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1、Closing Techs Gender Gap in Southeast AsiaMay 2024 By Vaishali Rastogi,Michael Meyer,Anant Shivraj,Seng Chiy Goh,Daphne Lee,and Rachel LeeAI-generated imageBoston Consulting Group partners with leaders in business and society to tackle their most important challenges and capture their greatest oppor

2、tunities.BCG was the pioneer in business strategy when it was founded in 1963.Today,we work closely with clients to embrace a transformational approach aimed at benefiting all stakeholdersempowering organizations to grow,build sustainable competitive advantage,and drive positive societal impact.Our

3、diverse,global teams bring deep industry and functional expertise and a range of perspectives that question the status quo and spark change.BCG delivers solutions through leading-edge management consulting,technology and design,and corporate and digital ventures.We work in a uniquely collaborative m

4、odel across the firm and throughout all levels of the client organization,fueled by the goal of helping our clients thrive and enabling them to make the world a better place.The Infocomm Media Development Authority(IMDA)leads Singapores digital transformation by developing a vibrant digital economy

5、and an inclusive digital society.As Architects of Singapores Digital Future,we foster growth in Infocomm Technology and Media sectors in concert with progressive regulations,harnessing frontier technologies,and developing local talent and digital infrastructure ecosystems to establish Singapore as a

6、 digital metropolis.For more news and information,visit www.imda.gov.sg or follow IMDA on LinkedIn(IMDAsg)and Instagram(imdasg).An initiative by the Infocomm Media Development Authority in partnership with the tech industry and community,SG Women in Tech(SGWIT)aims to attract and develop girls and w

7、omen for the exciting and dynamic infocomm tech sector in Singapore.SGWIT believes in the value of a diverse workforce,the importance of role models for inspiring interest in tech,and partnerships for a supportive ecosystem for women in tech.For more information,visit www.sgwomenintech.sgThis report

8、 grew out of Boston Consulting Groups discussions with Singapores IMDA and SGWIT on understanding the level of womens representation in technology in Singapore and across Southeast Asia.Contents The current state of women in tech in Southeast Asiaa mixed picture Four moments of truth shaping a woman

9、s career in technology 01 Choosing to study technology 02 Embarking on a technical career 03 Staying in a technical role 04 Advancing to senior leadershipA call to actionbridging the tech gender gap in Southeast Asia2 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIAExecutive summaryTechnology is transform

10、ing economies and societies throughout Southeast Asia,but the tech sectors gender imbalance persists.To understand this disparityand identify potential solutionsBCG partnered with Singapores Infocomm Media Development Authority to conduct a comprehensive survey of about 4,000 individuals across six

11、Southeast Asian countries:Indonesia,Malaysia,the Philippines,Singapore,Thailand,and Vietnam.We also interviewed more than 30 women in tech across the region.(This is a follow-up to a 2020 report we published on the gender disparity in tech in the region.)Our analysis finds that the current state of

12、gender diversity in technology across Southeast Asia is mixed:The share of women in technology across the six countries ranges from 34%to 40%within a few percentage points of our 2020 resultsreflecting moderate progress.Companies are taking greater strides to support women in tech;70%of respondents

13、in tech companies said that their company has initiatives to improve the recruitment,retention,and advancement of womenan increase of roughly 20 percentage points over our 2020 survey(49%).Job satisfaction levels among women who currently work in the sector are extremely high83%on par with that of m

14、en who are their counterparts in tech and higher than the average for women in other industries.Southeast Asia has the highest proportion of women pursuing tech-related degrees,but the share of women in the tech sector is only on par with global averages.3440%of employees in the tech sector are wome

15、nwomen view the tech sector as more attractive than 5 years ago3 in 4of graduates with tech-related degrees are women,significantly higher than the global average(37%)48%30%of job applicants for technical roles are womenof senior leaders in the top technology companies are women23%of CEOs,CTOs,and f

16、ounders in the top technology companies are women9%Across Southeast Asia.3 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIAFour moments of truthOur research identifies underlying issues across four key moments of truth in a womans technology career,including in both technical rolesparticularly those requi

17、ring deep expertise(such as software engineer)and leadership positions.The decision to pursue a technology degree sets the stage for a future career in the tech industry.Our data reveals a wide variance across countries in the proportion of women enrolled in tech-related courses,from 36%in the Phili

18、ppines to 58%in Malaysia.Our survey finds that early exposure to technology is important at this key moment:Gen Z women who were exposed to technology before their university enrollment are 27%more likely to pursue a tech-related degree.Choosing to study technologyAt this critical juncture,a noticea

19、ble gap exists:women constitute less than 30%of the applicants for entry-and executive-level technical positions across the six Southeast Asian countries.Furthermore,less than half of women graduates with tech-related degreesa natural pool of talent for technical roleschoose to enter such roles.Our

20、survey reveals that prevailing perceptions of technical roles,such as being dominated by men and lacking work-life balance,are deterring women.Moreover,many women tend to lose interest in technology while pursuing a higher education.Embarking on a technical careerNearly half of women respondents who

21、 are currently in a technical role are considering shifting to a non-technical role.Across the six Southeast Asian countries,the primary factor for this change is salary,but many women also reported feeling stifled by the lack of a clear career path and a workplace culture that seems indifferent to

22、the unique challenges they face.For instance,32%of women in technical roles feel that their day-to-day work experience is not free of bias.Staying in a technical roleThe fourth and final moment of truth is advancing to a position of senior leadership.In these Southeast Asian countries,women account

23、for only 23%of senior leaders in the top 50 tech companies,with just 8%in technical leadership roles.At this juncture,theres a perception of subjective performance evaluations,with 30%of women in technical roles feeling that career-related decisions,such as promotions and stretch assignments,are not

24、 free of bias.However,having mentors and role models can help bridge this gap:women in technical roles are twice as likely to be promoted faster than their peers if they have a woman mentor.Advancing to senior leadershipRecommendations for various stakeholdersMany entitiesincluding industry associat

25、ions and governmentsalready support women with some baseline initiatives,including recruiting,mentoring,networking,and outreach programs to boost retention.While those are valuable and should continue,we feel that the additional steps below should be priorities.Schools and governments can cultivate

26、and sustain an interest in technology among girls and young women by weaving technology into all facets of the curriculum,partnering with technology companies,and engaging parents on the journey.These entities can also support women who are keen to make midcareer transitions into technical roles by

27、offering upskilling programs.Companies can support women who are embarking on technology careers by creating awareness of discrimination and bias in the workplace and by deploying targeted measures to mitigate prejudices.Companies can also design incentives for leaders that,in turn,help men take on

28、more domestic responsibilities,support women re-entering the workforce after a break,and redesign career paths for technical roles.Senior leaders in tech can model inclusive practices,guide others to adopt inclusive practices,and engage in active mentorship and sponsorship.Aspiring girls and young w

29、omen who want to pursue a career in tech,and women who are in tech,can proactively reach out to mentors and advisors,continually build their technical skill set,and be bold about taking chances and pursuing opportunities.In parallel,they can also actively share their perspectives and experiences not

30、 only to highlight issues and foster inclusivity but also to become role models for the next generation.4 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIAAI-generated image“Women bring diverse perspectives and competencies that drive performance and innovation.To empower them to excel and realize their fu

31、ll potential,we have to move beyond just representation.We must focus on creating an inclusive environment where their unique perspectives and capabilities are appreciated and fully leveraged.”Tan Lee Chew Chief Commercial Officer,ST Engineering and President,Women in Tech Chapter at the Singapore C

32、omputer Society5 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIArespondents per country respondents per countryIntroductionTechnological change is perhaps the most powerful force shaping Southeast Asias economies and societies.As technology grows in importance and complexity,increasing the representation

33、 of women in tech becomes criticalin not just the technology sector,but also other sectors affected by technology.Addressing the gender disparity in tech benefits all of Southeast Asia.It taps into an under-leveraged talent pool to meet the rising demand for high-quality technical and problem-solvin

34、g skills.It also diversifies perspectives to shape how technology is developed and used in our region.Such diversity fosters better innovation and reduces blind spots as we grapple with technologys complex impact on our shared future,including on fundamental issues of equity,accountability,and inclu

