Case Study on Women in Digital Workforce

I am thrilled to share Research Insights on Women and Remote Work! Through my recent study, conducted as part of the XLRI-PGDM(HRM) for Emerging CHROs program, I explored the impact of remote work on the performance and professional growth of early-career women in the IT industry. Combining data from survey participants and in-depth interviews, this research uncovers how remote work reshapes women's workplace experiences. Key Findings: - Flexibility and Balance: Remote work provides much-needed flexibility, helping women better balance professional and personal responsibilities. - Visibility Challenges: Many women feel their contributions are less visible in remote settings, impacting career growth and recognition. - Mentorship Gaps: A lack of structured mentorship opportunities (average score: 3.93/5) highlights the need for stronger organizational support. - Collaboration Needs: Women value effective teamwork (4.22/5), but remote settings call for enhanced tools and processes. The Big Takeaway: While remote work empowers women to manage their dual roles effectively, it also underscores the importance of addressing visibility, mentorship, and collaboration gaps to ensure equitable career advancement. This research emphasizes the critical need for organizations to foster more inclusive, supportive, and growth-oriented environments for women. Thank you to everyone who contributed to this study! #research #remotework #workfromhome #WFH #workfromanywhere #women #performance #productivity

Having spent most of my career working in digital and technology, I was stunned to read the 2025 Lovelace report (https://owy.mn/4meMxCc), which identifies as much as £2-3.5billion in lost value from women leaving tech or switching jobs. In a sector that contributes £160billion in gross value to the UK economy and supports over 2.1 million jobs, this is an important number. ONS data shows that the number of men in the UK information and communication sector has increased by c.11.5% over the last five years, while the number of women has decreased by c.7%. In an industry where only c.20% of worked are women, this paints a bleak picture for the future of a sector that is already short of 98-120k professionals, and which needs to double or triple capacity in the years ahead to meet demand across AI, cybersecurity, and digital infrastructure – let alone meeting the Government’s ambitions of the UK being a global leader in artificial intelligence (AI) and digital technology, alongside scaling the national AI workforce and increasing AI research capacity by at least twentyfold by 2030. The study surveyed over 500 women, ranging from early-career professionals to board members, in 12 UK regions and 17 locations. Respondents represented a wide range of industries, including banking and financial services (23%), technology (25%), and consulting and professional services (15%). The roles held by these women span the spectrum, from entry-level team members to executive leadership positions, with strong representation at mid-level and senior functional levels. The reports estimates that £1.4- 2.2 billion is lost from women leaving the industry, with another £640 million - £1.3 billion lost from the churn of women switching employers for a new tech role, resulting in productivity losses, costly onboarding, endless recruitment cycles, and limiting the potential of the industry. The top reasons? 1️⃣ Lack of advancement opportunity (25%) 2️⃣ Lack of recognition (17%) 3️⃣ Inadequate pay (15%) 4️⃣ Dissatisfaction with company culture and working conditions (8%) 5️⃣ Absence of role models or a supportive network (8%) The above should not be read as a lack of ambition, as the study goes on to show a clear ambition for advancement among women - with many choosing to invest in themselves through additional qualifications and training outside their current roles. What is clear is that 𝘁𝗵𝗲 𝗽𝘆𝗿𝗮𝗺𝗶𝗱 𝗺𝗼𝗱𝗲𝗹 𝗱𝗼𝗲𝘀 𝗻𝗼𝘁 𝘄𝗼𝗿𝗸 𝗳𝗼𝗿 𝘄𝗼𝗺𝗲𝗻 𝗶𝗻 𝘁𝗲𝗰𝗵. Women are leaving tech not because they lack ambition, but because the structure of progression fails them. If you care about women, about equity and about the lost opportunity for your company and the broader economy I encourage you to read the report, which includes a range of actions you can take to make a difference. And then make that difference. And if there’s any help I can provide, you know where I am. #womenintech #braindrain #diversity #diversitymatters #womenmatter

