by colleagues (55%), or to be “subjected to demeaning behavior.” One in three Black women leaders report being denied or passed over for opportunities because of their race and gender.

The pandemic gap

Women in tech report facing more burnout than their male colleagues during the pandemic. According to TrustRadius, 57% of women surveyed said they experienced more burnout than normal during the pandemic, compared to 36% of men who said the same. That might be because 44% of women also report taking on extra responsibilities at work, compared to 33% of men. And a greater number of women (33%) report taking on more childcare responsibilities than men (19%) at home. Women in tech were also almost twice as likely to have lost their jobs or to have been furloughed during the pandemic than men (14% vs. 8%).

The pandemic has also left women less likely to ask for a raise or a promotion, compared to their male colleagues. In a report from Indeed, surveying 2,000 tech workers, 67% of male respondents said they would be comfortable asking for a raise in the next month and for a promotion. But only 52% of women said they’d be comfortable asking for a raise and 54% said they’d be comfortable asking for a promotion. Women were also less likely to say they felt comfortable asking for flexibility around work location, schedule, or hours than their male counterparts. As the study points out, if women feel discouraged from asking for a raise, while their male colleagues are comfortable doing so, that could lead to widening the gender pay gap in the tech industry even more.

This article was originally published on January 23, 2020, and updated on March 8, 2021.

More on Women in IT

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Careers, Diversity and Inclusion, IT Leadership, Technology Industry, Women in IT

The sixth annual report from Tech Talent Charter (TTC) has revealed that while companies in the UK are making progress toward improving diversity in their overall workforce, there is still a significant lack of diversity among senior technology leaders.

The not-for-profit charity, which focuses on tracking diversity in technology, compiled its report using data from 649 signatory companies, including Global, HP, Lloyds Banking Group, Nominet, PwC and CWJobs. The 210,245 employees included in the data set are estimated to represent around 16% of the UK’s technology workforce.

The Tech Talent Charter is free to sign — the only obligation signatories are required to meet is sharing their data with the charity when requested. It is only mandatory for signatories to share gender and ethnicity data but this year’s report represents the first time the TTC has started to track other aspects of diversity, including age, disability, sexual orientation, religion and neurodiversity.

The aim of collecting this data set is to try to understand what is actually happening at the coalface of diversity and inclusion in tech, since not being able to fill shortages in the tech talent market costs the UK economy about  £63 billion a year, according to Tech Talent Charter COO Lexie Papaspyrou.

Commenting on the report’s key takeaways,  Papaspyrou said that while it’s heartening to see that 28% of tech workers are gender minorities and 25% are from minority ethnic backgrounds, when those figures are compared to the percentage currently holding senior leadership positions, the drop-off is  alarming.

The data collected by TTC found that 22% of senior tech roles are held by gender minorities, a figure that is 6% lower when compared to tech roles overall, while ethnic diversity almost halves in senior roles, dropping from 25% to 13%.

There’s a pervasive idea that these figures just highlight the fact that a large percentage of women naturally leave the workforce at certain point to start families, but that doesn’t explain the drop-off experienced by people from an ethnicity minority background,  Papaspyrou said.

“There are no natural barriers that exist for ethnic diversity and senior roles in the same way that maybe you could argue exist with regards to gender,” she said. “There is a gendered societal problem that women are dropping out of the workforce because they need to take parental or career breaks, but that’s not the case when it comes to ethnicity.”

Papaspyrou added that she doesn’t believe it’s a coincidence that, for senior roles, the data for gender parity is more positive than the data for ethnic parity, given that the UK government has made gender pay gap reporting mandatory, but not ethnicity.

When it comes to D&I, data is key

One of the founding tenets of the Tech Talent Charter is the importance of data, so much so that if a company fails to provide TTC with the information required from them, they are removed as a signatory.

One of the ways the charity is helping organizations to have a better understanding of where they are on their D&I journey is through dynamic benchmarking, with a new tool that is freely available and allows companies to input their diversity figures and see how they compare to other organizations of the same size in their region and sector, Papaspyrou said.

“Those are the three areas we are constantly questioned about by companies,” she said. “They say, ‘I don’t know how to contextualize my figures because the publicly available ones are across all UK companies and I’m a small SME in the North East, so that isn’t relevant to me’.”

For TTC, while there is still an amount of churn regarding organizations that refuse to hand over their data, many companies are entering their fifth or sixth year of being signatories to the charter.

