Let’s clarify the concept of pay equity: it refers to individuals of different genders, ethnicities, and abilities receiving equal compensation for performing the same job or work.
Yet, this simple concept remains a fleeting dream for many women.
In the United States, the gender pay gap has remained largely unchanged over the past two decades. In 2022, women earned, on average, 82 percent of what men earned, reflecting only a slight increase from 80 percent in 2002. This persistence highlights the ongoing challenge of achieving pay equity between genders.
In the tech industry, the disparity is even more pronounced. According to 2023 data, the median gender pay gap in Europe’s tech sector stands at 23 percent, significantly higher than the pay inequities in other sectors.
Things aren’t much better in the Middle East. Below is data shared by WIRED Middle East, in collaboration with YouGov, following a survey in the region last year:
● Two out of five respondents experienced some form of salary discrimination
● 69 percent felt that gender discrimination had sometimes or always affected their work
● 28 percent agree that there is a gender imbalance in their current organisation
● 32 percent experienced discrimination related to a position or designation
● 63 percent of those who agreed that there is a gender imbalance feel it will take up to 10 years for gender diversity in tech to reach equality
● 48 percent of those who agreed that there is a gender imbalance at work believe it stems from employers, while 44 percent believe it stems from society at large
The issue is quite complex. As the data above shows, it’s not just a matter of being hired to do the same job as male peers for less pay — you also have to work harder, while often facing discrimination and or different expectations.
In a region like the Middle East, which has historically been very patriarchal, working women often face greater challenges in demonstrating their capabilities to both superiors and peers — a burden that men do not typically experience. For those who want to excel in their fields and achieve greater accolades, like landing managerial roles and leading companies, the bar is set even higher.
Personally speaking, despite my years of experience and proven success, there are still times when people question my abilities just because I don’t fit the typical image of a tech leader. It’s frustrating, but it’s something a lot of women face — being judged for their gender before their skills.
A growing stereotype is emerging that women in tech, despite being labeled as ‘empowered’, often lack the necessary expertise. This hurts those of us who have extensive experience and skills because it leads to more scrutiny and doubt. It’s another frustrating barrier to break through — not to mention the stigma that comes with being a mother, or pregnant, and how this affects perception of us.
Even the way we carry ourselves in the workplace has come under scrutiny — women are often expected to be less assertive, while men are encouraged to be direct and aggressive in decision-making. When I show strength, I’ve been labeled as ‘difficult’, ‘challenging’, or ‘aggressive’. I’ve even been yelled at and insulted for simply doing my job. Working in tech can be a cruel, discriminatory and non-sensical reality.
Then comes the issue of representation. Being the only woman in the room, as I often find myself to be, brings its own set of pressures. It often feels like you must continually prove your worth — not just for yourself, but for all the women aspiring to enter this field. This is a challenge that our male counterparts typically do not face.
This brings us to the final obstacle: harassment. Unfortunately, this is still a reality for many women in tech, whether it’s subtle discrimination or outright mistreatment. From dismissive comments to inappropriate behavior, these experiences make it tough for women to feel like they belong in an industry that should be all about merit. Often, these issues go unreported by victims due to a fear of retaliation or being labeled as ‘difficult’. It’s an unforgiving reality that one would expect to have vanished in the 21st century. Yet, here we are.
All these challenges and obstacles are interlinked, often culminating in a negative impact on women’s bottom line: their salaries.
Even in top multinational companies, there’s still a clear pay gap between men and women in tech. I’ve seen women outperform their male counterparts and still get paid less. It’s not just a financial issue — it reflects a bigger, systemic problem where women’s contributions are undervalued.
While I’ve taken a rather critical stance in this piece, I am an optimist at heart, and I am glad to see that some positive change is taking place. In the survey mentioned before, nearly 9 out of 10 respondents were likely to recommend a career in tech to a friend or family member, indicating that women are positive about the trajectory of the industry.
We are at a pivotal moment: the tech sector is currently facing a talent shortage. This is an opportunity for female tech professionals to step up, prove themselves, and claim the roles they desire. It also allows for companies to hire based on merit instead of bias, balancing the gender ratio in workplaces for fresher perspectives, new ideas, and diversified teams that bring new things to the table.
// Sally Harby, Cybersecurity & SASE Specialist
Comments