The need for women’s gender empowerment, inclusion and equality in the workplace has never been more pronounced than it is today.
Fostering diversity, inclusivity and accessibility (DIA) are widely recognised markers of good governance, and local and global companies are taking the initiative to implement clear DIA policies.
Despite these efforts, achieving these values in the workplace remains a significant challenge across industries.
Statistics on women’s inclusion in the Information and Communications Technology (ICT) industry globally indicate that women accounted for less than a third of the total workforce and 25% of technical roles in large companies in 2022.
Addressing the gender skills gap allows businesses to tap into a broader talent pool, alleviate the ongoing talent shortage and create a pipeline of skilled workers to keep industries competitive and innovative. Through uplifting women and their communities through job creation and career advancement, the gender inequality gap can be closed.
In the heart of Africa’s tech boom, the question remains: where are the women and how can businesses address the skills gap to promote greater inclusivity and diversity in the workforce?
Here we seek to address this issue and offer expert insights on the broader topic of the skills gap for women in tech in South Africa. Read on to learn more about:
- The current skills gap for women in tech in South Africa
- Why closing the gap is crucial for SMEs
- Practical steps to close the gender skills gap
- Collaborating with external partners to bridge the gap
Understanding the Skills Gap for Women in Tech in South Africa
In South Africa, around just 13% of women choose to study in the STEM disciplines, which stands for science, technology, engineering and mathematics, and approximately 40% of tertiary graduates in ICT programmes are women.
On a global scale, data from Deloitte, the professional services giant, shows how women in tech gained significant ground in the tech sector between 2019 and 2022.
Their research shows that the biggest hurdle women face in their careers is not the glass ceiling but the ‘broken rung’. The ‘broken rung’ refers to women encountering hurdles at the first step up to becoming a manager.
Strategy and consulting firm McKinsey found that in 2022, 86 women were promoted to manager for every 100 men, across all industries. In tech roles, this number dropped to 52 for every 100 men.
Despite significant local and global strides to expose more women to opportunities in the tech sector, gender inequality in technology and leadership remains a challenge that continues to demand attention.
Giving women opportunities to learn and upskill helps to create inclusive workplaces and supports advancement in sectors that were traditionally to a large degree dominated by men.
Diversity in senior leadership also provides role models and mentors for others coming up the ranks, and makes business sense. A Boston Consulting Group (BCG) study found that companies with diverse leadership teams reported average innovation revenue of 19% higher than those without.
Why Closing the Gender Skills Gap Matters
Closing the gender skills gap and embracing a culture of diversity and inclusion is more necessary than ever before.
In an economic climate like South Africa where 70 – 80% of small businesses fail within their first five years – rapid technological advancements, globalisation and global political instability demand a workforce with the skillset to innovate.
Shifting focus from merely achieving efficiency and stability to preparing for long-term growth and adaptability is a valuable direction for any organisation. While maintaining stability is important, the real opportunity lies in equipping organisations to thrive in uncertain times.
Diversity plays a crucial role in this, as it strengthens an organisation’s ability to face challenges and seize new opportunities.
Increasing the diversity of leadership teams has been shown to drive more innovation and improve financial performance.
Diverse teams can offer a wider range of perspectives, leading to better decision-making and problem-solving. Diversity also contributes to higher employee morale, stronger retention and a more inclusive company culture.
In today’s fast-changing business environment, being well-equipped to respond to an array of problems is a competitive advantage.
There are several ways to achieve this. One solution is to adopt diverse and inclusive hiring practices and investing in the skills development of women in technical roles.
Common Barriers Contributing to the Gender Skills Gap
The gender skills gap in South Africa is a multifaceted challenge rooted in cultural, educational and workplace inequalities.
These barriers not only hinder women’s opportunities, but also perpetuate a cycle of exclusion that limits innovation and growth within the industry.
Understanding these challenges in the South African context is essential for addressing and fostering a more inclusive and diverse workplace.
Rashika Panday is a board member of Women in Tech South Africa, an NPO dedicated to closing the gender skills gap and empowering women in tech. She is also a lead consultant, founder and Chief Ecosystem Officer at Quantum EdgeX, a digital transformation business consultancy firm. She has discovered that women are significantly underrepresented in shaping digital products and societal needs in the banking sector.
She says, “After working for some of Africa’s largest banks for over 17 years, one of the barriers contributing to the gender skills gap is unconscious bias. There seems to be a common assumption that women can’t fill the skills gap in tech and that they lack the necessary abilities, knowledge and experience to fill key roles and make a difference.”
She adds, “These unconscious biases shape how women are placed in roles. As a result, women face challenges in securing opportunities and promotions. This also means that there are fewer role models for younger girls, which discourages them from pursuing qualifications in fields like computer science and engineering.”
It’s barriers like these that need to be addressed. By understanding what the most common barriers are and how they are contributing to the gender skills gap your business can take the necessary steps to overcome them.
Gender stereotypes
Research shows that gender stereotypes usually perpetuate preconceived ideas of what it means to be either a man or a woman, which leads to inequality, discrimination and a lack of opportunities for people who don’t fit the gender norms.
These preconceived gender roles can lead to a lack of confidence or encouragement for women to engage in technical subjects early in life, and act as barriers that may discourage women from pursuing careers in male-dominated fields, like STEM.
Lack of access to tech education
Many women in Africa, especially in underserved or rural areas, face limited access to quality education in technology. Financial constraints, inadequate resources, and lack of female role models in tech further exacerbate the issue.