35、sivity.Despite the importance of gender disparity in tech within Southeast Asia,there is a lack of research on the topic.To close that gap,BCG partnered with Singapores Infocomm Media Development Authority(IMDA)to analyze the issues contributing to the gender disparity in tech and offer recommendati

36、ons to address them.Our first joint study in 2020 provided initial insights into the state of gender disparity in Southeast Asias tech sector.This year,we expanded the scope of our research to include a comprehensive survey of around 4,000 individuals,both men and women,across the tech and non-tech

37、sectors and roles in six Southeast Asian countries:Indonesia,Malaysia,the Philippines,Singapore,Thailand,and Vietnam.We also interviewed more than 30 women in tech across the region.The findings help identify the underlying causes of gender disparity in tech within Southeast Asiaboth within tech sec

38、tors as well as in technical functions in non-tech sectorsand offer recommendations to create a more inclusive tech landscape.With the rapid advancements in technology,such as in Generative AI,we are at a point where we have to make fundamental decisions around how these technologies can and should

39、be used.It is critical that women are actively involved in these discussions to ensure diversity of perspectives,so that we achieve the best outcome for society.Chook Yuh Yng Chief Growth Officer,Marketplace Talent,SEEKA comprehensive survey4,000total respondents respondents from the tech sector e.g

40、.,telecommunications,hyperscalers,e-commerce,fintech,and tech hardware2,300respondents from technical roles such as software developers,data scientists,and UI/UX designers2,200650respondents per country spanning Indonesia,Malaysia,the Philippines,Singapore,Thailand,and Vietnam6 CLOSING TECHS GENDER

41、GAP IN SOUTHEAST ASIAThe tech sectors prospects in the region are extremely promising,even amid the current“tech winter.”The digital economy in Southeast Asia is projected to grow from approximately$300 billion today to nearly$1 trillion by 2030.Strategic initiatives such as the ASEAN Digital Econom

42、y Framework Agreement are poised to amplify this growth.The tech sectors expansion outpaces that of the broader economy,providing substantial opportunities for social mobility and career advancement.Thats true in all economies,but technology is growing even faster in developing countries such as Ind

43、onesia and the Philippines.Indonesias ICT market,valued at$37 billion in 2022,is expected to grow at a compound annual growth rate(CAGR)of roughly 17%,reaching$80 billion by 2027.Singapores digital economy is growing nearly as fast.From 2017 to 2022,it had a CAGR of 12.9%,significantly outpacing Sin

44、gapores overall economic growth rate of2.6%.Yet the tech workforce in the region is still predominantly male.Across the six countries in our analysis,the share of women in technology ranges from 34%to 40%.That reflects only moderate progresswithin a few percentage points of our 2020 results.Moreover

45、,that share continues to trail the representation of women in the overall workforce(Exhibit 1).The current state of women in tech in Southeast Asiaa mixed pictureAI-generated imageDiving into the tech world has been one of my most fulfilling decisions.The constant evolution and its profound impact g

46、lobally are exhilarating.The potential for growth and innovation in areas like AI and blockchain is truly remarkable.Annie An Dongmei Senior Solutions Architect,Amazon Web Services7 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIAExhibit 1-Womens representation in tech remains similar to 2020,still laggin

47、g behind other sectors%of women in the tech sector1%of women across all sectors40%46%47%45%47%43%44%39%39%39%39%40%37%39%35%35%34%34%34%34%34%36%37%35%202020222020202220202022202020222019202220202022SingaporeThailandVietnamIndonesiaMalaysiaPhilippines1.Employed in the Information and Communications

48、sectorSources:International Labor Organization;Indonesia National Labor Force Survey Booklet February 2023;Malaysia Labor Force Report 2022;Singapore Department of StatisticsSource:BCG-IMDA Women in Tech SEA SurveyExhibit 2-Tech companies have made greater efforts to support women at work%of compani

49、es in the tech sector with initiatives to support women202020232020202320202023202020232020202320202023SingaporeThailandVietnamIndonesiaMalaysiaPhilippines31%56%26%76%65%74%63%76%41%55%60%76%8 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIAExhibit 3-SEA has the highest proportion of women in tech-related

50、 degrees,yet female representation in its tech sector is on par with global averages%of women in tech-related degrees%of women in the tech sectorNote:2022 or latest available year Sources:China Ministry of Science and Technology;Indonesia Labor Force Survey;Indonesia Ministry of Education,Culture,Re

51、search and Technology;International Labor Organization;Korean Educational Services;Malaysia Labor Force Survey;Nigeria Bureau of Statistics;OECD;Philippines Statistics Authority;Singapore Department of Statistics;UNESCO;World Bank;Women in Tech South Africa37%GlobalSoutheast AsiaNortheastAsiaNorth A

52、mericaSouth AmericaOceaniaEuropeAfrica48%39%38%34%33%32%29%37%35%44%32%33%32%32%25%Technology companies are making concerted efforts to increase female representation.Among respondents in the tech sector,70%say that their companies have initiatives in place to improve the recruitment,retention,and a

53、dvancement of womena significant increase over our 2020 survey(49%).In Thailand,the number of respondents reporting such initiatives more than doubled(Exhibit 2).Another positive sign:women have a strong affinity for the tech sector.Three in four women now view it as more appealing than it was five

54、years ago.Moreover,job satisfaction levels among women who currently work in the sector are high83%on par with that of their male counterparts in tech and higher than the average for women in other industries.On a regional level,Southeast Asia leads the world in the share of women receiving tech-rel

55、ated degrees.However,that is not translating to a higher share of women in the tech sector,where the region is roughly on par with the global average(Exhibit 3).I joined the tech industry as I was inspired by the potential of immersive technology.Nine years later,and I am still excited by the opport

56、unities that it brings.I look forward to the day where immersive technology will impact our daily lives.Bell Beh Co-founder and Chief Executive Officer,BuzzAR9 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIASignificant disparity in technical and leadership rolesA deeper look at gender representation acro

57、ss different roles reveals challenges in two areas.Technical roles.First,women are heavily underrepresented in technical roles,not just in those requiring deep expertise(such as software engineers and data scientists),but also in roles with lower technical requirements(such as data analysts and prod

58、uct managers).Data shared by SEEK,a technology company that operates Asias leading online employment marketplaces Jobstreet and Jobsdb,shows that women make up less than a third of applicants for technical roles across all seniority levels.This is significantly lower than the share of women applican

59、ts for non-technical roles,such as those in human resources,finance,and general administration(Exhibit 4).To be clear,the gender imbalance in tech roles is a global challenge.Diversity reports from companies such as Google and Apple reveal that women fill only 20%to 30%of technical roles both worldw

60、ide and in Asia-Pacific,compared with around 50%of non-technical roles.Within the region,however,our analysis points to several underlying factors.Women are less likely than men to study tech-related subjects in university,and among Gen Z1 women who chose to do so,less than half (43%)joined or are p

61、lanning to join technical roles after graduation.Another factor is the higher levels of dissatisfaction and attrition among women who currently hold tech roles.While the overall tech sector remains attractive,only 27%of women in technical roles report feeling very satisfied with their jobs,compared

62、with 36%of women in non-technical roles and 36%of men in technical roles.About half of the women in technical roles are considering moving to non-technical roles in their next career step.Leadership.The second area where women are highly underrepresented in Southeast Asias tech sector is leadership.