Data Workers Inquiry 5: The Double Burden of Women Data Workers As we continue our countdown to the 8th of July, hoping you have been following: We've exposed gift card wages, psychological trauma, and unionization struggles, data work in conflict zones. Now, we turn our attention to a story that exposes the intersecting challenges of gender and migration in the data work industry. One of the key facets in the exploitation of data workers is the dehumanisation, where they are reduced to just statistics. One key element of our research is to show that these are human beings, with dreams, with goals, and who eat, laugh and cry just like you and me. Meet Botlhokwa Ranta, a data worker who moved from South Africa to Kenya in search of opportunity. Her journey reveals a hidden layer of exploitation that many prefer to ignore. Imagine being lured from your country to a foreign country under false promises. This sounds eerily close to human trafficking, but I am not calling it that. Ranta’s story is one that shook our team to our core. It was like she was narrating the script of a horror show. Ranta's story isn't just about data work. It's about being a woman in a male-dominated field. It's about being a migrant in a foreign land. It's about facing sexual, mental, and physical abuse while working to make our digital spaces "safe." Key revelations: -The unique vulnerabilities of female migrant data workers -Instances of sexual harassment and abuse in content moderation workplaces -The added emotional labor expected from women in data work Ranta's experiences force us to confront uncomfortable questions: -How does gender impact the already challenging world of data work? -What additional burdens do migrant women carry in the AI industry? -How can we address the intersecting issues of gender, migration, and labor rights in tech? Ranta's courage in sharing her story sheds light on an often-overlooked aspect of the AI industry. On July 8th, see how her experiences connect to the broader narrative of exploitation and resilience in global data work. Read her powerful booklet here: https://lnkd.in/eBstFeUa The Data Workers' Inquiry is almost here. Are you prepared to confront the gendered realities behind your AI-powered world? Register on this link to join us: https://lnkd.in/egPWPna7 Dr. Milagros Miceli Laurenz S. Krystal Kauffman Camilla Salim Wagner Timnit Gebru Alex Hanna, Ph.D.

Excited to share insights from my Master's thesis on how information technology is transforming women's empowerment in Pakistan. Initially, I was unsure where my research would lead. Still, it soon became clear that IT not only opens doors to online learning, scholarships, and global educational opportunities but also challenges traditional gender roles. As Nirmal Puwar's idea of “space invaders” suggests, women are boldly entering spaces that were once considered off-limits, redefining what it means to be independent and self-reliant. My work involved extensive discussions and in-depth, semi-structured interviews with participants who highlighted both the immense benefits and the harsh challenges of our digital era. On the one hand, digital platforms like Facebook and WhatsApp have become essential tools for mentoring and connecting with scholarship opportunities. On the other hand, cyberbullying and online harassment—recorded at around 4441 cases in 2021, with a significant number involving women—pose real threats that can diminish confidence and hinder progress. Moreover, my research pointed to unequal access to IT, influenced by economic constraints and entrenched societal hierarchies. While government initiatives such as providing laptops have been appreciated by many, issues around accessibility remain a challenge. Research by UNDP Pakistan on digitalization and its impact on women has been extremely helpful in understanding the transformative potential of digital tools, yet it also reinforces that much more work is needed. In light of these findings, I strongly urge Ministry of Planning Development and Special Initiatives to create more safe digital spaces where women can explore their potential without fear. Establishing secure, supportive environments is essential for enabling women to fully engage with the digital world and leverage its opportunities for education and employment. I’m grateful for the journey my research has taken me on, and I look forward to continuing this conversation on digital empowerment and gender equality.  #GenderEquality #WomenEmpowerment #Technology #UNDP #Digitalization

