_A comprehensive look at the data behind women's experiences in STEM, construction, technology, and other traditionally male fields._ The conversation around gender equality in the workplace often centers on feelings and anecdotes, but when it comes to understanding the real experiences of women in male-dominated industries, the numbers tell a story that's impossible to ignore. From technology boardrooms to construction sites, the data reveals both progress and persistent challenges that shape women's professional journeys in these fields. Recent research paints a complex picture: while more women than ever are entering traditionally male sectors, they continue to face significant barriers in advancement, compensation, and workplace culture. This isn't just about fairness—it's about economic efficiency. The World Economic Forum estimates it will take 123 years to achieve global gender parity at the current pace, representing massive untapped potential for innovation and growth. ## The Current Landscape: Where Women Stand Today ### STEM: Slow Progress with Significant Gaps Two in five STEM workers are now women, according to the most recent global estimate based on available data, marking substantial progress from previous decades. However, this aggregate figure masks significant disparities across different STEM fields and career levels. ![women in male dominated industries](https://workingal.s3.eu-north-1.amazonaws.com/women_in_male_dominated_industries_5aee63327a.webp) The leadership gap remains particularly stark. Only 36 per cent of senior and middle management roles are held by women across all industries, and the numbers become even more concerning in traditional male strongholds. A mere 1 per cent of mining managers are women, unsurprisingly, given that the mining sector is male-dominated, while only about one-fifth of managing directors and chief executives are women. The educational paradox is striking: women are increasingly outperforming men in higher education, yet this advantage doesn't translate to workplace representation or [leadership roles](https://www.workingal.com/articles/why-women-are-underrepresented-in-leadership-positions). Only 29.5% of tertiary-educated senior managers are women, highlighting what researchers call "systemic inefficiencies in translating skill preparedness into economic engagement and leadership." ### Technology: The Persistence of Inequality The technology sector presents one of the most telling examples of how progress can be deceptively slow. While women make up approximately 47% of all employed adults in the US, women comprise only 35% of STEM workers, and held just 35% of tech jobs at the end of 2023. The representation crisis becomes more severe as you move up the corporate ladder. Only 32% of entry-level technology hardware roles are held by women, and 43% of entry-level software roles. And the numbers decrease as you climb the ladder, with women representing only 17% of hardware and 30% of software roles at the SVP level. Perhaps most concerning is the challenge of employee retention. 43% of women in the tech sector think about leaving their role at least once a week, and more than half of women in tech leave the industry by the midpoint of their careers—over double the rate of men. ### Construction: Breaking Ground Slowly Construction represents one of the most dramatically male-dominated industries, but recent data shows meaningful momentum. In 2024, the number of women employed in the construction industry rose to around 1.34 million. Women now represent 11.2% of the construction workforce, the highest share in the past 20 years. This growth has been consistent: between 2015 and 2024, the number rose from 929,000 to 1,343,000, resulting in an overall percentage increase of 44.56%. However, the distribution of roles remains heavily skewed. Approximately 40% of women in this industry hold management and office positions, while 2% work in production, transportation, and material handling. The regional variations are significant. Alaska and Hawaii show the largest percentage of women in construction, 14.9% and 13.1%, respectively, while some areas lag considerably behind the national average. ## The Compensation Reality: What the Pay Gap Actually Looks Like ### Technology Sector Disparities The salary data in technology reveals persistent inequities across all levels. Men in [STEM professions](https://www.workingal.com/articles/the-woman-in-the-stem-fields) earn higher annual salaries than women, with a difference of nearly $15,000 every year ($85,000 for males versus $60,828 for females). The disparity becomes even more pronounced when considering intersectionality: Latina and Black women who are typically earning only around $52,000 per annum. More recent data from career tracking services shows similar patterns. Women earn, on average, $15,000 less than men, earning an average annual salary of $99,000 per year compared to around $114,000 for men. The inequality extends beyond base compensation: fewer women also reported receiving raises compared to men (52% vs 56%), and only 40% of women received bonuses that boosted their annual income compared to 53% of men. ### The Broader Economic Picture Across all industries, the [gender pay gap](https://www.workingal.com/articles/mind-the-gap-the-fight-for-gender-equal-compensation) remains substantial. In 2024, for every $1 that men make, women earn $0.83 when data are uncontrolled. Even when controlling for factors like experience, education, and job type, there is still a gap, with women making $0.99 for every $1 that men make. The construction industry shows some promise in closing these gaps. The pay gap for construction managers continues to narrow, shrinking by 16.8% from 2023 to 2024, according to BLS statistics. As it stands today, women make 98.7% compared to men. ## The Workplace Experience: Beyond Numbers ### Harassment and Discrimination The statistics around workplace treatment reveal concerning patterns. In construction, 26.5% of the almost 200 respondents reported experiencing high levels of harassment on the job due to their gender, according to research from the Institute for Women's Policy Research. The technology sector shows similarly troubling data. 72% of women in tech roles have experienced at least one form of [sexism](https://www.workingal.com/articles/ask-the-gals-sexism-and-family-business) at work, including sexist 'banter' (22%) and questioning of their skills and abilities (20%). The psychological impact is measurable: 70% of women in tech feel like they need to work harder and prove themselves because of their gender. ### The Confidence and Perception Gap Perhaps most revealing is how women and men perceive workplace equity differently. 