63、Across the region,only 23%of senior leaders in the top 50 tech companies are women.When it comes to technical leadership,the picture is stark,as women hold just 8%of such roles in Southeast Asia.This issue starts at lower levels of the pipeline,with a notable drop-off in female applicants for more s

64、enior roles.This problem can be self-perpetuating.A scarcity of female role models may make women question their ability to ascend to these positions and simply not apply,despite having ambitions that match or surpass those of their male counterparts.Another factor is the sectors reliance on technic

65、al experience as a pathway to senior roles.Unlike other industries,CEOs and top leaders in tech companies often emerge from technical roleshalf of the founders and CEOs of the top unicorns in Southeast Asia have technical backgroundswhich further underscores the need for greater support and opportun

66、ities for women in technical roles to ascend to leadership positions.Increasing female representation in leadership has major benefits for technological innovation and company performance.BCG research has shown that companies with more diverse leadership teams report 19%more revenue from new product

67、s and services compared with those with less diversity in leadership.Given the importance and pervasiveness of technology,the gender disparity in tech leadership means that women have far fewer seats at the table in making some of the most consequential discussions that will affect society and shape

68、 our future.Though there is still room for improvement,the representation of women in the tech sector is growing,especially in functions such as marketing and human resources.However,in technical roles,the gender disparity continues to be significant.Tanah Sullivan Head of Sustainability,GoToWe need

69、 more women in technical roles now.CEOs in the tech sector rarely come from non-technical backgrounds.The pipeline of women entering technical roles today will therefore shape the composition of senior management teams a decade or more down the road.Maya Hari Chief Executive Officer,Terrascope1.Gen

70、Zs defined as those younger than 28 years old.10 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIA%of women applicants at each level of seniority by type of role%of women by type of university degreeEducationEntry&executive levelManagersVietnamExhibit 4-Female representation falls at each stage of the pipe

71、line 37%61%Singapore38%49%25%50%17%36%Philippines36%58%24%58%21%41%Data unavailable as SEEK does not operate in VietnamTech-related degree or technical rolesNon-tech-related degree or non-technical rolesPursuing or applied for:Malaysia27%54%14%33%62%58%Indonesia12%42%7%22%54%55%Thailand34%55%23%42%5

72、7%54%Sources:Indonesia Ministry of Education,Culture,Research and Technology;Malaysia Ministry of Higher Education;Philippines Statistics Authority;SEEK;Singapore Ministry of Education;UNESCO;World Bank11 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIAOur 2020 report highlighted three moments of truth fo

73、r a womans career trajectory in technology:1)choosing to study technology;2)entering tech as a first job;and 3)deciding to stay with a tech career.In that report,we focused on women both in the tech sector and in technical roles outside the tech sector.This year,we look at the same three moments,but

74、 with a focus on women in technical roles,as these roles show much higher levels of gender disparity and are growing in importance.We also added a fourth moment of truth:advancing in a technical role and entering senior leadership.By understanding and addressing the unique challenges at each stage,w

75、e can create a more inclusive and supportive environment that enables women to not only enter but also succeed and lead in technical roles,both inside and outside the tech sector.Four moments of truth shaping a womans career in technology The four moments of truth:Choosing to study technologyEmbarki

76、ng on a technical careerStaying in a technical roleAdvancing to senior leadershipAI-generated image12 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIA12 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIA“Education in technology is crucial for shaping the future.By fostering a culture of innovation in both boys an

77、d girls from a young age,we lay the groundwork for a more inclusive and progressive society.This approach also facilitates increased representation of women in technology,while men serve as allies in ensuring equal opportunities for collaboration.”AI-generated imagePei-Si Lai Chief Executive Officer

78、,GXBank13 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIAThe decision to pursue a tech-related degree marks a foundational moment of truth for many women,setting the stage for their future careers in the tech industry.Indeed,three in four women in technical positions say that having a relevant degree rem

79、ains a critical requirement for their role.Our data reveals a wide variance in the proportion of women enrolled in tech-related courses across Southeast Asia,from 36%in the Philippines to 58%in Malaysia.In the majority of the countries,however,this representation falls short of the overall female pa

80、rticipation in higher education.This inclination is shaped by several key factors,including early exposure to STEM topics and parental influence.Early exposure to STEM subjects is critical.Early exposure to technology,before the transition to higher education,is critical in shaping young womens aspi

81、rations and competencies in technical roles.Gen Z women introduced to technology before higher education are 27%more likely to pursue a tech-related degree,setting a strong foundation for future success in technical roles(Exhibit 6).Notably,many women leaders in technology trace their passion and ac

82、hievements back to early experiences with technology during their formative years.There are positive trends in Southeast Asia,with 50%of Gen Z women1 reporting early exposure to technology a noticeable increase from 40%of millennial women and 30%of Gen X women.(On average,Gen Z women who pursued tec

83、h-related degrees reported developing an interest in technology around the age of 15.)This exposure can take various forms,from coding classes and robotics clubs to field trips and internships at technology companies.Such experiences are invaluable,as they enable young female students to connect the

84、 dots between the scientific knowledge acquired in school and the real-world applications of technology that permeate their daily lives.Many countries in the region have recently implemented nation-wide STEM initiatives for girls.For instance,in Vietnam,Coding for the Future with Google provided cod

85、ing classes to 300,000 students in 2021.Similarly,since 2020,Singapore has required all upper primary students to engage in the Code for Fun program,which aims to expose young students to coding and computational thinking.In our study,girls in Singapore who have had early exposure to technology are

86、nearly twice as likely to pursue a tech-related degree.However,the countries differ notably in both the reach and success of initiatives.Thailand stands out for reach,with 56%of Gen Z women reporting some form of early exposure to technology(Exhibit 5).Singapores early exposure programs are the most

87、 effective in encouraging women to study technology(Exhibit 6).Beyond the classroom,the influence of female role models and mentors who have succeeded in technology cannot be overstated.Mentorship programs that connect female students with industry professionals can offer invaluable guidance and enc

88、ouragement,demonstrating that a career in technology is both attainable and rewarding.Choosing to study technology Moment of truth 1 Gen Z women who were exposed to tech before university were 27%more likely to pursue a tech-related degree27%I started to be interested in tech at a young age,as I use

89、d to play a lot of video games.When I joined my high schools programming team,this interest was further developed.When it was time to choose my university major,engineering was the natural choice.Fransiska P.W.Hadiwidjana Co-founder and Chief Technology Officer,WomenWorks1.The generations are define

90、d by the following age ranges:Gen Z 28 years old,Millennials 44 years old14 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIAParents have prevailing gender biases that hold girls back.Our survey reveals a concerning statistic:40%of parents in Southeast Asia believe that men are inherently better suited for

91、 technical roles than women.Such beliefs,when held by parents,may not only stifle a girls curiosity and interest in technology but also undermine the schools efforts to foster confidence and competence in these fields among female students.In contrast,supportive parents who actively nurture their da

92、ughters technological interests can ignite and fuel a lasting passion for the field.My interest in technology was sparked by conversations about technology at home and encouragement from my parents to join tech-related extracurricular activities,and I eventually started to explore more on my own thr

93、ough online courses,internships,and passion projects.Ng Ren Yu Student,Anglo Chinese School(Independent)AI-generated image15 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIAExhibit 5-Thailand has the largest proportion of Gen Z women exposedto tech%of Gen Z women being exposed to tech before university1Si

94、ngaporeThailandVietnamIndonesiaMalaysiaPhilippines56%51%51%50%42%41%Exhibit 6-However,early exposure programs in Singapore are the most effective in encouraging women to study tech%of Gen Z women who studied a tech-related degreeSingaporeThailandVietnamIndonesiaMalaysiaPhilippines29%38%37%50%43%51%6

95、1%58%35%63%45%49%With early exposureNo early exposure1.Exposure to tech includes participating in tech competitions,online courses,extra-curricular activities,or coding classes Note:Gen Zs defined as those younger than 28 years oldSource:BCG-IMDA Women in Tech SEA Survey 16 CLOSING TECHS GENDER GAP

96、IN SOUTHEAST ASIA16 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIA“The main problem that we need to solve is that fewer women have the necessary technical knowledgebecause of the unequal gender ratio in university.The other,which is actually more urgent,is women who have the needed knowledge and skills

97、have a preference for non-technical roles.”AI-generated imageLum Seow Khun Director Public Sector Group,Microsoft17 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIAThe second major moment of truth for women in tech is the decision to enter a technical role.At this critical juncture,a noticeable gap exists

98、,with women constituting less than 30%of the applicants for entry and executive level technical positions,across most of Southeast Asia.Furthermore,fewer than half of female graduates with tech-related degreesa natural pool of talent for technical rolesactually choose to enter such roles(Exhibit 7).