Ahead of International Women’s Day, I’m excited to share our latest ILO research brief, "Generative AI, occupational segregation and gender equality in the world of work". The brief explores how the rapid expansion of Gen AI is reshaping the world of work and why its impacts are unlikely to be gender neutral. Like technological shifts before it, AI is entering labour markets marked by persistent inequalities. Discriminatory social norms, unequal care responsibilities and economic policies that fail to fully address the needs of women and men continue to shape who enters which occupations and on what terms, influencing how technological change is experienced. Some key findings include: 📌 Female-dominated occupations are almost twice as likely to be exposed to Gen AI as male-dominated ones (29% vs 16%), largely reflecting women’s concentration in clerical, administrative and business support roles where tasks are at a higher risk of being replaced by AI. 📌 Exposure varies significantly across regions and income levels. In high-income countries, around 41% of employment is potentially exposed to GenAI compared with 11% in low-income countries, reflecting differences in occupational structures, sectoral composition and digital readiness. 📌 The biggest impact of Gen AI is likely to be on job quality rather than job quantity. For many occupations, AI will reshape tasks, work organisation and skills requirements. Evidence suggests it can intensify workloads, reduce autonomy and reproduce gender bias- but when supported by strong labour market institutions and social dialogue, it also has the potential to improve working conditions. 📌 Women remain underrepresented in AI development and STEM fields, accounting for only about 30% of the AI workforce globally, limiting their ability to benefit from emerging opportunities and increasing the risk that technologies reproduce existing biases. 📌 Policy choices made now will determine whether Gen AI addresses or deepens inequalities. Embedding gender equality in the design, deployment and governance of AI, tackling the drivers of occupational segregation, alongside strong labour market institutions and social dialogue, will be essential to ensure technological change advances decent work for all. Please do share within your networks and let us know what you think! https://lnkd.in/ee_JMmek Janine Berg Pawel Gmyrek Ira Postolachi Sofie Lambert Uma Rani Valeria Esquivel Chidi King

I’m shocked by the findings of Cherie Blair Foundation for Women and Intuit’s ground-breaking new research – we all should be. Published today, “Bridging the Divide: Women, Technology and Business Success” reveals timely and critical insights into how female founders are using digital and AI – and the barriers that they are experiencing to this – as well as wider challenges and opportunities:   ▪ Women entrepreneurs have a significant and growing reliance on digital: 92.8% of respondents report high internet usage. 24.4% highlighted increased digital inclusion as a key factor in business success. We find a $30 billion USD market for business digital tools in business for women entrepreneurs in low and middle income countries, with 54.1% of respondents expressing the intention to spend more on these in the previous year, projecting 37.2% growth in 2024.   ▪ Generative AI usage is growing but requires support: 44.4% have already adopted AI tools. The primary barrier to AI adoption is the need for more training, as cited by 65.5% of respondents.   ▪ Networks are critical – including online: 32.8% attributed success to improved access to business networks, both virtual and in-person.   ▪ Online gender-based violence is very common and affects women’s businesses: 67.4% reported personally witnessing or experiencing online GBV in the last year. 45.4% reported that experiences of online GBV have impacted their business, with 9.3% stating these incidents had done so significantly or drastically.   ▪ Gender discrimination in business remains rife: 28.5% reported facing gender discrimination during just the previous one year. Incidents reported include scepticism about women’s capabilities and struggles in male-dominated sectors.   ▪ Accessing finance is a huge issue: The biggest challenge for women in 2023 was access to finance (25.6%), with an overwhelming demand for financial support (80.4%). The primary barrier women face to internet access is cost - a significant factor for 69.1%.   As I said, this report leaves me shocked – but also inspired to take action. This #InternationalWomensDay, join me and our phenomenal partners like Bank of America, PayPal, DHL Express, Marsh McLennan and ExxonMobil Giving in refusing to ignore these deep injustices, in not simply waiting for change to happen, and in committing to do what we can to address the challenges women face. Together, we can and will move the needle and turn barriers into opportunities.