75% of men believe their employer offers equal pay, while only 42% of women say the same. This perception gap extends to broader workplace treatment, where only 8% of women working in the UK's tech sector believe they receive equal pay for equal work. ## Barriers to Entry and Advancement ### Educational and Early Career Challenges The pipeline problem starts early in the education system. Women make up around 21% of those earning a bachelor's degree in computer and information sciences, 22% in engineering and engineering technology, 35% in economics, and 39% in physical sciences, according to the National Science Foundation. Career interest surveys reveal concerning trends about future participation. Only 27% of women among student groups say they would consider a career in technology, compared to 61% of males, suggesting the gender gap may persist or even worsen in the coming years. ### The Promotion Bottleneck [McKinsey research reveals what they term the "broken rung"](https://www.mckinsey.com/featured-insights/mckinsey-on-books/the-broken-rung) phenomenon across industries. Only 87 women and 82 women of color are promoted to manager for every 100 men across every industry, but when isolated for tech, that number drops to 52 women. This early career bottleneck has compounding effects throughout women's professional trajectories. The mentorship gap contributes significantly to retention challenges. Women with mentors in the tech industry were 77% more likely to still work in tech after three years when compared to women without mentors, highlighting the critical importance of professional support systems. ## Work-Life Balance and Family Considerations ### The Caregiving Penalty The data reveals how family responsibilities disproportionately impact women's careers in male-dominated industries. Globally, women are 55.2% more likely than men to take career breaks, and for longer durations (19.6 months vs. 13.9 months), largely due to parenting responsibilities. ![women in male dominated industries](https://workingal.s3.eu-north-1.amazonaws.com/women_in_male_dominated_industries_ec97d3f096.webp) In construction, these challenges are particularly acute. Difficulties in finding childcare (69.3%) and a lack of pregnancy accommodations (63.4%) are the top reasons women seriously consider leaving their construction jobs or deter them from working in the industry altogether. ### Remote Work's Double-Edged Impact The shift to [remote work](https://www.workingal.com/articles/why-working-remotely-is-not-always-great) has created new dynamics for women in male-dominated fields. Women executives prioritize flexibility when contemplating joining or remaining with a company, with 48% citing it as one of the top three considerations in a [WomenTech Network survey](https://www.womentech.net/women-in-tech-stats). Men leaders are slightly less likely to include this factor in their decision-making process, at 34%. However, remote work presents its own challenges. Only 38% of junior women in technical functions recognize the need to reskill and [adopt AI](https://www.workingal.com/articles/best-ai-productivity-tools) as a critical factor for their future job success, compared to 53% of junior men in technical roles, potentially due to reduced access to informal networks and strategic discussions. ## Regional and Global Variations ### Geographic Disparities in Representation The data reveals significant regional variations in women's participation across industries. In STEM globally, countries including Mongolia, Belarus, and Lesotho are now leading the charge with female representation in these occupations, with women comprising more than half of STEM employment, while countries including Pakistan, the United Arab Emirates, Burkina Faso, and Iraq still have a considerable journey ahead, with women constituting less than a quarter of their STEM workforce. In the United States construction industry, location plays a significant role in women's participation rates. Florida, our high achiever, has not one but three metropolitan areas with the highest percentage of women in construction: Jacksonville at 16.9%, Orlando at 15% and North Port at 14.3%. ### The Global Progress Timeline According to the World Economic Forum's latest analysis, [it will take 123 years to reach gender parity, according to the World Economic Forum's Global Gender Gap Report 2025](https://www.weforum.org/stories/2025/06/global-gender-gap-report-2025-key-findings/). This represents an improvement from the previous year's estimate of 132 years, but still indicates the need for accelerated action. The report highlights that the global gender gap closed by +0.3 percentage points in 2025, from 68.4% in 2024 to 68.8% in 2025, showing progress but at an incremental pace that underscores the magnitude of remaining challenges. ## The Business Case for Change ### Economic Impact of Gender Gaps The persistence of gender gaps in male-dominated industries represents not just a social justice issue but a significant economic inefficiency. Economies that have historically invested in developing their full human capital – both women and men – tend to be more sustainable and prosperous. Research consistently demonstrates the business benefits of gender diversity. Companies with more balanced gender representation report higher innovation rates, improved decision-making, and better financial performance. However, the construction industry data shows we're far from realizing this potential: construction and maintenance