99、These jobs often pay more,with entry-level technical positions in the region offering salaries about 20%higher than for non-technical roles,yet more than half of women with the right qualifications do not apply.Understanding the barriers that deter qualified women from applying to and accepting tech

100、nical roles is crucial.Our research suggests that a number of prevailing perceptions about technical roles are holding women back.We asked women to choose among 20 reasons why they chose not to enter a technical role,and a few common themes emerged across the region(Exhibit 7).Specifically,a lack of

101、 family-friendly policies,little interest in building tech skills,unclear career paths,and cultural fit were all near the top of list among all respondents.However,there were clear differences among individual countries.For example,a lack of family-friendly policies was the biggest issue among respo

102、ndents from the Philippines and Indonesia,while those from Malaysia cited concerns about fitting into a male-dominated tech culture.The tech sector is attractive to women,but technical roles are not.Overall,the perception of technical roles remains poor among women in Southeast Asia.Our survey revea

103、led that many women simply choose not to enter technical roles,due to concerns about fitting into a male-dominated environment.The lack of female representation discourages others from entering these fields,out of a concern that they may be a poor fit or feel excluded in the workplace.In addition,th

104、ere are widespread concerns that finding work-life balance is challenging in technical roles,and that family-friendly policies(such as parental leave and childcare)are not adequate.Women recognize that technical roles often involve tight timelines and long hoursfor instance,ahead of a new product la

105、unch,or to fix bugs that emerge in productionwhich make balancing professional and family responsibilities challenging.Concerns about career development and progression factor in as well.For instance,respondents in Malaysia and Singapore were concerned that career progression in technical roles was

106、slow and unstructured,while respondents in Vietnam and Indonesia had concerns that entering such roles would limit their ability to explore other career paths.These concerns are not unfoundedwomen who currently hold technical roles note them as well.At the same time,women have other reservations tha

107、t are less grounded in reality.A common misperception is that technical roles entail working alone,with little opportunity or need to exercise social or communication skills.The reality could not be more different,with collaboration vital to innovation in technology.Women lose interest in technology

108、 during higher education.Another key reason why women with technology degrees often opt for non-technical careers after completing their education is that they are no longer interested in the topic.In Vietnam,Thailand,Singapore,and Indonesia,disinterest in technology-related skills and knowledge is

109、one of the primary reasons these women decide against pursuing technical roles after graduation.Instead of further igniting their initial fascination,many female students instead experience a waning of interest in technology during these pivotal years of higher education.One of the common mispercept

110、ions discouraging women from entering technical roles is that these roles suit men better and that men are inherently better at tech.However,from my university and workplace experiences,I have found that this is not true.Women possess just as much talent and potential in these fields.Jaira del Socor

111、ro DevOps Engineer,GHDDuring my time in university,more than half of the women in my program exited before graduation,either because they felt like a career in tech was no longer the right fit for them or they lost interest in the subject.Manh Trinh Khiet Enterprise Architect,Boston Consulting Group

112、Embarking on a technical career Moment of truth 218 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIAIssues with:Work-life balance and family-friendly policiesMisalignment with interests or strengthsPrestigeAdvancement or growth opportunitiesCulture and discriminationSingaporeThailandVietnamIndonesiaMalays

113、iaPhilippines%of women choosing to enter technical roles after pursuing a tech-related degree157%43%53%60%62%63%63%47%40%38%37%37%Top reasons cited for choosing to not enter technical roles1(ranked in order of prevalence):1.Technical rolesNon-technical roles1.Among Gen Zs(i.e.,those younger than 28

114、years old)and those currently pursuing tech degreesNote:Family-friendly policies include maternity and paternity leave,childcare benefits,etc.Source:BCG-IMDA Women in Tech SEA SurveyPhilippinesVietnamMalaysiaThailandSingaporeIndonesiaLack of family-friendly policiesLack of family-friendly policiesNo

115、t interested in building tech skillsNot interested in building tech skillsPoor support for learning&developmentConcerns about culture&fit2.3.4.5.Concerns about culture&fitConcerns about culture&fitConcerns about bias&discriminationConcerns about culture&fitPoor work-life balancePoor work-life balanc

116、eNot interested in building tech skillsPoor support for learning&developmentPoor work-life balanceLittle opportunity for career mobilityLack of family-friendly policiesPoor gender balancePoor gender balanceLack of support for personal growthSlow progressionMismatch with personal strengthsMismatch wi

117、th personal strengthsUnstructured career progressionNot interested in building tech skillsPoor work-life balanceLittle opportunity for career mobilityLack of family-friendly policiesLack of family-friendly policiesNot prestigious Most Gen Z women who studied tech choose not to enter technical rolesE

118、xhibit 7-19 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIAMid-career entrants need upskilling and clearer pathways.In addition to recent graduates,mid-career entrants are an increasingly important source of talent for technical roles.These individuals bring a wealth of experience and industry knowledge,

119、along with the non-technical skills that are increasingly crucial as technical roles evolve.One out of every ten women in non-technical roles we surveyed said that they plan to transition into a technical role for their next job.Making the mid-career transition to technical roles can be daunting,par

120、ticularly for mid-career women already balancing professional and family responsibilities,and who may not be able to devote time to build up their technical expertise and certifications.It would be in the self-interest of employers and governments to support women who are keen to transition into tec

121、hnical roles.The proliferation of coding bootcamps and online courses catering to mid-careerists keen on entering technical roles has been a helpful development.Nearly 40%of women intending to make this mid-career pivot said they had taken some form of online course to equip them for this transition

122、.The barriers to entry for technical roles are high.For women who are interested in entering technical functions without major reskilling,we usually try to enter through adjacent roles,such as product or project management,where the technical skill demand is comparatively lower.It offers an opportun

123、ity to learn as you go.Genevieve Soh Chief Product and Strategy Officer,Climate Impact XFrom tourism to technologyFor nearly 20 years,Nelly Lee had carved out a fulfilling career in the tourism industry.She was considered an expert in the field.Unfortunately,the pandemic badly hit her industry,and s

124、he began to worry about her job and how she could provide for her young daughter.As such,she began exploring alternative career opportunities.Amid her search,she came across technology courses offered by Generation Singapore.Inspired by her brothers success in software engineering,she applied for th

125、e course.After two interviews and a test,Nelly was accepted into the Microsoft Cloud Support and DevOps course under#GetReadySG,a skilling initiative.Acquiring technical skills proved challenging,even with the support of the upskilling program.Nelly remembered feeling overwhelmed on her first day of

126、 class,confronted with a barrage of unfamiliar terms and tools.To enhance her understanding,she focused on identifying her specific learning goals and,with her brothers guidance,turned to online platforms such as Udemy to deepen her knowledge.Her hard work eventually paid off,as she was granted her

127、certificate as well as an opportunity to intern as a cloud engineer.As Nelly applied her newly acquired skills in her internship,she began realizing that she wanted to be more involved in the coding process as she found it more satisfying.As such,she began setting her eyes on a technical career.As N

128、elly applied for full-time roles,her mentor offered invaluable advice on enhancing her CV,and shared insights from her own journey in a technical role.Nelly persevered through interviews for five jobs,researching the questions that tripped her up.This eventually led her to securing a DevOps engineer

129、 position at a leading international gaming company,where she continues to excel today.Switching into a technical career from tourism was not an easy choice.However,I dont regret my decision.Being in a technical role has been very fulfilling,and Ive learned valuable skills throughout my journey.Nell

130、y Lee DevOps Engineer at a leading international gaming company20 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIA“Retention of women in technical roles is definitely an issue.To retain women in such roles,we have to create a supportive environment that enables them to balance their professional and perso

131、nal life.This requires not just changes in the office but changes at home as well.”Ayesha Khanna Co-founder and Chief Executive Officer,Addo.AI20 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIAAI-generated image21 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIAOnce women graduate with a tech-related degree an

132、d take on a technical role,they face the next moment of truth:whether to stay and advance.The tech industry,known for its vast potential for innovation and problem-solving,is also a landscape where unique challenges can push women out.In our data,nearly half of women respondents currently in a techn

133、ical role are considering shifting to a non-technical role.Across Southeast Asia,the primary factor for this change is salary,but many women also report feeling stifled by a lack of clear career progression and a workplace culture that seems indifferent to the unique challenges they face(Exhibit 8).

