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How Australia's Tech Sector Can Lead in Gender Diversity
The tech industry in Australia continues to evolve rapidly. From consumer-packaged goods to wearable tech, and from software and apps to hardware advancements, technology is evolving. This is creating new opportunities for people and helping the local economy.
Australia is well-positioned to become a global tech leader due to its vibrant startups, skilled workforce, and enabling policies and regulations. However, even though it attracts young and diverse people, the industry is still working on equal opportunities for women.
So, what is the state of gender diversity in tech? In this context, the role of women in the tech industry has become a central point of discussion.Let's explore the present situation of women in the Australian tech industry, challenges, factors promoting their growth, and the influence of women in tech on the Australian economy.
The Current State of Women in Australia's Tech Industry
According to the Global Gender Gap Report (2023), women make up only 29.2 % of the STEM workforce among the 146 nations surveyed. This statistic highlights the ongoing global gender gap in various tech disciplines.
In the 2021-2022 financial year, the money put into new businesses in Australia grew to $10 billion, more than twice the amount the year before. However, less than 10% of this money went to businesses started by women, less than 15% to businesses started by both men and women and the remaining $8.5 billion went to businesses started by men only.
Not many women work in the technology industry, especially in high-level jobs. Women also earn less than men. A recent report showed that men in the Professional, Scientific and Technical Services industry earn about 22.8% more than women. This is the fourth biggest pay gap among all industries. Many people think this is because few women are in high-level jobs, and the report supports this idea. It shows that only about 35.2% of management jobs are held by women. Also, it’s alarming that almost 30% of companies do not have women on their boards.
Challenges Faced by Women in Tech
Women in the Australian tech industry face a range of challenges that hinder their participation and advancement.
- Stereotypes about tech being a male-dominated field often discourage women from pursuing careers in technology from an early age.
- Gender biases in hiring and promotion processes, where men are frequently preferred for technical roles and leadership positions.
- Discrimination is another significant hurdle, with many women reporting instances of gender inequity, harassment, and a lack of respect in the workplace.
- Notable lack of support networks and mentorship opportunities, which are crucial for career development and advancement in the tech sector.
These factors contribute to lower retention rates and fewer women in high-level roles, perpetuating the gender gap within the industry. In addition, many women are leaving tech jobs and moving to different careers because they don't have the support for a good work-life balance.
Advantages of Increasing Female Presence in Tech
Increasing female participation in tech addresses equality issues, enhances creativity, fosters innovation, and drives better business outcomes.
Women in tech roles provide broader consumer insights, leading to products and services that better reflect the entire population's needs. Their inclusion promotes innovative and diverse tech solutions for a wider range of needs and preferences.
Having more women in tech helps break old stereotypes and encourage more girls to explore and do well in STEM fields. Also, women in well-paid tech jobs add to their financial power, which increases their influence in community decisions and boosts the overall economy.
Recommendations for Tech Companies
To attract and retain more women in the tech industry, companies need to adopt several strategic actions:
1. Inclusive Hiring Practices: Implement unbiased recruitment processes that actively seek out female candidates and ensure they are fairly evaluated.
2. Mentorship Programs: Establish mentorship schemes where women can receive guidance and support from experienced professionals within the industry. This can help them navigate their careers and aspire for leadership roles.
3. Supportive Workplace Culture: Create a work environment that respects and supports work-life balance. Flexible working hours and remote work options can be particularly beneficial for women managing family and careers.
Conclusion
Gender diversity in Australia's tech industry can improve with sustained efforts. Actionable strategies supporting women can lead to a balanced, equitable sector.
While policies are progressive, they are not always adhered to within the industry. Inclusivity, diversity, and female leadership can be overlooked. Businesses should understand the benefits of hiring and keeping women in tech roles. They should follow Diversity, Equity, and Inclusion (DEI) policies to examine their diversity rules and check if they're sticking to them. Men in leadership roles should support these changes, helping to improve the industry.
If you need support to grow your team or expert advice from our specialised consultants, contact us for tailored recruitment solutions.
Spoiler: “Competitive salary” isn’t the hook you think it is.
Welcome to Lunch with a Leader, where the Tech & Data People team sits down with IT leaders to uncover their career insights, challenges, and industry perspectives. Each conversation brings valuable lessons, trends, and advice to help our community grow and thrive. Grab a seat at the table and take in the insights from some of the best in the business.
