Women Technologists Say They’re Dissatisfied with Current Salary

Women in tech don’t believe they’re getting enough support from their employers, according to a new study by Women Who Code (WWCode).

The latest edition of WWCode’s annual Equal Pay Report surveyed 435 technologists who identify as women in 44 countries (half of them were located in the United States). Some 82 percent of respondents said they were dissatisfied with their current salary, while the same percentage also claimed a lack of training opportunities. 

Some 42 percent said they changed jobs last year; some were driven by better opportunities, while 42 percent said it was at least partially due to inequality at their current workplace. “When asked what was most important to them at work, 77 percent of women technologists cited total overall compensation, which aligns closely to the number who said they were currently dissatisfied with their salaries,” read the organization’s release accompanying the data. In addition, “62 percent said that they most valued work-life balance, and 43 percent expressed the need to be able to work remotely.”

The data from Women Who Code aligns with what Dice found in its most recent Equality in Tech Report, in which 63 percent of technologists who identified as women said they were satisfied with their careers, versus 69 percent of technologists identifying as men. Fifty percent of technologists who identified as women believed they were satisfied with their current job, which was a year-over-year decline of three percentage points, and slightly less than the 55 percent of men who were satisfied (virtually unchanged from last year).

In addition to salary, Dice found that technologists who identified as women were far more likely than their male counterparts to switch jobs for better leadership (35 percent to 31 percent), better schedule flexibility (26 percent versus 22 percent), remote work (34 percent versus 27 percent) and better health benefits (35 percent to 30 percent).  

For employers attempting to hire and retain the best possible talent, data like this should set off alarm bells. An organization simply can’t afford to have highly skilled technologists of any gender leaving because they’re dissatisfied with salary, management, or the top-level approach to issues of diversity and inclusion. The first step is open communication between workforces and managers; companies need to understand how their technologists feel.