134、Such challenges are magnified for women balancing careers with caregiving responsibilities,highlighting an area where the tech sectors rapid growth has outpaced its cultural and policy development.In the Philippines,Thailand,and Indonesia,many women are considering fulfilling their entrepreneurship

135、aspirations.This illustrates that women transitioning out of technical roles is not inherently negative.In other countries,the situation is not as positive.Women in Vietnam,Malaysia,Thailand,and Singapore cite workplace culture and conflicts as key reasons for leaving technical roles.This points to

136、an urgent need for companies in these countries to cultivate a supportive,inclusive,and fair environment for women.Many women in technical roles experience discrimination and gender bias on a daily basis.Women in technical roles often confront cultural challenges and gender biases that can impede th

137、eir progress and sense of belonging.Cultural stereotypes about gender roles can lead to unconscious biases,where women may be perceived as less suitable for technical work.In our survey,32%of women in technical roles feel that their day-to-day work experience is not free of bias.Technical roles ofte

138、n have a ceiling.In both salary and career progression,many technical roles top out before they reach the senior-most levels in an organization.People who want to progress to management have to switch tracks to continue rising.This is distinct from tech companies in the US,where leading technology c

139、ompanies such as Amazon,Google,and Meta have taken steps to address this issue,creating structured career paths that support the growth and advancement of technical professionals(such as software engineers)without necessitating a shift to management positions.This opens more pathways to leadership i

140、n technical functions,providing more opportunities for women who are keen to advance in their careers while staying in a technical role.of women in technical roles feel that their day-to-day work experience is not free of bias.32%Having strong technical skills should be rewarded and not capped.Creat

141、ing structured progression pathways for individual contributors in technical roles benefits both employees and companies.Employees who enjoy technical work can continue to deepen their expertise and be acknowledged and rewarded for their achievements,while companies can benefit from their deep exper

142、tise.Dr.Geraldine Wong Group Chief Data Officer,GXS BankStaying in a technical role Moment of truth 322 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIASingaporeThailandVietnamIndonesiaMalaysiaPhilippines%of women in technical roles who are open to career changes,by choice of next role153%50%48%47%44%44%T

143、echnical rolesNon-technical rolesTop reasons cited by women for leaving technical roles(ranked in order of prevalence):1.ThailandVietnamPhilippinesMalaysiaSingaporeIndonesiaSlow salary growthLack of flexibility&work-life balanceSlow salary growthSlow salary growthSlow salary growthSlow salary growth

144、2.3.4.5.To be an entrepreneurSlow or unclear career progressionTo be an entrepreneurNo longer aligned with goalsConflicts with colleaguesTo pursue other career pathsSlow salary growthConflicts with colleaguesTo pursue other career pathsLack of flexibility&work-life balanceSlow or unclear career prog

145、ressionLack of cultural fitSlow or unclear career progressionNo longer enjoy the workSlow or unclear career progressionLack of cultural fitSlow or unclear career progressionSlow or unclear career progressionLack of flexibility&work-life balanceTo be an entrepreneurTo pursue other career pathsLack of

146、 flexibility&work-life balanceLack of cultural fitLack of flexibility&work-life balance47%50%52%53%56%56%$Over 50%of women in technical roles are looking to shi to non-technical rolesExhibit 8-Misalignment with interests or goalsReasons cited:SalaryCulture and discriminationChange in career ambition

147、sWork-life balance and flexibilityAdvancement or growth opportunities1.Excludes C-suite roles(CEO,CTO,etc.)Note:Family-friendly policies include maternity and paternity leave,childcare benefits,etc.Source:BCG-IMDA Women in Tech SEA Survey23 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIAReturning to the

148、workforce after a break can be daunting.The rapid pace of technological advancement challenges professionals who take a break from their technical roles.People returning to the workforce often find themselves facing a learning curve not only with new technologies but also with shifts in workplace cu

149、lture and processes.This challenge is acute for women,especially mothers returning from maternity leave,who must navigate not only the professional demands of catching up but also the personal adjustments in their roles and responsibilities at home.Without structured support,these challenges can be

150、overwhelming,leading to a re-evaluation of career choices and a shift toward roles that seem less demanding and more stable,often outside the technical domain.Flexible working arrangements are generally positive,but they have downsides that need to be managed,especially for young mothers.Flexible wo

151、rking arrangements,particularly the ability to work remotely,are a clear benefit.87%of women in technical roles report that remote work has enabled them to balance their personal and professional lives more effectively,with 82%noting an increase in productivity.The preference for remote work is over

152、whelming,with nearly all respondents indicating a desire to work from home more frequently than current arrangements allow.However,remote work can pose challenges as well,especially for mothers of young children,who often end up working longer hours even as they face greater family responsibilities.

153、60%of young mothers we surveyed say that they work longer hours when working from home.This extension of the workday into personal time presents a serious risk of burnout.Another issue with remote work is the potential for professional isolation and the fear of missing out on crucial career-building

154、 interactions.As many as 45%of women in technical roles fear that working remotely causes them to miss out on networking and career development opportunities readily available with in-person work.Equality at work can only be achieved if there is equality at home.Traditional gender equality efforts,f

155、ocusing on support systems for mothers and women such as extended maternity leave and flexible working hourscan unintentionally reinforce the notion that caregiving is primarily a womans responsibility,and perpetuate gendered norms.To truly advance equality,efforts must go beyond these measures to a

156、ddress the gender pay gap and enable men to play an equal role at home,so that decisions regarding the primary caregiver in a family are made based on genuine choice rather than entrenched societal expectations or economic rationality.The duality of flexible workingCompanies and teams are typically

157、more understanding and flexible with mothers family commitments.While well-intentioned and definitely appreciated,the disparity in treatment or policies for fathers can influence caretaking decisions and reinforce the idea that women should play the bigger role at home.Justine Tasiaux Senior Directo

158、r,Head of Strategy and Operations(International Markets),PayPalCompanies can put in place structures to help women make the challenging transition back to work after maternity leave,such as arranging for interim stand-ins during the leave period to maintain continuity and prevent backlogs.Managers c

159、an also help by designing a flexible,phased return to work that eases the adjustment to the combined demands of work and motherhood.Prae Dumrongmongcolgul Country Director of Thailand,Metaof women in technical roles noted that remote work has enabled them to balance their personal and professional l

160、ives more effectivelyof women in technical roles observed an increase in productivity when working remotely87%of young mothers reported that they work more when working from home60%82%of women in technical roles fear that working remotely may cause them to lose out on networking and career developme

161、nt opportunities45%24 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIA24 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIA“Its critical to have more women in leadership in tech,and we still dont have enough.This is precisely where role modelling can start.When you see female faces and hear their voices in positi

162、ons of power,that unlocks womens confidence that propels a virtuous cycle of progress.”AI-generated imageLim Ee Ling Executive Director,Market Launch at 500 Global25 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIAThe fourth and final moment of truth is advancing to a position of senior leadership.In Sout

163、heast Asia,women account for only 23%of senior leaders in the top 50 tech companies,with just 8%in technical leadership roles(Exhibit 9).The barriers to womens leadership in tech are multifaceted,including ambiguous career paths,subjective performance evaluations,and a lack of mentors and role model

164、s.Subjective performance evaluations disadvantage women.Subjectivity in performance evaluations presents a significant workplace challenge,disproportionately affecting women.Our survey found 40%of women in technical roles feeling less supported during these evaluations compared with their male peers

165、.Moreover,30%of women in technical roles feel that career-related decisions such as promotions and stretch assignments are not free of bias.Such evaluations,often influenced by unconscious biases,stereotypes,and the personal perceptions of evaluators,can deviate from an accurate assessment of perfor

166、mance,hindering womens career progression.Women frequently encounter ambiguous feedback,a disparity that complicates goal setting and understanding advancement paths.Moreover,some interviewees shared that evaluations may tend to perpetuate past precedents and reinforce biases in male-dominated techn

167、ical fields.Traits and behaviors traditionally associated with successful male employees may inadvertently become the unofficial benchmarks for success.Womens contributions and leadership styles may be undervalued or misinterpreted,not due to a lack of competence but because they diverge from establ

168、ished norms.This not only obstructs womens advancement but also limits the diversity of thought and leadership within the tech sector.Exhibit 9-Women account for a small proportion of senior leaders in tech firms,especially in technical roles%of women in senior leadership roles in top 50 tech firms

169、in SEA123%70%52%31%30%27%21%9%8%Overall averageHuman resourcesMarketingFinanceLegal&complianceOperationsCountry&BU heads Founders&CEOs Technology&data1.Tech firms include the top 50 tech unicorns and multinational tech firms,by market capitalization and/or private valuation with a presence in SEA-6