As a result, their support and willingness to provide more data has led to TTC being able to ask questions through eight diversity lenses, with neurodiversity emerging as a distinct area of interest, Papaspyrou said. Among current signatories, 53% are now measuring neurodiversity among employees, a figure that has doubled from last year.

Measurement of social mobility lags

However, Papaspyrou  was concerned about the data gap that exists regarding the measurement of social mobility, which lags far behind other areas including age, religion and orientation.

“We need to be looking at these intersections and social mobility is the one that falls across every single other lens and has such massive tangible impact on what works and what doesn’t work,” Papaspyrou said, adding that it was dismaying to see that lack of reporting, particularly in a year where the country is going through such economic hardship.

“When you look at the technology industry and where tech salaries are, in some cases three times the average UK salary, the fact that more organizations are not focusing on this is a big opportunity lost,” she said.

Looking forward to the next 12 months, Papaspyrou said TTC will be working with its signatories so that when the next data set is collected, organizations are ready to tell the truth, whether the data they have is good, bad, or unavailable.

There will be a lot of activity focused on how to improve progression at higher levels and removing the barriers that are stopping diverse employees from reaching those roles, Papaspyrou said.

“It seems like the entire business community here has really picked up on this idea that you can pack as many people into the tech workforce as soon as you want. And, while it’s great and you’re getting them in, if they’re not getting on, why are we doing it?” she said.

Diversity and Inclusion

Despite national conversations about a lack of women in IT, women remain largely underrepresented in STEM roles, according to a study by the National Science Foundation. And the pipeline doesn’t suggest a near-term correction, as only 19% of computer science degrees were awarded to women in 2016, down from 27% in 1997. Women also typically make less than their male counterparts in science, engineering, mathematics, and computer science occupations — with an average median salary of $66,000 per year, versus $90,000 for men.

And, according to recent data, representation of women in IT is trending in the wrong direction. In 2022, more than half of companies lost 20% of their tech workforce to attrition, with women technologists (16%) leaving at a higher rate than men (13%). With twice as many women having left tech jobs in 2022 than in 2021, representation of women in the IT industry is currently at pre-pandemic levels, with 27% of technology roles filled by women compared to nearly 29% in 2020, according to data from

Such issues have played a large role in the rise of organizations focused on empowering and supporting women in tech roles. Today’s networking and advocacy landscape finds a growing array of programs and organizations for girls, women, and anyone who identifies as a woman — and plenty are also open to male allies. Here are 18 key organizations dedicated to uplifting women in tech, pushing inclusivity in the workplace and closing the diversity gap.

18 organizations for women in tech

Ada Developers AcademyAnitaB.orgBlack Girls CodeChange CatalystGirl Develop ItGirls in TechGirls Who CodeLeague of Women CodersNational Center for Women & Information Technology (NCWIT)SwitchTechLadiesTechWomenWomen in STEMWomen in Tech (WIT)Women in Technology (WIT)Women in Tech Council (WTC)Women in Technology International (WITI)Women Who Code

Ada Developers Academy

Ada Developers Academy is a nonprofit, tuition-free coding school for women and gender expansive adults that also prioritizes BIPOC, LGBTQIA+, and low-income people. The training program offers a collaborative learning environment as well as individualized support through mentors, tutors, mental health support, and affinity groups. Participants also take part in a paid “applied learning internship” that teaches students how to write code and the skills to become a software developer.

The is a nonprofit organization for women in tech that was founded in 1997 by computer scientists Anita Borg and Telle Whitney. The organization seeks to support women in technology and to “connect, inspire, and guide women in computing.” also includes Systers, which was founded in 1987 by Anita Borg as the first online community for women in tech. Systers is still functioning today and is now the “largest email community of women in technical computing” with more than 8,500 members worldwide.

Black Girls Code

Kimberly Bryant founded Black Girls Code in part because she felt culturally isolated in her electrical engineering and computer programming courses in college. While women are underrepresented in STEM fields, that’s even more true for women of color working in the industry. Black Girls Code is an organization that aims to support young and pre-teen girls of color to help give them the resources they need to succeed in STEM fields. Sparking an interest in technology at a young age is important to encourage girls to embrace an interest in STEM and to show them that a career in tech is an option.

