It’s timely that this year’s theme for International Women’s Day is “Cracking the Code: Innovation for a gender equal future”, because here in Australia, it’s never been more urgent to support women in the technology sector.

According to data from recent years, women make up about 29 per cent of tech occupations in Australia. And while more women than men graduate university with an undergraduate degree, women only account for one fifth of IT graduates.

Meanwhile, women make up just 26 per cent of coders, a number that has actually gone backwards since the 1990s.

Currently, funding from the federal government for women in technology programs has been frozen, as the Science Minister Ed Husic conducts a “Pathway to Diversity in STEM” review. Sarah Moran, founder of Girl Geek Academy, says the freeze in funding is problematic because many organisations focused on women in tech need emergency funding now if they are to survive.

“While I wholeheartedly agree with the Minister’s desire to review what’s been done until now as it will hopefully result in strategic decision making long term, we can’t just down tools in the meantime,” Moran says.

Canberra-based technology change leader, Alicia Lillington agrees that it’s vital the government continues to fund social enterprises like Girl Geek Academy.

“Programs like this provide a valuable space for women to connect, learn and grow in the industry. They also help to address the gender imbalance that still exists in tech,” Lillington says.

“It’s no secret that women are underrepresented in STEM fields. And it’s not because they’re not interested or capable – it's because of systemic barriers that prevent them from fully participating. Programs like Girl Geek Academy help break down those barriers.”

So what else should we be doing to boost women in tech?
Lillington says it’s essential we increase funding for education in STEM, and are actively encouraging more women to pursue these subjects at school and into university.

Incentives for tech companies to hire and promote women would also be a good move, as a way to encourage the private sector to centre diversity and inclusion in their hiring and promotional practices.

Fostering networking opportunities for women in the sector, and providing more funding for women-led startups would also be excellent steps, according to Lillington. 

In the startup ecosystem, the statistics around funding are pretty dire – just 3 per cent of VC funding went to all-women founded startups in 2022.

“The government could provide more funding and support for women-led start-ups, including grants and mentorship programs,” Lillington said. 

You don’t necessarily need to be a “techie” to enter the industry
Lillington has some key advice to women who are considering a career move into tech: start exploring your interests and strengths. 

“Once you recognise your unique talents, you can start to look for aligned opportunities,” she says. “What is more important than technical expertise, is a willingness to learn and a passion for problem-solving. With those qualities, you can absolutely thrive in tech.”

There are also plenty of entry-level roles that don’t require extensive technical knowledge, Lillington says. 

“Join online communities and attend events where you can connect with other women in the industry,” she said.

“By building a strong support network, you will have a better chance of finding opportunities and getting the support you need to succeed.”

Don’t be afraid of jargon
Lillington says women looking to enter into a tech job shouldn’t be intimidated by the jargon or technical language that is often thrown around.

“Let’s face it – tech can be a bit intimidating for those who aren’t familiar with the industry jargon and acronyms,” she says. “And then there are the job titles which sound like they were pulled straight out of a science fiction movie!”

“It can be overwhelming at first, but with time and experience, you will start to understand it better. And remember, even the most experienced tech professionals are constantly learning and adapting to new technologies and trends.”

What can employers do?
Making job titles more straightforward would help to demystify jobs in tech, according to Lillington. It’s often a small tweak, but it can seriously help to widen the talent pool.

“We don’t want brilliant minds to be left behind because they don’t know what a “Full Stack Unicorn” or “Ninja” does,” she says.

“Using more inclusive language in our job descriptions can break down stereotypes and biases. We aren’t all “brogrammers” working in a “man cave”. It’s time we update our language to reflect the diverse workforce we want and need to build.”