170、countries Sources:Company websites;LinkedIn search;PitchbookDespite progress,gender bias in career advancement continues to exist in tech.During evaluations,women are often either shielded from clear feedback by managers exhibiting ruinous empathy or told by bosses with unconscious bias that persona

171、lity aspects,like friendliness or sharpness,are issues,with no action steps suggested or clarified.Promotional decisions may also unduly favor men when factors such as social connections come into play.Aliza Knox Non-executive board director and former APAC leader,Google,Twitter,and CloudflareAdvanc

172、ing to senior leadership Moment of truth 426 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIARole models and mentors have a tangible impact on promotion and advancement.Female role models and mentors have a critical role in guiding women through technical career journeys.Female mentors do much more than p

173、rovide guidance;they symbolize the attainability of success,helping to dismantle the psychological barriers created by the underrepresentation of women in senior tech roles.The data speaks volumes:women in technical roles with access to female mentors are 88%more likely to ascend in their careers ra

174、pidly than those without such guidance(Exhibit 10).However,only 41%of women in such roles report having a female mentor.Closing this gap could significantly accelerate womens career progression in tech.Companies and industry associations have a pivotal role in bridging this gap by creating platforms

175、 for women in technical roles to connect with senior mentors.As more women take on leadership and mentoring roles,they fuel a cycle of empowerment,introducing diverse perspectives and sparking innovation within the tech industry.This concerted effort not only aids individual career paths but also pr

176、opels the entire tech sector forward,championing inclusivity and creativity at every level.Exhibit 10-Women in technical roles are twice as likely to rise faster than their peers,if they have a female mentor%of respondents that promoted faster than their peersDifferent gendered mentorSame gendered m

177、entorSame gendered mentorSame gendered mentorNo mentorNo mentorDifferent gendered mentorDifferent gendered mentorNo mentor19%31%26%16%26%30%15%28%29%+88%Womenin technical rolesWomenin non-technical rolesMenin technical rolesSource:BCG-IMDA Women in Tech SEA SurveyWomen role models play a big part fo

178、r women to envision and build a path toward leadership.It can be difficult to imagine yourself in such a position if you dont see someone similar to you in leadership or senior roles.Its therefore important to highlight successful women who have pushed ahead in their careers.Anna Yip Chief Executive

179、 Officer Business Development and Deputy Chief Executive Officer Singapore,Singtel27 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIAThe role of venture capitalists in fostering women leaders Venture capitalists(VCs)can help close the gender gap in tech.VCs serve as gatekeepers to the resources and networ

180、ks crucial for startup growth and success.Their commitment(or lack thereof)to diversity can greatly affect the composition of leadership within the tech sector.A deliberate focus on funding startups with diverse teams or those championing gender diversity sends a strong message about inclusive leade

181、rship.To make more inclusive decisions,however,many VCs will need to boost the ranks of women in their own teams.Women account for only 17%of decision-makers in venture capital in Southeast Asia,and a mere 7%of founders among the top 30 tech unicorns in the region are women.Creating more balanced te

182、ams at VC firms can help eliminate the bias in funding decisions that can favor male founders.Beyond funding,VCs have considerable influence over the senior leadership of their portfolio companies.Through board positions and other governance roles,VCs can influence hiring practices,advocate for dive

183、rsity and inclusion initiatives,and support the development of women leaders within these companies.To catalyze change,the tech sector and VC firms must adopt comprehensive strategies to enhance gender diversity.Potential initiatives include bias training for investors,establishing funding programs

184、targeted at women-led startups,and encouraging VC firms to diversify their investment teams.Engaging in these initiatives not only helps build a tech sector that reflects societal diversity but also positions companies for enhanced innovation and success.Crucially,this commitment to diversity can yi

185、eld tangible financial benefits for VCs,as companies with diverse leadership teams tend to exhibit stronger financial performance,presenting a compelling economic narrative for embracing diversity.When looking at the gender gap in startup investment,there are two issues.First,a lack of women in VC d

186、ecision-makers,which contributes to investment biases.Second,in terms of business models,women might focus more naturally on products that are close to their heart even if it brings a slower growth potential,while men might seek high-margin products or solutions as a first criteria.Caroline Guyot Ma

187、naging Director,Engie Factory28 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIA28 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIA“We have made good progress toward gender parity at the workplace and in society.The next step is to get more stakeholders involved and to broaden the conversation to recognize that

188、 we cannot achieve diversity by solely focusing on women.This requires systems thinking we need to look at all parameters in a holistic manner,to be able to achieve the desired outcome.”AI-generated imageLynette Tan Chairwoman and Chief Executive Officer,Space Faculty29 CLOSING TECHS GENDER GAP IN S

189、OUTHEAST ASIAA call to actionbridging the tech gender gap in Southeast AsiaTechnology is a powerful force reshaping economies and societies across Southeast Asia,but without an equitable representation of women in the technology workforceboth at technology companies and in technical roles in other i

190、ndustriesthose benefits will be limited.Addressing the gender gap can bring about a plethora of benefits:a broader workforce,a wider set of perspectives in developing and selling tech products and services,and a more vibrant technology sector.Most importantly,women will be given the fair shot that t

191、hey deserve.The solution to address this gap will require concerted efforts across the entire ecosystem.Each stakeholder can play a meaningful part in supporting women to succeed and thrive in tech careers.We understand that many entitiesincluding industry associations and governmentsalready have so

192、me targeted baseline initiatives in place,such as recruiting,mentoring,networking,and outreach to boost retention.Those are valuable and worth continuing,but the following additional steps should be priorities.AI-generated image30 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIAEach stakeholder has a part

193、 to play in supporting women to succeed and thrive in technical careersSchools and Governments Partner with technology companies to ensure students are exposed to the latest technological innovations Engage parents and bring them along the journey Weave technology into all facets of the curriculum a

194、nd school experience Support women who are keen to make mid-career transitions into technical rolesCompanies Create awareness and employ targeted measures to mitigate discrimination and bias Make leaders personally accountable for gender inclusivity Level the playing field for family responsibilitie

195、s Support women in technical roles looking to re-enter the workforce aer a break Redesign career paths for technical rolesAspiring girls and women in tech Curate a personal board of advisors Continually build technical skill sets Embrace opportunities boldly Voice experiences and challenges to enhan

196、ce awareness Be a role model for the next generation Senior leaders in tech Model inclusive behaviors Guide others to adopt inclusive practices Engage in active mentorship and sponsorship31 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIASchools and governments can cultivate interest in technology among g

197、irls and support women entering technical roles A critical first step is increasing the“top of the funnel”by getting more girls interested in technologyas young as primary or secondary school.Our research shows that early exposure to technology was a critical factor in encouraging women to pursue a

198、tech-related degree.Countries have already made good progress in introducing girls to tech at a young age,with 50%of Gen Z women reporting early exposure to technologymuch more than their Millennial and Gen X counterparts.But they can do more by integrating technology across all school subjects and

199、by bringing parents along on the journey.One in ten women currently in non-technical roles are interested in entering technical roles.However,a significant barrier faced by these women is the high level of technical expertise required for such positions.Supporting these women is crucial,as they brin

200、g a wealth of experience and industry knowledge.Governments should partner with employers to provide accredited upskilling programs for specific technical roles.To mitigate the time and cost of attending such courses,governments can also provide subsidies for women,and educate employers on the long-

201、term value of granting time off to pursue such qualifications.Moreover,to enable women to apply and refine the skills learned,these programs should also provide pathways into technical careers through job placement services and internship opportunities.Many governments in the region have already imp

202、lemented programs to support the transition into technical roles.For instance,the Singapore Government provides upskilling credits to all Singaporeans that can be utilized in digital programs offered by companies such as Microso and BCG.Similarly,in Malaysia,the Malaysia Digital Economy Corporation

203、collaborates with leading educational providers to deliver upskilling programs on topics such as cybersecurity,data science,and cloud computing.Support women who are keen to make mid-career transitions into technical roles 4Parents have a significant influence on their childrens interests,ambitions,