Change Catalyst

Change Catalyst is an organization focused on diversity in tech for women and minorities — it was developed in a direct response to Silicon Valley tech industry diversity numbers released in 2014. Change Catalyst “builds inclusive tech ecosystems through strategic advising, startup programs and resources, and a series of events around the globe,” according to the organization’s website. The organization speaks at all-hands events, team offsites, leadership retreats, industry conferences, and startup programs in addition to developing L&D programming, hosting inclusive events, and designing customized training solutions. Change Catalyst also offers one-on-one inclusive leadership coaching to help leaders drive DEI in their organizations.

Girl Develop It

Girl Develop It offers web and software development courses at affordable rates in a “judgement-free zone.” The nonprofit organization offers hands-on programs that teach women and non-binary professional skills for software development and supports a diverse network of women in STEM. Girl Develop It has charters in 60 cities across the country, but if you can’t find one in your area you can submit a request for a new chapter where you live. The goal of the organization is to help eliminate barriers for women and non-binary individuals through live and hybrid workshops on career topics, one on one instructor study, and learning and networking events for members.

Girls in Tech

Girls in Tech is a nonprofit organization that aims to stop gender inequality in the tech industry by empowering women through coding courses, bootcamps, and hackathons for girls and women of all ages and professions. The mission is to “support women with the access and community they need to succeed in tech.” The organization started in San Francisco in 2007 and has since grown to include over 62,000 members in 33 countries. Events and programs vary by chapter and are designed to suit the specific needs of each community.

Girls Who Code

Girls Who Code is an organization dedicated to closing the gender gap in tech and redefining what it means to be a programmer. It includes after-school clubs, summer courses and programs, and career advice and networking support for college students. According to data from Girls Who Code, 66% of girls aged six to 12 are interested in computing programs, but that drops to 32% for girls aged 13 to 17 and down to just 4% for college freshmen. The organization focuses in keeping girls and young women engaged in STEM fields as they grow by giving them support and a community.

League of Women Coders

Formerly Ladies Who Code, the League of Women Coders is a “grassroots collective” for coders, hackers, and anyone interesting in learning more about programming. The group meets monthly to work on projects, catch up, ask questions, and share ideas about the industry. The next two meetups are planned for New York City and Washington, DC. Meetings are open to anyone who identifies as a woman and typically include refreshments, food, and the occasional speaker.

National Center for Women & Information Technology (NCWIT)

The National Center for Women & Information Technology (NCWIT) is a community of “change leaders focused on advancing innovation by correcting underrepresentation in computing.” They offer several programs both for professionals as well as for kids, teens, and young adults. The organization, which was chartered by the National Science Foundation in 2004 and was one of the first organizations to focus on women’s participation in computing fields, also offers support to companies that want to strengthen DEI in their organizations through hiring, awareness, inclusion, and systemic change. They also provide research and stats on diversity and inclusion in the tech industry for women and BIPOC technologists.


Switch, formerly known as Women 2.0, is a for-profit media and tech company that creates and delivers content, programming, products, and services designed to bring awareness to issues surrounding inequality and inclusion in the tech industry. Switch provides programs for founders who are trying to grow startups and provides networking opportunities and resources on capital, hiring, workplace culture, and more. The goal is to create a more diverse and inclusive environment, especially when it comes to startups.


TechLadies is an organization that focuses on connecting members with jobs and opportunities in tech through an online network, a free job board, and events and resources to help members learn new skills to grow their careers. TechLadies’ more than 150,000 members receive access to a private online community, weekly webinars and a library of on-demand webinars, goal-setting challenges to stay motivated, and member-only online events. In 2022, Ada’s List joined TechLadies, bringing their nearly 10,000 members over to continue their mission to uplift women in tech. 


TechWomen is an initiative of the US Department of State’s Bureau of Educational and Cultural Affairs — the global organization brings together women in STEM fields from Africa, Central and South Asia, and the Middle East with those working in Silicon Valley and San Francisco to build a stronger network in the industry. To join the organization, you’ll need at least two years of professional experience working in a STEM field with a bachelor’s degree or equivalent. It works as a mentorship and exchange program, bringing women over from other countries to the US to “engage in project-based mentorships at leading companies” in the San Francisco Bay Area.

Women in STEM

Women in STEM is an organization that matches female university students and professionals with high school girls to encourage them to stay engaged in STEM. The aim is to increase representation in STEM fields through one-to-one mentoring partnerships. Mentors offer mentees college and career advice to help young girls understand the path to college and a career in STEM. Women in STEM also organizes guest speakers, discussion panels, and other programs for elementary, middle, and high school aged girls to get them excited about the field. 

