ISACA reports that 47% of women respondents in its 2026 Tech Workplace and Culture survey had experienced gender discrimination at work, up from 42% in the organization’s 2024 report. The findings also show gender gaps in reported workplace satisfaction, influence over company strategy and work-related stress. They describe what survey respondents said—not the prevalence of discrimination among all technology workers or the reasons for the change.
What did ISACA’s 2026 survey find?
In its 13 October 2026 U.S. release, ISACA said 47% of women in tech who responded to its survey reported experiencing gender discrimination in the workplace. ISACA described that result as five percentage points higher than the 42% reported in 2024. The comparison is ISACA’s; the available information does not establish that the two surveys used identical samples or question wording.
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The 2026 survey also reported differences between women and men in several workplace measures:
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Outbyte Driver Updater FREEFix the driver behind crashes, sound loss and screen glitchesFind Drivers →Outbyte PC Repair FREEClear out junk files and repair common Windows errorsFree Scan →| Measure | Women | Men |
|---|---|---|
| Satisfaction with workplace culture | 52% | 65% |
| Satisfaction with job security | 59% | 69% |
| Satisfaction with career progression | 67% | 73% |
| Say they have enough authority to contribute to company strategy and direction | 53% | 66% |
| Report work-related stress or burnout | 64% | 57% |
These are percentages reported by ISACA from the 2026 survey, not measures of the entire technology workforce. The satisfaction results show lower reported satisfaction among women across all three listed areas; the burnout result runs in the opposite direction, with a higher share of women reporting stress or burnout.
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Career progression and retention concerns
Unclear career progression was cited as a barrier to advancement by 41% of women, compared with 34% of respondents overall. Separately, 75% of respondents said retaining talent was a moderate or significant issue for their organization. These figures point to concerns raised by respondents, but do not establish that unclear progression caused the reported retention problem.
Among the overall reported drivers of work-related stress or burnout, respondents cited heavy workload (48%), lack of resources (43%), unsupportive management (42%) and lack of appreciation (40%). ISACA’s U.S. release attributes these figures to respondents overall; they should not be read as women-only estimates.
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How the 2026 result compares with 2024
ISACA’s reported discrimination figure rose from 42% in 2024 to 47% in 2026—a five-percentage-point increase. That is a comparison between ISACA’s reported results, not proof that discrimination increased by the same amount across the wider technology workforce. The available sources do not establish matching survey samples, identical question wording, or a cause for the difference.
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Who took part, and what the survey can establish
ISACA says its 2026 fieldwork ran from 17 July through 3 August 2026 and included 1,025 global respondents working in tech. The release does not state a margin of error. The sources available for these findings also do not establish the sampling frame, response rate or exact question wording.
Accordingly, the 47% figure is best stated as a self-reported survey result: nearly half of the women respondents said they had experienced gender discrimination at work. It is not a census of technology workers, and it cannot by itself estimate prevalence for every country, role or employer or explain why respondents reported the experiences they did.
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What measures did respondents recommend?
Respondents identified several ways to support women entering or building careers in technology: 65% recommended more female mentors and role models in educational institutions, 48% recommended women’s technology clubs or networking organizations, and 40% recommended more women technology professors. These are recommendations reported by respondents, not evidence that any one measure will produce a specific outcome.
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ISACA also points readers to SheLeadsTech, its initiative supporting women in technology, as a resource related to mentorship, role models and professional community. ISACA chief membership officer and ISACA Foundation head Julia Kanouse said: “Attracting and retaining tech talent requires employers to look beyond compensation and create an environment where people can build sustainable, rewarding careers,”
Anna Murray, founder, president and lead consultant at emedia and a member of the ISACA SheLeadsTech Advisory Group, said: “Programs and initiatives that support women in technology are essential because they turn awareness of persistent barriers into meaningful action,”
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