Gender bias in hiring
According to Statista, in Quarter 3 of 2024, men occupied around 67% of the total managerial roles in South Africa.
In Panday’s experience, because the tech sector seems to be a heavily male-dominated sector, when it comes to hiring, HR teams are generally inclined to consider men because of the unconscious assumption that tech teams are male dominated.
“In many software teams, you’ll find that while there might be five male developers, the woman in the team is typically a business analyst, not a coder. She may hold a role like product owner, but that’s more business-focused than technical.
“This dynamic is especially evident in fields like cybersecurity, where security officers or specialist roles are often dominated by male figures, even though there is no reason why women can’t thrive in these roles too.”
Workplace inequality
Workplace environments that lack supportive policies, like flexible work arrangements or family leave, can make it challenging for women to balance work and family responsibilities.
Research published in the SA Journal of Industrial Psychology also revealed that women in the South African security industry perceive slower career progression and negative perceptions of female leadership among colleagues.
4 Practical Steps to Close the Gender Skills Gap
Focusing on finding and applying tangible solutions can bring your business one step closer to achieving a diverse and inclusive workforce that enables women to succeed.
Here are practical steps your business can take to foster inclusivity and bridge the gender skills gap:
1. Revisit recruitment practices
Start by looking at how your business attracts talent. Use gender-neutral language in job descriptions and partner with organisations that promote women in STEM.
2. Offer tailored training programmes
As a part of your business’s Corporate Social Responsibility (CSR), offer upskilling opportunities to help women in tech build technical skills. Opting for online courses with flexible schedules can promote inclusivity by accommodating women with caregiving responsibilities.
3. Seek mentorship opportunities and support networking
Reach out to organisations offering support and guidance to women in tech through mentorship programmes and networking opportunities.
Women in Tech fosters empowerment, education and career development through programmes, events, hackathons, bursaries, pitching opportunities and networking. They bring students, businesses, professionals and mentors together to build a supportive global tech community.
4. Embrace flexible work policies
Introduce policies like remote work, job-sharing and parental leave for women or men with children to accommodate employees with caregiving responsibilities. These adjustments can improve retention rates for women in tech and promote inclusivity in the workplace.
By implementing these practical steps, your business can get one step closer to unlocking the untapped potential of women in tech, driving innovation, inclusivity and diversity in the workplace. You don’t have to do it alone; there are NGOs and industry organisations like Women in Tech to help you implement the changes.
How Collaborations Can Advance Women in Tech
External organisations can offer your business valuable opportunities to drive gender diversity. By combining resources, expertise and targeted initiatives you can empower your female workforce and create a sustainable approach to bridging the gender skills gap.
Here are a few private and public organisations, working towards achieving inclusivity and gender equality in the workplace:
Government and NGO Initiatives
Department of Trade, Industry and Competition (DTIC) – Women Empowerment Fund
The Women Empowerment Fund (WEF) offers funding to businesses owned by black women across a range of sectors, for start-ups and expansions.
Women in Tech
Their mission is to close the gender gap in technology and help more women and girls embrace STEM fields when choosing a field of study or career path. It operates on four pillars: education, business, digital inclusion and advocacy. Their resources and opportunities are aimed at supporting female entrepreneurs and leaders, ensuring digital access for all, and driving systemic change to challenge gender biases in the tech industry.
Technology Innovation Agency (TIA)
The Technology Innovation Agency is a South African government initiative offering support to innovators, including women entrepreneurs in tech. TIA focuses on fostering technological solutions that address societal challenges, empowering women to bring their ideas to life. Their focus on impactful technology ensures start-ups can contribute to both industry growth and societal progress.
GirlCode
GirlCode is a non-profit organisation dedicated to empowering women and girls through coding and tech skills development.
Their collaboration with corporate partners and SMEs provides training, mentorship and resources to bridge the gender skills gap in South Africa’s tech sector. Their primary focus is on equipping women with in-demand skills and connecting them to opportunities. GirlCode addresses both the talent shortage and gender disparity in South Africa’s growing tech ecosystem.
Exploring Alternative Funding for Women’s Businesses in South Africa
Empowering women in tech requires financial investment.
Cash flow constraints shouldn’t stop your business from creating a more diverse and inclusive workplace that encourages the growth and skills development of women in tech.
Exploring alternative funding options attuned to the unique needs of women’s businesses in South Africa can further accelerate progress and open doors to new opportunities. These two alternative funding solutions can give you access to the capital boost to invest in empowering your female workforce:
Lula’s Revolving Capital Facility
Our Revolving Capital Facility is a flexible line of funding you can tap into when you need it (subject to a credit and affordability assessment). Once you’ve been approved, you can withdraw capital whenever you need it without having to go through the application process from scratch. This way you’ll have ongoing access to capital to gradually implement changes.
Lula’s Capital Advance
Our Capital Advance is a fixed-term facility. With this alternative to a traditional business loan, you’ll benefit from fixed repayment amounts throughout the agreed term. There are no hidden costs. Clear and flexible terms can help you plan with confidence without worrying about fluctuating repayment costs.
Both of these funding solutions are easy to apply for and give you access to up to R5 million in funding within as little as 24 hours. The fast-track online digital application process is simple and cuts out the need to stand in long queues at the bank or wait for weeks on end for approval.
Take the first step to empower women in tech and create a more diverse and inclusive workforce. Start the online application process and see if you qualify for a capital boost.