204、and goals.As such,schoolswhich see students for only 30 hours a weekcant focus on influencing kids.They also need outreach programs to change the prevailing perceptions among parents about womens aptitude for technology.This is critical,as 40%of parents in Southeast Asia still adhere to the outdated

205、 belief that boys are inherently better at technology than girls.Schools should proactively involve parents in their daughters tech education journey to ensure a supportive home environment that encourages the pursuit of technology interests.Parent-focused workshops and informational sessions can en

206、lighten parents about the vast opportunities in the tech sector and dispel common myths and stereotypes associated with women in technology.These sessions can provide practical advice on how parents can encourage and support their daughters interests in tech,from simple at-home coding projects to se

207、lecting tech-related extracurricular activities and courses.Engage parents and bring them along the journey 2Given how pervasive technology has become in society,it should not be compartmentalized into isolated classes or clubs.Instead,schools should weave it into the entire school dayfor example,in

208、corporating digital art and UI/UX theories into art classes,or highlighting the ethical issues surrounding generative AI during humanities classes.In addition,schools should encourage a spirit of tinkering and innovation to solve real-world problems,from environmental challenges to community service

209、 projects.The goal is to foster curiosity and passion for technology and show that it has broad applications in all areas of life,rather than being an isolated domain.Weave technology into all facets of the curriculum and school experience Among women who studied tech,50%chose not to enter a technic

210、al role.Higher educational institutions can continue to strengthen students interest throughout their course of education by making technology more applicable and interesting through partnerships with leading tech companies.Technology moves quickly,with transformative innovations emerging all the ti

211、meconsider how fast generative AI has become embedded in society.Unfortunately,the curriculum doesnt evolve rapidly,and schools may struggle to keep up.For that reason,its critical to form partnerships with tech companies to ensure that the students are exposed to the latest and most advanced techno

212、logyespecially since they are likely already using this in their personal lives.Moreover,by partnering with tech companies,schools can demonstrate the real-world usage of technology,such as showing students the inner workings of their favorite soware applications.Partner with technology companies to

213、 ensure students are exposed to the latest technological innovations132 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIACompanies need to cultivate an inclusive environment for women Across Southeast Asia,many companies have implemented measures to support women in tech,such as flexible work arrangements,

214、maternity leave policies,and mentorship programs.The progress since 2020 is evident,with 70%of tech sector respondents indicating the presence of initiatives to improve the recruitment,retention,and advancement of womencompared with 49%in 2020.Yet women remain underrepresented in technical roles,wit

215、h many reporting instances of discrimination and gender bias.To improve the representation of women in technical roles,companies must create awareness of existing cultural issues within their companies and make gender representation matter for their senior leaders.Many of the key challenges women fa

216、ce in technical roles are soer factors of cultural fit and expectations about communication styles and behaviors,with 32%of women in technical roles feeling like their day-to-day work experience is not free of bias.For that reason,companies need to transform the culture within technical teams to not

217、 only reduce discrimination and bias but also embrace a range of communication styles and perspectives.To address these issues,companies can start by understanding the extent of the challenge within their organizations.Anonymized surveyswith questions designed to elicit honest feedbackcan reveal not

218、 just clear cases of discrimination but also subtle behaviors and communication styles within teams.Highlighting these issues then allows for targeted interventions,such as bringing in coaches to guide teams and leaders in fostering inclusivity.By taking these steps,companies can build a more welcom

219、ing environment for women in technical roles,boosting retention and satisfaction.Create awareness and employ targeted measures to mitigate discrimination and bias1Asking leaders to make their tech workforce more balanced is not enough.Companies also need to create incentive programs for leaders with

220、 real“teeth”meaningful incentives for progress,and disincentives for a lack of action.For instance,companies can incorporate gender representation in technical functions as a key performance indicator for the various leaders in the company,tying it directly to their evaluations and compensations.To

221、support those incentives,companies should make the issue transparent through data analysis and reporting that clarifies the share of women in technical roles by business unit,function,seniority,location,and other dimensions.Notably,these metrics and incentives need to be well-designed and implemente

222、d so that they dont become a blunt instrument that leaders try to work around(for example,promoting a less-capable woman to a position merely to meet a quota).Make leaders personally accountable for gender inclusivity233 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIACompanies must structurally support w

223、omen in technical roles to enable them to thrive Over 50%of women in technical roles are looking to transition to non-technical roles.Aside from cultural issues,many women cite issues with work-life balance and career advancement.To encourage the retention of women in technical roles,companies must

224、ensure that these roles are sustainable and attractive for women.To improve the retention of womenand menin technical roles,companies should develop clear,structured career paths and salaries for individual contributors.While these roles typically have pathways toward managerial positions such as CT

225、O,many companies have yet to define a pathway for individual contributors.This may cause some people to opt to change careers rather than remain in a job with limited growth prospects.Organizations can reduce this attrition by designing role-specific individual contributor pathways and setting clear

226、 capability/competency matrices,along with definitions of the typical responsibilities and expectations at each level,outcome-based metrics for performance evaluations,and other attributes.As part of that process,companies should benchmark the career paths for these roles in other tech organizations

227、,such as the Distinguished Engineer pathways offered by Amazon,Google,and Meta.Redesign career paths for technical roles3Women returning from a break such as maternity leave oen struggle to catch up.Technology advances rapidly,and technical roles oen work in short-sprint projects.Missing several mon

228、ths can feel like much longer.While some governments already have programs in place,such as Singapores herCareer initiative,companies can also help ease the transition through the following initiatives:Structured reintegration programs can help women gradually ramp up over time.Training materials ca

229、n help them get back up to speed,but managers should also set clear expectations that women do not need to know everything on their first morning back.Flexible working arrangements for a predefined period such as 50%work capacity and half-pay for a few months firstcan also smooth the transition to f

230、ull-time work.Formal support structures such as communities or buddies can help returning women re-navigate the“soer”parts of the transition.For example,women can turn to these resources to ask any questions they have,such as understanding how organizational dynamics,strategy,or priorities might hav

231、e changed since before they le,rather than trying to navigate these aspects on their own.Support women in technical roles looking to re-enter the workforce aer a break2Women cannot play an equal role at work until men play an equal role at home.Companies should create policies that level the playing

232、 field of domestic obligations.Paternity leave should match maternity leave,and male caregiving should be normalized,so that fathers have the same latitude to leave early,work from home,or take any other steps necessary to look aer children or other family members.In this way,couples can make an obj

233、ective decision about who bears these responsibilities,rather than have them default to women.Companies should also implement logistical support for parents(regardless of their gender).This includes on-site childcare facilities,childcare stipends,trusted transportation services to pick up children f

234、rom childcare or school,healthy meal preparation services,and related offerings.Offering such benefits to parents reduces the burden of childcare and enables them to be more productive and present at work,ultimately benefitting the company.Level the playing field for family responsibilities34 CLOSIN

235、G TECHS GENDER GAP IN SOUTHEAST ASIASenior leaders in tech can create more inclusive cultures and serve as mentors/sponsors Change begins from the top.To improve the representation of women in tech,leaders must spearhead the change.Leaders not only need to lead by example by demonstrating inclusive

236、practices and policies but also need to ensure that their teams follow their example.Perhaps most importantly,leaders need to empower women in technical roles through active mentorship and sponsorship.Men and women who are established in their tech careers have a unique opportunity to mentor and spo

237、nsor women who are navigating the challenges of the tech industry.By reaching out to offer guidance,sharing their networks,and advocating for their mentees career advancement,leaders can provide invaluable support to women in tech.Its important for senior leaders to be proactive in these roles,recog

238、nizing that junior women may feel daunted about seeking mentorship or sponsorship opportunities.Engaging in these relationships with a genuine commitment to fostering growth and opportunities for women can boost their career trajectories and contribute to a diverse leadership pipeline in tech.Engage

239、 in active mentorship and sponsorship3Senior leaders must set an example for others to follow.This requires not just lip service but also personally taking action to create an inclusive culture.That includes providing women with equal chances to lead projects,ensuring that their perspectives are hea

240、rd during meetings,and making a conscious effort to ensure that their evaluations and feedback are objective.Moreover,leaders should support parents(regardless of their gender)by being more understanding and offering accommodations such as flexible work arrangements.In technical roles,where men domi

