FLEXIBLE WORK ISN’T THE FIX: WOMEN IN TECH STILL FACING CAREGIVING PENALTIES

Despite record levels of workplace flexibility in the tech sector, many women are still being penalised for caregiving responsibilities, new research shows.

Women in Digital’s (WiD) 2025 Driving Change in Tech report reveals that while 77 per cent of tech employers offer flexible work arrangements, nearly half of women in the sector believe having children hinders their careers.

The report also found a growing impact from school hours, with 34 per cent of respondents saying they had negatively affected their careers, up from 29 per cent in 2024. WiD says this highlights that flexibility on paper doesn’t always translate to meaningful support in practice.

WiD CEO and founder Holly Hunt said the progress on flexibility was encouraging, but cultural and structural barriers remained entrenched.

“Flexibility is now widely embraced, and that’s a win for everyone in tech. However, there is a lingering culture of presenteeism, where visibility and after-hours engagement are still seen as prerequisites for advancement, which disproportionately disadvantages caregivers,” Ms Hunt said.

“The motherhood penalty hasn’t gone away, it’s just changed shape. This isn’t about women lacking confidence, it’s about the systems and cultures that still hinder progression."

The report also found that only 40% of hybrid employees and 33% of remote employees agree they were encouraged to apply for senior or executive roles, compared to 56% of on-site employees.

Tesla Chair and Tech Council of Australia board member Robyn Denholm said diversity was not a “nice-to-have” but essential to meeting the nation’s tech growth goals.

“When we talk about diversity, we’re really talking about better outcomes,” Ms Denholm said. “Whether it’s diversity of background, experience, or perspective, it leads to stronger teams, better decisions, and greater innovation.”

The report also points to positive trends, including:

• More than 65 per cent of respondents now have access to equitable parental leave policies, supporting shared caregiving.

• Confidence in pay parity has risen sharply, with 61 per cent believing their workplace ensures equal pay, up from 46 per cent in 2024.

• Male allyship is improving, with 68 per cent saying men in their workplace are supportive of women’s career paths, up from 61 per cent last year. However, just 62 per cent of women agree with that statement, compared with 81 per cent of men.

WiD says the findings make clear that genuine progress will require not just flexible policies, but a rethinking of how career progression is measured and supported in the sector.