Welcome to Lunch with a Leader, where the Tech & Data People team sits down with IT leaders to uncover their career insights, challenges, and industry perspectives. Each conversation brings valuable lessons, trends, and advice to help our community grow and thrive. Grab a seat at the table and take in the insights from some of the best in the business.
Why the way you brief, partner, and align at the top matters more than ever.
Welcome to Lunch with a Leader, where the Tech & Data People team sits down with IT leaders to uncover their career insights, challenges, and industry perspectives. Each conversation brings valuable lessons, trends, and advice to help our community grow and thrive. Grab a seat at the table and take in the insights from some of the best in the business.
We’ve entered an era where the smartest systems aren’t the loudest. they’re the ones you don’t even notice. Ambient Intelligence (AmI), or “ambient invisible intelligence,” is reshaping how we live and work, not with fanfare, but with subtlety. This is AI that whispers instead of shouts. It learns your habits, senses your environment, and responds without you lifting a finger. It’s the kind of intelligence that anticipates, not interrupts. So… why should tech professionals, recruiters, and business leaders care? What Is Ambient Intelligence (AmI), Really? Ambient intelligence refers to digital systems—AI, sensors, and networks—that are embedded into our environments to support humans quietly and contextually. Think beyond chatbots and flashy dashboards. This is: Smart lighting that adjusts based on mood or weather Healthcare systems that flag early symptoms before patients notice Cybersecurity that auto-defends without alert fatigue Enterprise tools that prioritise tasks based on your unique working patterns. It’s a tech layer that fades into the background. That is, until you realise you couldn’t function without it. A Silent Revolution in the Workplace Here’s the interesting bit: Ambient AI isn’t just for homes and smart cities. It’s quietly infiltrating our workplaces. Talent Platforms that serve candidates content before they search. Meeting Software that understands conversation flow and adjusts transcripts, follow-ups, or even sentiment analysis in real time. Facilities Management tools that adjust airflow, lighting, and noise levels based on occupancy and stress indicators. And all of this happens without user prompts. We’ve moved from “Hey Siri” to “Siri already knows.” Why It Matters for Tech Recruitment Let’s talk talent. As ambient intelligence grows, we’ll see rising demand for: AI/ML engineers with human-centred design experience Data privacy and ethics specialists IoT security experts UX professionals who understand invisible design Integration architects who can make fragmented systems feel cohesive. And here’s the catch: these roles often require cross-functional fluency. Tech meets psychology, meets ethics, meets design. Are we ready for that shift? Ethical Design in the Background There’s power in invisibility. But there’s risk too. When tech becomes ambient, it also becomes less visible to scrutiny. That means: Bias can go unchecked Data privacy can slip through the cracks Users can be nudged without realising it. The question is no longer can we do this? —But should we? Smart businesses will bring in people who can answer that. Invisible, but Intentional The future of AI isn’t a robot in the boardroom. It’s the algorithm silently removing barriers before they appear. Ambient intelligence is already here. You may have just not noticed it. Yet.
Welcome to Lunch with a Leader, where the Tech & Data People team sits down with IT leaders to uncover their career insights, challenges, and industry perspectives. Each conversation brings valuable lessons, trends, and advice to help our community grow and thrive. Grab a seat at the table and take in the insights from some of the best in the business.
