The Women’s Day event on March 7, 2025, in Halberstadt was held under the motto “Women shaping digital transformation” and highlighted the current challenges for women in the IT industry. Lectures and discussions addressed structural inequalities, unconscious biases, and the high turnover rate among women.
A key contribution came from Prof. Dr. Katja Nebe, member of the expert commission for the Third Equality Report, who presented key findings and recommendations for action from the report. These recommendations highlight the measures needed to integrate women into the digital economy on an equal footing and break down existing barriers. In addition to analyzing the challenges, concrete ways of specifically promoting and supporting women and retaining them in the industry in the long term were also discussed.
1. Women and Mentoring – Lack of Support
Prof. Dr. Katja Nebe emphasized the importance of mentoring programs and called for targeted measures to bring more women into leadership positions in the digital economy. She made it clear that a lack of role models and networks makes it considerably more difficult for women to advance in their careers.
Reality for women in IT:
- Women are often underrepresented in the IT industry, which leads to a lack of role models and mentors.
- Without sufficient networks, many women feel isolated and leave the industry.
- Studies show that the digital gender gap continues to exist.
In order to remedy the lack of role models and mentors in the long term, it is crucial to start with STEM education. Breaking down gender stereotypes in schools and universities, as well as targeted support programs for women, can help attract more women to the IT industry in the long term and increase their visibility in the digital economy.
2. Unequal Treatment and Gender Bias
Prof. Dr. Barbara Schwarze, chairwoman of the Competence Center Technology-Diversity-Equal Opportunities e.V., spoke about unconscious biases and the unequal opportunities that women experience in the IT industry.
Reality for women in IT:
- Women often have to prove themselves more than their male colleagues.
- Gender bias means that women are promoted less often.
- A lack of recognition and support contributes to women leaving the industry.
To reduce unconscious bias and discrimination in the IT industry, the Third Gender Equality Report recommends targeted measures such as awareness training on gender bias, transparent promotion criteria, and gender-equitable personnel development. Companies should actively combat structural discrimination by using non-discriminatory algorithms in recruiting processes and implementing clear equality strategies.
3. Work-Life Balance
The event made it clear that digital transformation must be driven forward not only in technology, but also in working models. Flexible working hours and home office options were cited as essential measures to facilitate women’s access to the IT industry.
Reality for women in IT:
- The IT industry is known for its long working hours and an “always-on” mentality.
- Women with family commitments encounter a lack of support.
- Without flexible working models, many women leave the industry.
The introduction of flexible working models is not only a desirable development, but also a key recommendation for action in the Third Equality Report. Home office options, family-friendly structures, and a corporate culture that actively supports work-life balance are essential for retaining women in the IT industry in the long term.
4. Portrayal of Women in the Media
It has been shown that women are often portrayed in traditional roles in the media, while men appear as leaders or experts.
Reality for women in the media:
- Women are often less visible in films and series.
- Stereotypical portrayals influence the perception of women in the workplace.
- A study by the MaLisa Foundation shows that women had fewer speaking roles than men in the 100 most successful films between 2007 and 2017.
The media portrayal of women not only influences social role models, but also career decisions and the visibility of women in technical professions. The Third Equality Report therefore calls on the media and entertainment industries to actively combat stereotypical portrayals. Through consciously more diverse casting, realistic role models, and stronger representation of women in leadership positions, the social image of women in the digital world can be changed in the long term.
Interesting studies on this topic can be found here:
5. Lack of Career Advancement Opportunities
A panel discussion presented best practice examples in which women successfully manage companies and drive digital transformation.
Reality for women in IT:
- Women are often passed over for promotions, even though they have the same qualifications.
- The lack of career advancement opportunities leads talented women to leave the industry.
To give women in the IT industry more opportunities for advancement, the Third Equality Report proposes concrete measures. These include mentoring programs for female executives, binding quotas for women in decision-making positions, and transparent career paths. Companies should make a concerted effort to break through the glass ceiling and actively facilitate women’s access to leadership roles.
6. Sexual Harassment and Discrimination
Reality for women in IT:
- Women in IT experience sexual harassment and discrimination.
- An unsafe working environment leads to women feeling disrespected.
- A lack of protective mechanisms contributes to women leaving companies or the industry.
Targeted measures are needed to protect women in the IT industry from discrimination and harassment. The Third Equality Report calls for stronger protective mechanisms against digital and structural discrimination, as well as clearly defined guidelines for combating gender-based violence. A safe and respectful working environment is a fundamental prerequisite for a fair digital economy.
7. Conclusion
The event in Halberstadt made it clear that women in the IT industry continue to face structural barriers—from unequal career opportunities and gender-based prejudices to a lack of measures to promote work-life balance.
A fair and diverse digital future requires the targeted removal of these barriers and the equal inclusion of women in all areas. With a conscious eye on existing inequalities and a clear desire for change, everyone can make a contribution. Talking openly about challenges, getting actively involved, and specifically promoting women are crucial steps toward greater equality. Now more than ever, it is time to take responsibility and help shape digital change in a diverse and inclusive way.
The third equality report:
Further relevant articles on this topic:
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