241、nate the leadership positions,it is critical for men to model inclusive behaviors.This begins with educating themselves on the challenges women face,including balancing personal and professional responsibilities,navigating unconscious biases,and dealing with microaggressions.As informed allies,men a

242、re better equipped to recognize and address these issues when they arise.Workshops,training sessions,and open conversations can provide valuable insights into how to create a supportive environment for all.By recognizing these challenges,men can take deliberate steps to bolster womens sense of belon

243、ging and support,demonstrating that gender inclusivity is a collective effort and not just the responsibility of women.Model inclusive behaviors1Beyond modeling inclusive behaviors,leaders must also cultivate these behaviors within their teams.This begins with open discussions about discrimination a

244、nd bias,where leaders address such issues head-on and spotlight resources for further understanding.Leaders must also adopt a strict stance against discrimination by investigating and penalizing such behaviors,while also rewarding those who demonstrate inclusivity.Through this,leaders can ensure tha

245、t their commitment to inclusivity is mirrored by their teams,creating a more inclusive environment.Guide others to adopt inclusive practices235 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIAWomen in tech have a right to structured support throughout their careers.However,they should also actively shape

246、theircareers by seeking diverse mentors for broad perspectives,staying updated with the latest technological developmentsthrough upskilling,and challenging cultural norms by boldly embracing opportunities without apologies.Beyond navigating their careers,women in tech across Southeast Asia should ov

247、ercome the tendency to be less outspoken.They should actively share their perspectives and experiences.By doing so,they not only highlight issues and foster inclusivity but also become role models for the next generation,encouraging them to pursue technical roles.Aspiring girls and women in tech can

248、 take charge of their careers while sharing their stories Understanding the challenges that women face can be difficult.As such,women need to share their experiences with others in the workplace,fostering a deep understanding of the potential issues they may face.This is vital when addressing matter

249、s of gender bias and discrimination,which require heightened awareness and collective efforts to address.Women in tech should take advantage of existing platforms in their company,such as surveys or open conversations,to highlight challenges they face in the workplace such as discrimination or bias.

250、Such actions not only serve as self-advocacy but also educate colleagues who may be unaware of the impact of their behavior.Through speaking up,women create a more inclusive environment for themselves,and the future generation of women.Voice experiences and challenges to enhance awareness4Having a r

251、ole model and mentor significantly encourages the next generation of women to pursue careers in technology.Women in tech,irrespective of their seniority,play a pivotal role in demystifying the tech industry for the younger generation.They can actively contribute by engaging in mentorship,sharing ins

252、ights at their alma maters,and participating in community tech events.Moreover,they can even leverage social media,such as LinkedIn,to share their journey,achievements,and challenges.By sharing their experiences,women in tech can help to make the tech industry more accessible and appealing,encouragi

253、ng more women to enter the field.Be a role model for the next generation 5Women early in their tech careers should proactively create a diverse personal board of advisors consisting of mentors,sponsors,and peers.This group should include individuals both within and outside their current organization

254、,spanning various levels of expertise and sectors within the tech industry.Mentors can provide guidance and advice based on their own experiences,while sponsors can offer support in navigating career advancement opportunities.Peers can share relatable experiences and mutual support as women navigate

255、 their careers.Actively engaging with this personal board can provide women with a well-rounded perspective on their career development,equip them with strategies to overcome obstacles,and offer networking opportunities that could be pivotal for their growth.The tech industry,with its array of roles

256、 and projects,offers unparalleled opportunities for growth,innovation,and impact.Venturing into a technical role,even when it feels daunting,can be a significant stepping-stone,opening doors to numerous opportunities.Women should remind themselves that skill gaps can be bridged with time and effort,

257、and that their unique perspectives are invaluable to creating innovative tech solutions.By seizing opportunities boldly and advocating for their place in tech,women not only advance their own careers but also pave the way for more women to enter and flourish both in the technology sector and in tech

258、nical roles.Embrace opportunities boldly3Curate a personal board of advisors1The tech industry evolves rapidly,with new technologies and methodologies emerging regularly.By staying informed of industry trends,learning new programming languages,and exploring emerging tech fields,women can position th

259、emselves as valuable assets in any tech environment.Engaging in online courses,attending workshops,and participating in tech meetups and hackathons can provide both the knowledge and the networking opportunities necessary for a successful career.By continually learning new skills and seeking out opp

260、ortunities for professional development,women can improve their employability,adaptability,and readiness for leadership roles.Continually build technical skill sets236 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIA36 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIATogether,we can cultivate an environment wher

261、e women in technology are empowered to contribute their diverse talents and perspectives,shaping a brighter future for all.AI-generated image37 CLOSING TECHS GENDER GAP IN SOUTHEAST ASIAAbout the AuthorsVaishali Rastogi is a Managing Director and Senior Partner in Boston Consulting Groups Singapore

262、Office.She is the Global Leader of the firms Technology,Media&Telecommunications practice.You may contact her by email at .Anant Shivraj is a Managing Director and Partner in Boston Consulting Groups Singapore Office.He is a core member of the firms Technology,Media&Telecommunication and Technology

263、Advantage practices.You may contact him at .Daphne Lee is a Senior Knowledge Analyst in Boston Consulting Groups Singapore Office.She is a part of the firms Center for Customer Insight(CCI)team.You may contact her by email at .Michael Meyer is a Managing Director and Senior Partner in Boston Consult

264、ing Groups Munich office.He is a core member of the firms Technology,Media&Telecommunications practice.You may contact him by email at .Seng Chiy Goh is a Principal in Boston Consulting Groups Singapore office.He is a core member of the firms Public Sector and Technology,Media&Telecommunications pra

265、ctices.You may contact him by email at .Rachel Lee is an Associate in Boston Consulting Groups Singapore office.You may contact her by email at .AcknowledgmentsThe authors thank all the interviewees and survey respondents for their contributions to this report.They also thank Kiren Kumar,Ong Chen Hu

266、i,Lee Wan Sie,Yong Seong Wei,Sacha Ong and Hayden Tay from Singapores Infocomm Media Development Authority(IMDA)for their partnership on this report.The authors are also grateful to Josiah Liang,Jeff Garigliano,and John Landry for their contributions.For Further ContactIf you would like to discuss t

267、his report,please contact the authors.Boston Consulting Group partners with leaders in business and society to tackle their most important challenges and capture their greatest opportunities.BCG was the pioneer in business strategy when it was founded in 1963.Today,we work closely with clients to em

268、brace a transformational approach aimed at benefiting all stakeholdersempowering organizations to grow,build sustainable competitive advantage,and drive positive societal impact.Our diverse,global teams bring deep industry and functional expertise and a range of perspectives that question the status

269、 quo and spark change.BCG delivers solutions through leading-edge management consulting,technology and design,and corporate and digital ventures.We work in a uniquely collaborative model across the firm and throughout all levels of the client organization,fueled by the goal of helping our clients th

270、rive and enabling them to make the world a better place.The Infocomm Media Development Authority(IMDA)leads Singapores digital transformation by developing a vibrant digital economy and an inclusive digital society.As Architects of Singapores Digital Future,we foster growth in Infocomm Technology an

271、d Media sectors in concert with progressive regulations,harnessing frontier technologies,and developing local talent and digital infrastructure ecosystems to establish Singapore as a digital metropolis.For more news and information,visit www.imda.gov.sg or follow IMDA on LinkedIn(IMDAsg)and Instagra

272、m(imdasg).An initiative by the Infocomm Media Development Authority in partnership with the tech industry and community,SG Women in Tech(SGWIT)aims to attract and develop girls and women for the exciting and dynamic infocomm tech sector in Singapore.SGWIT believes in the value of a diverse workforce

273、,the importance of role models for inspiring interest in tech,and partnerships for a supportive ecosystem for women in tech.For more information,visit www.sgwomenintech.sgThis report grew out of Boston Consulting Groups discussions with Singapores IMDA and SGWIT on understanding the level of womens

274、representation in technology in Singapore and across Southeast Asia.For information or permission to reprint,please contact BCG at .To find the latest BCG content and register to receive e-alerts on this topic or others,please visit .Follow Boston Consulting Group on Facebook and X(formerly known as Twitter).Boston Consulting Group 2024.All rights reserved.5/24AI-generated image