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Review

Analysis of Strategies to Attract Female Talent in the Software Development Industry

by
Marlene Negrier-Seguel
1,
Jorge Hochstetter-Diez
1,*,
Mauricio Diéguez-Rebolledo
1,
Marco Cáceres-Senn
2 and
Rodrigo Cadena-Martínez
3
1
Departamento de Ciencias de Computación e Informática, Universidad de La Frontera, Temuco 4780000, Chile
2
Carrera de Ingeniería Informática, Universidad de La Frontera, Temuco 4780000, Chile
3
Facultad de Ingeniería, Universidad Tecnológica de México, México City 11320, Mexico
*
Author to whom correspondence should be addressed.
Sustainability 2024, 16(16), 6761; https://doi.org/10.3390/su16166761
Submission received: 30 May 2024 / Revised: 16 July 2024 / Accepted: 25 July 2024 / Published: 7 August 2024
(This article belongs to the Special Issue Intelligent Information Systems and Operations Management)

Abstract

:
Historically, activities related to software development have been led by men, with weak participation from women. Currently, initiatives have been promoted to increasingly integrate women into this discipline. However, despite the known benefits of gender diversity in innovation and team performance, the visibility of women in this field remains weak. The primary objective of this article is to analyze strategies to attract female talent to the software development industry, aiming to reduce the gender gaps that women face. The methodology used in this work is based on several steps of systematic literature mapping, which seeks to provide a comprehensive overview of the literature on this topic, classify the findings, and offer a framework for future research in this area. The main findings highlight the need for organizational policies and work practices that promote gender equality, as well as the importance of early education and training in retaining female talent in the software industry. This study not only contributes to academic discourse but also suggests practical measures for industry professionals to foster a more inclusive and equitable work environment.

1. Introduction

One of the new international challenges is the Sustainable Development Goals (SDGs) established by the United Nations (UN) in September 2015 with the agreement of 193 heads of state and government worldwide for global development [1]. The SDGs constitute a universal call to action to end poverty, protect the planet, and improve the lives and prospects of people worldwide [2], posing significant challenges for humanity in the coming years.
In 2015, all United Nations member states approved 17 goals as part of the 2030 Agenda for Sustainable Development, which sets a plan to achieve the goals in 15 years [1]. These are 17 ambitious goals, broken down into 169 targets, requiring the collaboration of civil society and the public and private sectors, whose success would mean a more equal and livable world [1,3].
One of the purposes of the SDGs is to reduce inequalities worldwide, especially gender inequalities, with the common aim of ending all forms of discrimination against women and girls, not only as a basic human right but also due to its multiplier effect on various development spheres [1].
One of the targets of Goal 5 states, “Ensure women’s full and effective participation and equal opportunities for leadership at all decision-making levels in political, economic, and public life”, and another target states, “Enhance the use of enabling technology, in particular information and communications technology (ICT), to promote the empowerment of women”. These targets seem far from being achieved. Despite the fact that the UN currently reports that over 100 countries have taken measures to track budget allocations for gender equality, a detailed analysis of ICT-related work shows that women’s roles are participatory but still discriminated against in terms of career projection, leadership, and remuneration.
Globally, women hold only 25% of technology jobs, as indicated by the latest report from the National Center for Women & Information Technology (NCWIT) [4]. Similarly, the World Economic Forum reports an even lower percentage, 15.6%, for women working specifically in the software and technology sector [5]. According to the World Economic Forum, in the technology sector, women constitute 29.4% of workers in entry-level positions; however, this figure drops to 7.8% in high-level leadership roles. Specifically in the field of artificial intelligence (AI), although the overall availability of talent has grown exponentially, increasing sixfold from 2016 to 2022, female participation in AI remains around 30% [6].
A study states that the high demand for information technology roles in Chile and worldwide has created an annual deficit of 6000 professionals. Additionally, Microsoft statistics based on LinkedIn report that by 2050 there will be 792,000 new job positions in Chile in areas related to software development, data analysis, IT management, artificial intelligence, cloud computing, and cybersecurity, among others [7]. Finally, and continuing with the OECD 2018 figures, the outlook is also discouraging concerning innovation, as startups created by women receive 23% less funding [1]. In this context, it is clear that female engineers are scarce and face a series of challenges when entering the workforce.
It is reasonable to think that this inequality originates from the educational process. For example, in Chile in 2019, only 7% of women who graduated with a bachelor’s degree did so in STEM fields, making it the country with the lowest percentage among OECD members [8].
Based on the previously discussed points, this article aims to analyze existing strategies in the technical literature to foster the attraction of female talent in the software development industry. This analysis will contribute to a comprehensive understanding of the state of software development companies in terms of hiring women and their various roles. To achieve this, we employ a systematic mapping methodology that delivers an overview of a research area through categorization. Based on these results, we provide a framework and resources for the next step of the research, which involves analyzing the strategies employed by software development companies on this topic. We have explored the areas and tasks that women wish to develop in their software development careers, as well as their notable skills in teamwork to address gender inequality in software production. This study seeks to emphasize the contributions and roles of women across the software development lifecycle to foster gender equality in the industry. The present work is organized as follows: in Section 2, the key concepts are described, and in Section 3, the steps of the method used are outlined. Section 4 presents the results, and, finally, Section 5 contains the conclusions and future work.