Growing a tech team goes a little more in-depth than just getting bums on seats. That is, if you want to scale efficiently. As businesses expand, they often face a common dilemma: should they build an in-house team, buy talent through hiring full-time employees, or partner with external agencies and contractors? Each approach has its pros and cons, and choosing the right one depends on factors like budget, project scope, and long-term business goals. The Build, Buy or Partner Framework When to build (upskill & develop internal talent) Best for: Companies with existing talent that can be developed for long-term growth. Pros: Retains institutional knowledge Fosters a strong company culture Reduces external hiring costs over time. Cons: Takes time and investment in training Can be challenging if internal talent lacks specialised skills. When to choose this approach: When you have a solid foundation of junior-to-mid-level employees who can be trained When you’re looking to promote from within and build long-term loyalty When hiring budgets are tight, but internal development is feasible. When to buy (hire full-time employees directly or through an agency) Best for: Businesses needing stability and long-term expertise in critical roles. Pros: Provides dedicated resources fully committed to company goals Helps establish a strong, cohesive team culture. Cons: Lengthy hiring processes if running a direct process Higher upfront costs (salary, benefits, onboarding, training) Risk of turnover. When to choose this approach: When core business functions require in-house expertise (e.g., software engineers, DevOps, cybersecurity specialists) When long-term stability outweighs short-term cost savings When hiring in a talent-competitive industry where full-time employment is a key attractor. When to partner (contractors and recruitment agencies) Best for: Businesses needing flexibility, speed, or niche expertise. Pros: Faster time-to-hire, especially for specialised roles Cost-effective for short-term projects Access to a broader talent pool. Cons: Cultural integration can be trickier if partners aren’t well-briefed on your values and team dynamics May carry higher long-term costs but manageable with a strong partner who can help you strike the right balance with lasting talent. When to choose this approach: When working on short-term projects that don’t justify full-time hires When needing specialised skills that are difficult to recruit in-house When scaling rapidly and requiring immediate talent solutions When the target talent requires a more strategic brand positioning. Making the Right Hiring Decision Assess business goals: Align hiring strategy with long-term company objectives. Evaluate current team capabilities: Determine whether upskilling is an option before going to market. Consider cost vs. speed: Weigh the urgency of hiring needs against budget constraints. Mix & match approaches: A hybrid approach—combining direct hires with external partners—can offer the best balance of cost, flexibility, and expertise. Scaling a tech team effectively requires a strategic mix of building, buying, and partnering. By understanding the strengths and limitations of each approach, hiring managers can make informed decisions that support both immediate needs and long-term growth. Get in touch with our team to see how we can help set your business up for efficient and effective hiring.
Welcome to Lunch With a Leader, where the Tech & Data People team sits down with IT leaders to uncover their career insights, challenges, and industry perspectives. Each conversation brings valuable lessons, trends, and advice to help our community grow and thrive. Grab a seat at the table and take in the insights from some of the best in the business.
When it comes to creating a thriving workforce, employee engagement and employee experience are often used interchangeably. However, while they may seem similar on the surface, they are two distinct concepts that are crucial to the overall health and success of an organisation. Understanding the difference between the two—and how they interact—can help employers build a more engaged, satisfied and productive team. What is Employee Engagement? Employee engagement refers to the emotional commitment an employee has to their organisation. It’s the level of enthusiasm and dedication that an employee brings to their role. Engaged employees are motivated, passionate about their work, and actively contribute to the company's success. Engagement is more about the intensity and quality of work rather than job satisfaction alone. In Australia, only 15% of employees are actively engaged in their roles, according to Gallup’s State of the Global Workplace 2022 report. While this is a global statistic, it’s clear that engagement levels remain low. What does this mean for Australian employers? It indicates a significant opportunity to invest in practices that can turn disengaged employees into highly motivated, committed individuals. Key characteristics of engaged employees include: Motivation: They are driven to do their best work every day. Passion: They care deeply about the company’s goals and values. Commitment: They are invested in the long-term success of the company. High productivity: Engaged employees tend to be more productive and efficient. What is Employee Experience? Employee experience, on the other hand, encompasses the entire journey of an employee with a company. From the moment they apply for a job, to their first day on the job, to their interactions with colleagues, and their day-to-day work life, employee experience is shaped by all touchpoints and interactions an employee has within the organisation. It’s more holistic and takes into account every aspect of an employee’s work life, both physical and emotional. In Australia, 73% of HR leaders agree that employee experience plays a critical role in employee engagement, according to The Australian HR Institute (AHRI) . However, it’s not just about the work environment; it’s about creating an experience where employees feel valued, supported and equipped to succeed. As 76% of employees are willing to leave their current employer for one that offers a better experience, the need for organisations to focus on improving the employee experience is more important than ever. Key factors that make up the employee experience include: Work environment: The physical and psychological aspects of the workplace (including flexibility, office design and culture) Onboarding: The process of introducing new employees to the company and setting them up for success. Company culture: The overall atmosphere, values, and norms within the organization. Professional development: Opportunities for growth, learning, and career advancement. Work-life balance: How well an organization supports employees in balancing work responsibilities with personal life. A side by side comparison While engagement focuses on the emotional commitment of an employee, experience covers the broader scope of their time with the company. Here’s how they differ:
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