Building the Future Power Hub for Women in Tech

Unlocking the potential of women in Central and Eastern Europe to bridge the tech skills gap and drive innovation.

With support by

Why is it important?

Europe faces a critical ICT skills gap, with only 12 million professionals projected by 2030—far below the EU’s 20 million target. Women in Central and Eastern Europe offer untapped potential to bridge this gap, but stereotypes, limited reskilling opportunities, and biases hold them back.

Our study highlights these barriers and presents strategies to empower women in tech, driving inclusivity, innovation, and sustainable growth for all.

Despite these challenges, the study reveals a promising future: women are eager for opportunities that emphasize mentorship, professional networking, and flexible work environments. Creating a robust ecosystem where women feel supported and empowered can unlock the region’s potential as a global leader in tech innovation.

The Opportunity: Building a Supportive Ecosystem

The Opportunity: Building a Supportive Ecosystem

Participants: 5475 women | Experts: 40

Our research includes data from various age groups, education levels, tech talent levels, and employment statuses.

Key Insights

TOP MOTIVATORS

Women are drawn to tech for its competitive pay (78%), promising career growth opportunities (69% among experienced professionals), and the potential for better work-life balance and flexibility (68%).

AGEISM

Biases against women over 40 limit their chances for reskilling and career growth. Stereotypes about adapting to new technologies often hinder hiring, promotions, and opportunities for requalification.

STEREOTYPES

Persistent stereotypes about women’s technical abilities undermine their confidence, affecting their willingness to pursue opportunities. These biases also influence hiring and promotion decisions, creating barriers to career advancement in tech.

WORK-LIFE BALANCE

Family responsibilities and rigid workplaces deter women from pursuing or advancing in tech. The lack of flexible policies, like hybrid work or adaptable hours, makes balancing personal and professional demands challenging, limiting opportunities for growth.

LEADERSHIP GAP

Women are underrepresented in leadership roles, reducing their ability to influence decision-making and strategy. This also limits the presence of role models to inspire and mentor others in tech.

EDUCATION BIAS

The preference for traditional degrees sidelines women with non-traditional qualifications, compounded by limited access to mentorship and alternative education pathways.

Conclusions & Recommendations

POLICY SOLUTIONS: UNLOCKING POTENTIAL

Policymakers should invest in reskilling programs, providing resources for mentorship and training tailored to women. Promoting pay transparency through equal pay policies ensures fairness, while encouraging hybrid and remote work options makes tech careers more accessible. Public campaigns showcasing women’s tech successes can also combat stereotypes and inspire change.

EMPLOYERS: DRIVING CHANGE

Businesses can drive change by prioritizing mentorship programs to help women build confidence and advance their careers. Embracing diverse hiring practices, including alternative qualifications like bootcamps, expands the talent pool. Increasing women’s representation in leadership ensures a more equitable workplace, while flexible policies, such as hybrid and remote options, improve work-life balance and retention.

THE IMPACT: INNOVATION THROUGH INCLUSION

Empowering women in tech has a profound impact on innovation, diversity, and business outcomes. Inclusive teams create solutions that cater to wider audiences, while tapping into women’s potential drives growth and prosperity. By taking action, both policymakers and businesses can unlock systemic progress and build a more equitable future in technology.