Breaking the Glass Screen: My Journey as a girl in Tech

I was the only woman in a company of 50 developers. At first, I thought it wouldn’t matter. Talent is talent, right? But soon, the microaggressions piled up: being asked to take notes in meetings (while my male colleagues coded), overhearing jokes about "diversity hires," and watching less experienced male peers get promoted faster. The final straw? Discovering I was earning $5,000 less than a male colleague with the same role and experience.

My story isn’t unique. Women make up only 26% of the tech workforce, and for every 100 men promoted to manager, only 52 women reach the same level. Half of women in tech leave by age 35, often due to exclusion, pay gaps, or burnout.

Why Does This Happen?

The tech industry has a "leaky pipeline", women enter STEM fields but drop out due to systemic barriers:

Bro Culture: 72% of women in tech report working in male-dominated environments where they’re outnumbered 2:1 in meetings.
Pay Gaps: Women in tech earn $15,000 less annually on average than men .
Lack of Mentorship: Only 39% of women feel they have a mentor to guide their careers.
Unconscious Bias: Women are often asked prevention questions (e.g., "What could go wrong?") while men get promotion questions (e.g., "How will you grow this?").

The Way Forward: How We Fix This

Change won’t happen overnight, but here’s what we can do, starting now:

1. Normalize Women in Leadership

We need more female CTOs, CEOs, and tech leads. Representation matters. When women see leaders who look like them, they stay in tech.

2. Close the Pay Gap Transparently

Companies must conduct annual pay audits and adjust salaries fairly. No more secrecy, no more excuses.

3. Mentorship & Sponsorship Programs

Women need advocates not just mentors. Sponsors push for promotions, recommend raises, and open doors.

4. Call Out Bias, Even When It’s Uncomfortable

Next time someone asks the only woman in the room to take notes, speak up. Why not rotate the task? Small actions shift culture.

5. Support Flexibility Without Penalty

Women shouldn’t have to choose between career growth and family. Remote work, flexible hours, and parental support retain talent.

Concluding Thought: We Belong Here

I almost quit tech. But then I realized, leaving means they win. The system wants us to believe we don’t belong. But we do. Every line of code we write, every bug we fix, every system we design proves it.

The future of tech must include women, not as tokens, but as equals. Let’s stop asking, "Can you handle it?" and start saying, "We’ve got your back."

What’s your story?

Have you faced inequality in tech? What changes do you want to see? Drop a comment—let’s keep this conversation going.