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ISACA reports that 47% of women who responded to its 2026 Tech Workplace and Culture survey had experienced gender discrimination at work, up from 42% in ISACA’s 2024 comparison. The finding comes from a survey of 1,025 people working in technology worldwide, conducted from 17 July to 3 August 2026. It describes respondents’ reports—not a measured prevalence rate for every woman in technology.
What the 47% figure means
The 47% figure is the share of women respondents who said they had experienced gender discrimination in the workplace. ISACA presents it as five percentage points higher than the 42% reported in its 2024 survey comparison. That is a year-to-year comparison reported by ISACA; the available survey descriptions do not establish that the two years used identical samples or question wording, or explain why the result changed.
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ISACA conducted the 2026 fieldwork from 17 July through 3 August among 1,025 global respondents working in tech. The organization’s release does not state a margin of error, sampling frame, or response rate. The result should therefore be read as what survey participants reported, not as a census or a causal estimate of discrimination across the technology workforce. ISACA’s 13 October 2026 release provides the findings and method details.
How women’s reported experiences compared with men’s
ISACA’s 2026 release also reported differences in job satisfaction, perceived influence, and stress or burnout. These figures show gaps within the survey; they do not, by themselves, establish what caused them.
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| Survey measure | Women | Men |
|---|---|---|
| Satisfaction with workplace culture | 52% | 65% |
| Satisfaction with job security | 59% | 69% |
| Satisfaction with career progression | 67% | 73% |
| Reported having enough authority to contribute to company strategy and direction | 53% | 66% |
| Reported work-related stress or burnout | 64% | 57% |
Across respondents, the most commonly reported work-related stress or burnout drivers were heavy workload (48%), lack of resources (43%), unsupportive management (42%), and lack of appreciation (40%). These are overall respondent figures, not women-only results.
Career progression and retention are connected concerns
Unclear career progression was cited as an advancement barrier by 41% of women, compared with 34% of respondents overall. ISACA also reported that 75% of respondents considered talent retention a moderate or significant organizational issue. Taken together with the satisfaction and influence gaps, these results point to workplace conditions respondents associate with building a sustainable career—not only recruitment or pay.
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Historical context offers a separate snapshot, not a like-for-like trend line: in a 2024 summary, 87% of respondents believed women remained underrepresented in tech, and 41% of businesses had programs to hire more women. That survey summary described 7,726 global tech professional respondents. ISACA’s published materials do not establish that the 2024 and 2026 samples or questions are directly comparable. ISACA’s 2024 survey takeaways contain that historical context.
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Respondents identified several ways to strengthen the pipeline and support women 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 from respondents, not measured outcomes showing that any one measure will close the reported gaps.
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ISACA points to SheLeadsTech as a resource focused on advancing women in technology, alongside professional communities that can provide networking and mentorship. Julia Kanouse, ISACA chief membership officer and head of the ISACA Foundation, 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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