The month of March comes as a powerful reminder of the importance of celebrating women’s journeys and reflecting on the challenges that still persist – especially in the technology sector, where female representation has historically been limited. Despite significant growth – according to data from the General Register of Employed and Unemployed Persons (CAGED), female participation in technology has increased by 60% between 2015 and 2022 – women still represent only 12.3% of professionals, while men make up about 83.3% of the market. In this context, Beyondsoft, a global IT consulting firm, and Senac-RJ, through the voices of their Human Resources and IT leadership, emphasize and discuss the presence of women in the technology market.
According to Alexandra Visconti, HR Manager for Brazil and Costa Rica at Beyondsoft, the numbers not only show the path taken so far, but also the distance that still needs to be covered for real equality of opportunities to be achieved. The manager ensures that, regardless of gender, benefits and salaries are equal rights for all company employees. “Gender is not an issue for performance in the IT field, and over the years, I have had the opportunity to hire equally capable men and women. More and more women are interested in this profession, which ensures fabulous diversity for the company. In Costa Rica, we also hire many women with technical profiles. The more candidates appear, the greater the opportunity to hire. Everyone wins.”
Among the challenges faced by women in the IT market, the absence of female leaders is a significant obstacle. According to the Women in Technology survey by the consultancy Michael Page (2021), in all of Latin America, less than 30% of leadership positions in this sector are held by women. Betsy Ferreira, Technology Head at Senac-RJ and a professional with 40 years of experience in the sector, reflects on this issue through her own career. “After six years of a history of rapid evolution at the software company where I started working, already holding a senior position in the technical area, I sought a new professional chapter in a big company. There, I was able to overcome what may have been the biggest challenge of my professional life: achieving the position of executive manager in a company that had never had women in that type of position before. I had the privilege of being the first, but, for that, I had to go through a process that none of the other executive managers had gone through. I was acting as interim for almost two years, and only after a thorough evaluation, was I finally confirmed in the position”.
In contrast to the challenges posed, the expansion of female leadership has proven to be a competitive advantage: according to the report Diversity Matters Even More, released by McKinsey at the end of 2023, companies with higher female representation in their executive teams are 39% more likely to outperform financially compared to their less diverse competitors. “Technology is a field that values adaptability and problem-solving, and when women are included and valued in the sector, they bring a variety of skills and knowledge that enrich the work environment and drive technological progress. That’s why diversity in teams is such a positive differential,” says Alexandra.
For Betsy, the old profile of the authoritarian hierarchical leader has been largely subverted by facilitating leadership that inspires, develops, and takes care of their teams – a new profile that women, in facing and overcoming significant challenges in the professional sphere, can accurately develop. “The presence of women in management positions brings more humane and engaging practices to the corporate environment. Such practices tend to accelerate the pace of innovation in the environment where they are inserted. Women naturally work collaboratively and are able to build bonds and connections that enhance the creative power and productivity of their teams,” comments the specialist.
Among the celebrations and reflections prompted by International Women’s Day, both professionals extend an invitation to women who would like to work in technology but are unfamiliar with the field or encounter barriers to access it. Alexandra reinforces the existence of many programs that encourage women’s training and entry into the IT market, where volunteers and experienced professionals provide mentoring and workshops. Meanwhile, Betsy advises women of all ages to seek connections and support, invest in their education, and move forward without fear of challenges. With the diversification of the technology market, everyone benefits, and this is a statement that should not be limited to the month of March.