Women in Tech (WIT)

Women in Tech (WIT) is an organization focused on fostering DEI in STEM by promoting the empowerment of girls and women globally when it comes to education, business, digital inclusion, and advocacy. WIT offers a global mentoring program for those seeking mentorship in career and leadership, technology, startups, digital marketing, project and product management, business analytics, and UX/UI design. The mentorship program is no-cost for both mentors and mentees, and it involves three individual sessions over the span of three months, where participants are given access onboarding and training materials as well as closed community meetings and events.

Women in Technology (WIT)

Women in Technology (WIT) is committed to advancing women in technology through leadership development, education initiatives, and networking and mentorship opportunities for women technologists at every level of their career. WIT offers the mentor-protégé program, which matches participants with experienced professionals for mentorship. Protégés are matched with four different members over the course of five months, allowing mentors and mentees to connect with different professionals who can offer unique insight into the industry.

Women in Tech Council (WTC)

The Women in Tech Council (WTC) is focused on developing programs that help diversity the pipeline from high school to the C-Suite. WTC offers programs on DEI, women in the C-suite, women-led startups, innovation, and inclusion. They also offer mentorship, networking, and learning opportunity for members, in addition to several different events including the WTC Summit, where topics around tech talent, building careers, and talent trends are highlighted and discussed in panel sessions.

Women in Technology International (WITI)

Women in Technology International (WITI) was founded in 1989 as the International Network of Women in Technology and was later rebranded in 2001. WITI is a global organization that connects over two million women in STEM with membership in the US, Hong Kong, Great Britain, Australia, and Mexico. WITI organizes events, meetups, career coaching, speaker events, and more across the US and around the world. The organization is dedicated to empowering innovation and building a future of inclusivity in the workplace.

Women Who Code

Women Who Code focuses on empowering women in tech and redefining the industry so that women are equally represented at leaders, executives, founders, VCs, board members, and software engineers. The focus is on empowering women with the coding and programming skills they need to advance in their careers, educating companies on how to promote, retain and hire women and establishing a global community of mentorship and support for women engineers.

More on Women in IT

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Careers, Diversity and Inclusion, Women in IT

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IT Leadership

The German government has announced plans to make it easier for IT workers from India to obtain work visas in Germany.

While visiting Bengaluru, the center of India’s tech sector, German Chancellor Olaf Scholz held a televised press conference Sunday with the country’s prime minister, Narendra Modi, where he said Germany not only wants to be able to recruit and attract skilled Indian workers but work with India on the research and development of IT and software.

“We want to simplify the issuing of visas,” Scholz said. “We intend to modernize the whole bureaucratic process in addition to legal modernization.” He noted that Germany needs many skilled workers to meet the country’s demand for software development.

“A lot of reform proposals have already been collected and we are continuing to work on them,” Scholz said.

Under the plans, the new visa would make it easier for skilled workers to come to Germany with their families, while a relaxing of language requirements would also help to make Germany a more attractive destination for sought-after professionals.

“It is clear that anyone who comes to Germany as an IT specialist can first easily converse with all his or her colleagues in English, because many in Germany can speak English,” Scholz said.

Despite many big tech companies laying off large numbers of employees in recent months, the global demand for skilled tech workers remains high. According to a study by management consulting firm Korn Ferry, by 2030 there will be a projected global human talent shortage of 85 million people.

“In tech alone, the US could lose out on $162 billion worth of revenues annually unless it finds more high-tech workers,” according to the report. “India could become the next tech leader; the study suggest that the country could have a surplus of more than 1 million high-skilled tech workers by 2030.”

Commenting on research undertaken by the firm, Yannick Binvel, president of Korn Ferry’s Global Industrial Markets practice, wrote in the report that “Governments and organizations must make talent strategy a key priority and take steps now to educate, train, and upskill their existing workforces.”

Germany is not the only country looking to attract skilled workers to tackle the growing skills gap.

In the US, the H1-B visa allows companies to employ foreign workers in specialty occupations that require theoretical or technical expertise. However, the visa has not always been supported across the political spectrum. During his presidency, Donald Trump stopped the distribution of new H1-B visas and attempted to raise employer compliance obligations and reduce H-1B visa validity for workers employed at third-party job sites.

All of these proposals were ultimately overturned by current US President Joe Biden early in his first term.

Government, IT Jobs, Legal, Technology Industry