Gender inequality persists as a critical challenge in Spain’s digital economy. In this sector, men hold roughly three times as many roles as women, with about 875,000 men employed in digital occupations compared with 295,000 women. If the pace of women entering this field does not accelerate, the disparity could endure for more than three decades, leaving the rapidly expanding digital market unable to meet demand.
The imbalance in this key area of economic development translates into substantial opportunity costs and a potential shortfall of over 71 billion euros by 2053, according to research by Closing Gap and the International Financial Analysts (AFI). The study highlights that, by mid-century, the talent pipeline may remain skewed, constraining overall growth and innovation.
The report, The Opportunity Cost of the Gender Gap in Digital Occupations, released this week, shows that women occupy only about a quarter of digital roles, with even lower shares in high-demand fields such as cybersecurity, artificial intelligence, blockchain, and video game development.
From 2019 to 2021, inclusion rates in these disciplines rose to 5.6% for women, compared with 2.1% for men, yet those gains fall short of closing the gap by 2053 if current trends continue.
This raises a question: why are women less present in digital jobs when their employability appears stronger in digital roles and such work tends to be more resilient in economic downturns? The Closing Gap study identifies several driving factors.
Key causes include unequal distribution of caregiving responsibilities, persistent gender stereotypes that shape educational and career decisions, and a shortage of visible female role models and leaders in the field. These dynamics influence the choices women make about pursuing digital careers.
In education, women are underrepresented in post-secondary digital programs, including vocational education and training (VET) and university studies. Women comprise only about 22% of VET students in related fields, and at the university level there are roughly 0.54 women for every man studying these disciplines.
There is also a lack of female mentors and leaders to inspire girls and young women. For instance, within digital careers, only about one in five professors is a woman, and one in four researchers in these programs are women. Notably, only one of the hundred most influential tech companies listed by Forbes has a female CEO in its center’s leadership.
The study notes that women entering these occupations often face less favorable working conditions, including higher rates of temporary contracts (about 17.9% for women versus 12.1% for men) and greater workplace bias (6% versus 2.1% for men). Furthermore, investment tends to favor male-led teams, with only around 3% of venture capital going to women-founded startups, compared with 84% to male-led teams and 13% to mixed-gender teams.
According to the Closing Gap analysis, the gender gap in digital professions will amplify another shortage, undermining the availability of qualified professionals for these fields. Projections for 2053 suggest a need for around 3 million digital workers in Spain, with about 1.1 million positions unfilled if current annual job creation remains at roughly 142,000.
Verónica López, coordinator of the study, emphasizes that only through greater inclusion of women in digital professions can the anticipated demand be met. She asks whether society is prepared to embrace all female talent and to nurture the next generation of women who could become leaders in tech.
Without substantial progress in gender inclusion within Spain’s digital landscape, the country risks being unable to satisfy the expected demand for digital professionals in the coming years. This underscores the urgency of policy and educational reforms, inclusive workplace practices, and proactive mentorship programs that empower women to pursue and advance in digital careers. (Closing Gap study, 2024)