occupations account for the largest number of employees in construction, and are where additional workers are most needed; women comprise only 4% (307,000) of such occupations. ### The Innovation Imperative In technology specifically, the lack of diverse perspectives has measurable impacts on product development and market reach. With women controlling significant purchasing power across most consumer categories, their underrepresentation in technology development roles creates missed opportunities for innovation and market growth. The artificial intelligence revolution adds urgency to this challenge. Less than a third of the AI workforce is made up of women, and the majority of [AI professionals](https://www.workingal.com/articles/ai-people-skills) believe that as long as the field remains male-dominated, biased outcomes will persist. ## Success Stories and Positive Trends ### Construction Industry Momentum Despite the challenges, some sectors show encouraging trends. The construction industry has experienced in the past 10 years, the number of women in construction has increased by over 50%. This meant that nearly half a million women were added to the business during this period. ### Corporate Leadership Changes Some companies are making measurable progress in closing gaps. Companies like Google and Microsoft have reported steady improvements in female representation in tech roles, with both now boasting over 30% women in technical positions. Pay transparency initiatives are showing promise. When asked about what is closing the pay gap, transparency often comes up, with companies implementing salary bands and making public compensation data, seeing measurable improvements in gender equity. ## What the Data Tells Us About the Future ### Generational Shifts The data suggests that changing attitudes and increased awareness are gradually shifting workplace dynamics. Around three in five women (61%) claim their organization is actively working to close the gender gap in tech – compared to just over a third (36%) in 2019 – highlighting the steps companies have taken to identify and help rectify the issue. However, concerning trends persist around young women's career interest. At current rates, the share of women in tech roles in Europe is heading towards a decline to 21% by 2027, suggesting that without active intervention, progress could stagnate or reverse. ### Policy and Systemic Changes Legislative changes are beginning to have measurable impacts. States with pay transparency laws are seeing improvements in gender pay equity, though progress isn't uniform. Only 4 out of 9 metros with pay transparency laws have closed \[the controlled gender pay gap\], including Baltimore, Los Angeles, New York, and San Francisco. The construction industry is seeing benefits from targeted initiatives. The Department of Labor's Women in Apprenticeship and Nontraditional Occupations (WANTO) grant program has allocated millions of dollars to bolster women's participation in industries like construction, showing how focused investment can drive change. ## What the Numbers Mean The comprehensive data analysis reveals a complex landscape where progress coexists with persistent challenges. While women's representation in male-dominated industries has increased significantly over the past decade, substantial gaps remain in leadership positions, compensation, and workplace experience. The numbers don't lie: achieving gender parity in these industries requires sustained, multifaceted efforts that address everything from early education and career interest development to workplace culture and advancement opportunities. The economic imperative is clear—diverse teams perform better, and economies that fully utilize their human capital are more prosperous. For working women considering or currently in male-dominated fields, the data offers both cautionary insights and reasons for optimism. While challenges persist, the trend lines generally point toward improvement, and companies increasingly recognize the business value of gender diversity. The path forward requires continued vigilance, measurement, and action from individuals, companies, and policymakers. As one industry expert noted, "It's about creating an environment where women can thrive without having to choose between their career and their family." The numbers show we're making progress toward that goal, but there's clearly more work to be done. The data ultimately reveal that women's experiences in male-dominated industries are improving; however, the pace of change must accelerate to achieve both economic potential and gender equity. The next decade will be crucial in determining whether current positive trends can overcome persistent structural barriers and create truly inclusive professional environments for all. ## References 1. International Labour Organization. (2024). "Where women work: female-dominated occupations and sectors." _ILOSTAT Blog_. Retrieved from 2. WomenTech Network. (2025). "Women in Tech Stats 2025." Retrieved from 3. World Economic Forum. (2025). "Global Gender Gap Report 2025." Retrieved from 4. McKinsey & Company and LeanIn.Org. (2024). "Women in the Workplace 2024: The 10th-anniversary report." Retrieved from 5. Catalyst. (2024). "Women in Male-Dominated Industries and Occupations." Retrieved from 6. Fixr. (2025). "Women in Construction Week 2025: Key Statistics, Expert Insights, and Success Stories." Retrieved from 7. National Association of Home Builders. (2024). "Women in Construction Reached Record High in 2023." _Eye On Housing_. Retrieved from 8. Payscale. (2025). "2025 Gender Pay Gap Report (GPGR)." Retrieved from 9. CIO. (2025). "Women in tech statistics: The hard truths of an uphill battle." Retrieved from 10. Revolent Group. (2024). "Women in Technology statistics: Where we stand in 2024." Retrieved from _This article was researched and written using the latest available data from government agencies, academic research institutions, and industry organizations. Statistics reflect the most current information available as of September 2025._

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