Reskilling Women into Tech Could Boost Economy

Australia is facing a growing tech skills gap, and reskilling women into technology roles aims to close that divide. However, it also raises questions about how to retain talent and shift outdated workplace cultures.

Despite widespread adoption of powerful new technologies – including AI, robotics and biotechnology – many Australian businesses are falling behind due to a lack of digital expertise. A recent report from RMIT Online and Deloitte Access Economics reveals that over a third of businesses say their teams lack current skills in digital transformation or generative AI. Demand is only rising, with estimates suggesting Australia will need 1.3 million tech workers by 2030 – 100,000 more than the government is currently preparing for.

One of the most underutilised resources in this equation is women. Right now, women make up just 30 per cent of the tech workforce, compared to 44 per cent across all professional sectors. That figure has barely budged over the past decade. The report finds that tapping into this pool of talent could bring economic benefits to individuals and businesses alike.

The numbers are significant. On average, women who reskill into technology roles could increase their annual wage by over $31,000. For businesses, each reskilled worker could contribute roughly $16,400 in extra profit. With an estimated 661,000 women who could make the transition with minimal training, the overall impact could represent a $6.5 billion annual opportunity for Australia. For medium and large companies, that translates to potential annual gains of $278,700 and $1.8 million respectively.

Yet, while most companies acknowledge the diversity issue, few have made meaningful progress. About three quarters agree that boosting gender representation in tech is important, but only 44 per cent are actively pursuing solutions. Even among those hiring more women, many are struggling to retain them. More than half of women entering the technology workforce leave before age 35 – often due to unaddressed systemic issues.

Short courses could enable many women to transition into tech within six months, but considering the long-term impact requires addressing deeper obstacles: limited promotion pathways, lack of mentorship, inflexible work policies and non-inclusive cultures. Fixing this goes beyond simply recruiting new talent. It means nurturing career growth and valuing the diverse experience women bring, which in turn can lead to more creative and resilient teams.

Government and industry must step up, too. While several initiatives aim to build tech skills, these need to be more accessible and ongoing. Programs should support career growth at all stages and cater to diverse professional backgrounds. Mentorship, networking and inclusive education pathways are key elements of lasting change.

With 84 per cent of companies already integrating advanced technologies, the urgency is clear. Reskilling women at scale isn’t just a diversity initiative. It’s a strategy for productivity, innovation and sustained economic growth in an increasingly digital world.

Source: The Australian, ACS, RMAsia.