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ISACA reports that 47% of women respondents in its 2026 Tech Workplace and Culture survey experienced gender discrimination at work. That is five percentage points above the 42% figure ISACA reported for 2024, but the available information does not establish that the surveys used identical samples or question wording.
What ISACA’s 2026 survey found
ISACA’s survey covered 1,025 people working in technology around the world. Fieldwork ran from 17 July to 3 August 2026. The findings describe what those respondents reported; they are not a census of all technology workers.
In its 13 October 2026 U.S. release, ISACA said 47% of women respondents had experienced gender discrimination at work. ISACA compared that with 42% in 2024, describing a five-percentage-point increase. The comparison does not by itself show why the reported figure changed.
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The same survey release reported lower satisfaction among women across several parts of work, as well as a difference in perceived influence and higher reported work-related stress or burnout.
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| Measure | Women | Men |
|---|---|---|
| Satisfaction with workplace culture | 52% | 65% |
| Satisfaction with job security | 59% | 69% |
| Satisfaction with career progression | 67% | 73% |
| Said they had enough authority to contribute to company strategy and direction | 53% | 66% |
| Reported work-related stress or burnout | 64% | 57% |
Across respondents, ISACA identified heavy workload (48%), lack of resources (43%), unsupportive management (42%) and lack of appreciation (40%) as reported drivers of work-related stress or burnout.
Career progression and retention 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 viewed talent retention as a moderate or significant issue for their organization.
Those findings add workplace context to the discrimination figure: respondents also described gaps in satisfaction and strategic influence, while retention registered as a broader organizational concern. The survey reports these responses together; it does not establish that one caused another.
What changed since 2024—and what the comparison can show
ISACA’s 2024 survey summary reported that 87% of respondents believed women remained underrepresented in technology and that 41% of businesses had programs to hire more women. That survey included 7,726 global technology professionals, according to ISACA’s 16 December 2024 summary.
These 2024 figures provide historical context, not a directly matched trend series. The available information does not establish that the 2024 and 2026 samples, survey questions or methods were identical. ISACA’s 47%-versus-42% comparison should therefore be read as the organization’s reported year-to-year comparison, not proof of a precisely measured change across the entire tech workforce.
Survey limits and how to interpret the result
The 2026 release states the respondent count, global scope and field dates, but does not state a margin of error. The available sources also do not establish the sampling frame, response rate or exact question wording. Treat 47% as a self-reported result among the women who answered ISACA’s survey—not as a population-wide prevalence estimate or a causal finding.
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What ISACA recommends
Respondents pointed to education, mentorship and professional networks as potential supports. In the 2026 release, 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.
ISACA also points to SheLeadsTech as a resource focused on supporting women in technology. 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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