She had 12 years of experience. But after her maternity break, not a single company replied. (Hiring managers ghosted her) Samara's (name changed) story isn’t rare. But it shouldn’t be this common. She’s an Atlanta-based immigrant professional. Strategic. Sharp. 12 years in the game. But the moment she stepped away to raise her child, the world paused her career, too. She applied to dozens of roles. Silence. No calls. No responses. It's like taking a break for family made the industry forget her value. And I’ve seen this happen too many times — Especially to women who step out briefly… and return to find their experience discounted. When Samara reached out, we didn’t talk about motivation. We talked about strategy. Here’s what we fixed: ✅ 1. Resume positioning for impact Samara's old resume was a timeline of responsibilities. What it needed was proof of ownership. We rewrote every bullet point to answer: - What decision did she make? - What changed because of her? - What did she drive, improve, or influence? For example: Bad: “Worked on project tracking and reports for leadership.” Good: “Led cross-functional program tracking across 4 departments; improved reporting cadence and reduced status churn by 35%.” ✅ 2. Framed her break with confidence Instead of trying to hide her maternity leave, we added a one-line note that explained it upfront — so there was no awkwardness or ambiguity. Then, we followed with a clear pivot: “After a brief family sabbatical, I’m returning with renewed clarity and 12+ years of cross-functional experience leading tech initiatives across finance and enterprise teams.” We treated her career break like what it actually was — a pause, not a reset. ✅ 3. Rebuilt her application strategy We stopped cold-applying to dozens of random roles. Instead, we: Identified companies hiring for her strengths (structured program leadership, fintech, stakeholder alignment) Tailored her resume and her LinkedIn to those roles - Added relevant keywords to pass ATS, but also made sure her profile spoke clearly to human recruiters - Used warm networking + follow-ups to get noticed faster Last week, Samara got her first recruiter outreach in months from Bank of America. Now, she’s prepping for interviews again. But more importantly, she’s back in motion. That’s the moment most people quit: Right before momentum returns. Samara didn’t. And if you’re on a break, wondering if the market still sees your value? It does. You just have to show it — like Samara did: With strategy, not apology. P.S. DM me if you are ready to land your dream tech role in the U.S. Let's build a strategy to showcase the value and expertise you can bring to an organization.

If you're losing brilliant women at the final stages of hiring - this might be why... Let me talk you through a recent example where a company had a disproportionately high number of women dropping out at late interview and offer stage for their tech roles: They were offering great salaries. Flexible working. A decent benefits package. So what was going wrong? We took a look at the data. Out of 2 billion data points, a few things stood out: → Diversity is non-negotiable. Women in tech rank it 31% higher than the average candidate. If they don’t see representation in leadership, they won’t apply → Flexible hybrid work wins, because structure matters. Demand for remote-only roles is 11% below average, while core hours and in-office collaboration rank higher → Family-friendly policies trump flashy perks. Fertility leave (+41%), job sharing (+33%), and parental leave (+19%) are the real differentiators But then we dug deeper; and that's where it got really interesting: → Women in data roles showed a higher demand for in-office work - mentorship and access to resources mattered → Women in engineering & development wanted mission-driven work and career progression above all else → Women in product roles prioritised culture and flexibility more than any other group The company checked their employer brand. Their careers page talked about “great culture” and “exciting opportunities.” But it said nothing about what actually mattered to the people they were trying to hire. They weren’t losing candidates because of the salary or the benefits. They were losing them because they don't know what their target talent groups actually want. The companies getting this right aren’t guessing. They’re using data to shape their employer brand - so they attract the right people, with the right message. Download our women in tech report to access more of these insights: https://lnkd.in/enYcGpeW And tell me if you've turned down a job offer for similar reasons? #WomenInTech #Hiring #EmployerBranding #FutureOfWork #DiversityMatters

Interesting new paper published in EDCC from Arman, Anindita Bhattacharjee, Narayan Das, Mohima Gomes, and Sakib Mahmood presents evidence from Bangladesh around the effects of training women on work-from-home digital jobs. The intervention has a large first stage positive effect on the probability women take up work (10 percentage points, or 18%), and leads to a large increase in income as well (38%). This is in parallel to other recent evidence from India (from Lisa Ho, Anahita Karandikar, and Suhani Jalota) that finds that in two different randomized trials - in Mumbai and West Bengal - offering flexible digital positions at home has large positive effects on women's labor force participation, more than doubling it. (Raising the wage has, by contrast, much smaller effects.) Those authors further show that work at home can be a bridge to less flexible work, increasing take-up of other jobs two to three months later. Both consistent, both interesting new sources of evidence.

Fascinating new article "Tackling Women’s Unemployment: Evidence from an Online Jobs Experiment in Bangladesh" by Mohammad Raied Arman, Anindita Bhattacharjee, Narayan Das, Mohima Gomes, and Sakib Mahmood. Just accepted in Economic Development and Cultural Change! "In this RCT, we train women on work-from-home digital jobs and estimate its impact on their labor market outcomes. Intention-to-treat (ITT) results show that, women in the treatment group are 10 percentage points (18%) more likely to be employed, with a corresponding increase in hours worked by 27% and income by 38%. The benefit-cost ratio for the program is estimated at 3.01, indicating considerable benefits from the program compared to costs." https://lnkd.in/g6zVUkSG