The male-female distribution in Finance, Risk, Data and IT is still skewed. In many technical studies, men are overrepresented and the proportion of female graduates remains low. Yet we see movement: multidisciplinary studies such as Artificial Intelligence and Finance are attracting more and more women. This presents opportunities for organisations that take diversity and inclusion seriously.
The gender divide: how big is the gap?
Let's face it: the male-female ratio in technical and finance fields is still far from balanced. In courses such as Computer Science, Technical Informatics and ICT, men are still overrepresented, with a share of more than 80%. That means companies looking for talent in tech and data positions face a limited pond - and often a lack of diversity. In fact, only about 850 students who graduate from this group each year are women.
But there is movement. In programs such as Artificial Intelligence and Finance, the proportion of female students is around 30%. Various sources indicate that there is a shift in the proportion of female students within certain engineering and finance programs. While the share of women in traditional IT and computer science studies remains relatively low, the percentage is higher in studies such as Artificial Intelligence (KI) and Finance. One possible explanation is the multidisciplinary nature of these programs, which combine insights from technology, psychology, philosophy, logic and strategy, making them more attractive to a wider range of students, including women.
According to data from OCW in Figures, the proportion of female Computer Science graduates in the Netherlands is only 19.7%, compared to an EU average of 23%. At the same time, Utrecht University stresses that the bachelor's in Artificial Intelligence takes a broad, interdisciplinary approach by combining technology with social and cognitive sciences. This may contribute to a higher proportion of female students, as previous research shows that women are more likely to choose programs with social and strategic relevance, as seen in the Studiekeuze123 dashboard.
Diversity drives innovation
Diversity within teams has long since ceased to be a matter of "nice to have. It is a prerequisite for companies that want to innovate, move faster and stay ahead of the competition. Research by McKinsey shows that diverse teams perform better, think more creatively and reach thoughtful decisions faster.
For industries such as finance, risk and IT, where complex analysis and strategic insight are crucial, a mix of perspectives can make the difference between mediocrity and progress (Cloverpop). Moreover, the new generation of employees is increasingly looking for employers who take diversity and inclusion seriously. By actively pursuing this, you not only attract more female talent, but also the most forward-thinking male candidates.
What's holding women back?
If you really want to make a difference, you not only need to understand the causes, but also what you can do as a company to effect change. The gender gap in Finance, Risk, Data and IT is not a given. It is a challenge that companies can actively address with the right strategies.
Why women are less likely to choose these sectors:
- Limited entry into technical and finance courses - Stereotypes, a lack of female role models and little early exposure to technology and finance topics discourage many young women from pursuing careers in IT or finance.
- All-male team - Many women look for teams they can identify with.
- Few female leaders in senior positions - Without visible female role models, it is more difficult to demonstrate that a career in finance, risk or IT is attainable and attractive to women.
- Work culture perceived as less inclusive - A highly competitive, performance-oriented work environment can be daunting, especially if collaboration, mentoring and flexible working models are underemphasized.
- Job requirements that are too strict - Many job postings still focus on classic IT and finance profiles with a one-sided focus on technical skills. As a result, candidates with multidisciplinary backgrounds - including many women - are overlooked.
This is what works for women
Visible role models and mentoring - Make sure female professionals in senior roles are given a stage and are approachable. This inspires new talent and strengthens the culture within your organisation.-
- Visible role models and mentoring - Make sure female professionals in senior roles are given a stage and are approachable. This inspires new talent and strengthens the culture within your organisation.
- Inclusive job postings - Avoid masculine language and emphasise collaboration, growth opportunities and impact. This makes job postings more attractive to a wider audience.
- Broader job requirements - Dare to look beyond traditional profiles. Multidisciplinary candidates often bring just the diversity and innovativeness you are looking for.
- Build inclusive teams - Ensure diversity within teams, both in new hires and in leadership positions. An inclusive work environment naturally attracts more diverse talent.
- Visible role models and mentoring - Give women professionals in finance, risk and IT a voice in internal and external communications. Encourage mentoring and peer coaching.
- Flexible work culture - Provide hybrid work options, development programs and equal advancement opportunities, transparent arrangements around parental leave and reintegration after maternity leave. Normalising menstrual leave or flexible workdays during menstrual periods can contribute to an inclusive work environment where women feel supported.
- Training opportunities and career paths - Offer targeted training programs and showcase advancement opportunities so that women feel empowered to choose a future in Finance, Risk, Data and IT.
Here's how to make a difference
The gender gap is not a given, but a challenge that organizations can actively address. With visible role models, inclusive job postings and flexible work cultures, you make the difference. Diversity not only strengthens innovation and performance, but also makes you more attractive to the best talent of tomorrow.
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