2. Background

According to UNESCO, all forms of gender-based discrimination are violations of human rights. Therefore, women and men should enjoy the same opportunities, choices, capabilities, power, and knowledge as equal citizens [9]. Additionally, the UN states that one of its sustainable development goals includes achieving gender equality and empowering all women and girls [10]. According to them, gender diversity refers to the equitable representation of men and women in the workplace. With this same goal in mind, recent years have seen initiatives from major companies that have become aware of the issue of gender inequality and its adverse effects on teams. These companies are proactively generating activities aimed at reducing the gender gap [11]. The low presence of women in STEM industries has been the focus of attention for researchers and governments for decades. In EU countries, only 17% of the workforce in the ICT sector are women [12]. Bias also prevails in the IT industry; women tend to work in non-technical jobs and are more likely to doubt their abilities compared to their male counterparts [13]. Women generally do not hold leadership positions. For example, in the U.S., only 11% of executive positions or CIO roles in tech companies are held by women [14]. Google, in its first report published in 2014, showed that only 17% of tech employees were women, but this gap has narrowed, and the female participation rate is now 37.5%, according to the 2022 report results [15]. According to data from the Ministry of Women and Gender Equality of Chile [16], there is a significant deficit of women in the technology sector. One possible cause of these figures is the construction of social stereotypes that portray engineering as a male profession, making it difficult for women to identify with this field [17]. This situation underscores the importance of promoting gender equality in the workplace, enabling women to perform the same technical, operational, and managerial roles as their male counterparts.
Some authors, such as [18,19,20], suggest that diversity often leads to better task performance, greater creativity, and improved decisions and outcomes. In software engineering, gender diversity has been shown to increase innovation and productivity, reduce turnover and conflicts within teams, and help produce more user-friendly software [21].
Currently, four main factors influence women’s choice of careers in the computational field: encouragement from their close circle, self-perception of their mathematical abilities, academic exposure in schools, and the perception of the computational career with its various applications. However, due to gender biases present in computing careers, women are half as likely to receive encouragement from their circle, which directly affects gender equity in the software development industry [22].

3. Related Work

The purpose of this section is to examine additional research that was not covered in our analysis but focuses on tactics aimed at attracting talented women to the software development industry. Our intention in conducting this analysis is to identify elements that can enrich our research on the strategies employed by software development companies to attract talented women. In the following subsections, we will present some of the relevant studies that were evaluated to achieve these objectives. During this review process, 14 secondary studies were identified that analyzed topics similar to those included in the proposed study. It is important to mention that three articles could not be analyzed due to lack of access, and one was not related to the topic of analysis. Table 1 summarizes the articles related to our research.
Based on Table 1, we can group the reviewed works into three categories according to their main contents and focuses:

3.1. Gender Inclusion in Software Development and Technology

In [25], the conceptual modeling of gender-inclusive requirements is addressed. The study conducts a systematic mapping of the literature to identify how gender issues are understood in software engineering. A total of 36 studies were selected after a filtering process, applying quality criteria such as the number of citations and the CORE ranking. The studies were classified into four categories of gender conceptualization: Binary, Binary and Social Context, Social Construct, and Intersectional. The document also mentions the creation of a framework that includes reusable guidelines and checklists to integrate a gender perspective into existing practices of requirements engineers and personnel management. This framework is designed to guide interviews and brainstorming sessions with questions related to each concept of the model. A future empirical evaluation of this framework is planned with junior and senior experts, along with the development of a web-based tool to support the documentation of their activities.
In [23], the authors describe the development and evaluation of a conceptual model for gender-inclusive requirements engineering (GIRE). The primary contribution is the prototype tool GIREtool, designed to assist in eliciting software requirements that consider gender inclusion. GIREtool facilitates the selection of relevant concepts and questions to create documents that guide interviews and questionnaires, aiming to promote gender equality in software development. The model is evaluated through a survey of participants who highlight its usefulness and the need for a full implementation of the tool. The article emphasizes the importance of addressing gender inclusion in software engineering to avoid systems that perpetuate gender inequalities. The GIREtool prototype illustrates the model’s feasibility and process, featuring an interface that guides users through the creation of inclusive requirements documents.
In [26], the document does not provide a clear summary in the pages where the search was conducted. It appears to be a collection of references and mentions of various studies, reports, and surveys related to software engineering, open-source software, and gender diversity in technology. There are references to systematic reviews in software engineering, improvements in tools to support systematic review processes, and studies on the use of agile software development with CMMI. It also discusses the influence of social networks on continued involvement in open-source and the role of gender diversity in software development teams.
In [28], the participation of women in software architecture is studied. The study reveals that women are primary authors in 17.43% of the analyzed articles, whereas only 3.79% of the articles were written exclusively by women, compared to 58.37% written exclusively by men. This disparity highlights the need for greater female inclusion in this field. The distribution of female authors varies significantly between countries, with Finland and Spain having approximately 34% of female co-authors, whereas in Ireland and Austria, it is less than 3%. Additionally, some journals show a higher percentage of female authors, which could depend on the specific thematic areas they focus on. The study also identified only one article on gender diversity aspects within software architecture, indicating a lack of focus on gender diversity in this field. This article, written by Razavian and Lago, investigated how companies invest in gender diversity.
In [30], the research investigates diversity in software engineering, with a particular focus on agile methodologies. Through a systematic mapping of the literature from 2001 to 2018, the study analyzes 221 documents selected from an initial set of 3709. It focuses on identity diversity (including gender, LGBTQI, age, race, culture, and disabilities) and cognitive diversity (ethics, personality, functional, psychological, thinking, and background). The results show that, although gender diversity is a frequent topic with 129 documents addressing it and 83 specifically mentioning women, only 12 studies are directly related to agile methodologies. The study highlights the importance of diversity in agile teams and suggests the need to expand the discussion on diversity in software engineering beyond gender issues, integrating other characteristics such as race/ethnicity, age, and culture.

3.2. Female Entrepreneurship and Technological Leadership

In [27], the authors focus on gender equality in technological entrepreneurship. The study addresses the representation of women in education and the technology industry, highlighting the need to increase their numbers in the IT sector. It identifies challenges and success factors for women entrepreneurs in technology, with a focus on internal and external factors affecting their success. The study includes a systematic mapping of existing research at the intersection of gender equality and technological entrepreneurship, limiting its search to studies published between 2010 and 2021. It analyzes 19 primary studies, providing a global perspective on the topic. Additionally, the findings are discussed, and the study concludes with reflections and future research directions.
In [29], the study addresses the concerning underrepresentation of women in the information technology (IT) sector. It analyzes the historical evolution of IT professions, highlighting the male dominance from its inception and how this has influenced the current gender distribution in leadership and support roles. The study identifies cultural and gender barriers, such as the lack of role models and discrimination, that limit female participation in IT. Additionally, it emphasizes the importance of education and training to promote female inclusion and the need to increase diversity in higher education related to IT. The document concludes by highlighting the existing challenges and opportunities to improve women’s inclusion and leadership in this field, underscoring the untapped potential for greater gender equity in IT.
In [22], the study examines the low female participation in the field of computing. It addresses the importance of diversity and the benefits it brings to education and the workplace. The study identifies key factors influencing women’s choice of computing careers, such as social encouragement and early academic exposure. It also discusses variations in female participation rates across different countries and explores the causes of low participation, including stereotypes and challenges in the educational environment. Finally, it presents case studies on successful gender equity programs and the challenges in implementing and sustaining such programs.

3.3. Education and Policies for Gender Equity in Computing and Informatics

In [31], the authors focus on the issue of low female participation in the field of computing. Through a review of empirical research, they identify factors contributing to this underrepresentation and propose concrete actions to address the problem. The document emphasizes the importance of gender diversity in computing, not only from a humanitarian perspective but also for its potential to enrich innovation and creativity in the field. Additionally, the authors discuss the biases and systemic barriers women face in this domain, proposing practical solutions to promote a more inclusive and equitable environment in computing.
In [24], the authors present a systematic mapping of the literature on Latin American women in computing. The documents are classified into four types: educational data analysis, educational initiatives (EIs), reports, and software, with the majority being reports. The study details a selection process to identify relevant works, with specific inclusion and exclusion criteria, such as geographic region, language, and thematic area. Covering documents from 2010 to 2020, it utilizes academic databases to gather works on women in computer science. The focus is on the participation and representation of women in computing in Latin America, aiming to understand the factors influencing their decision to study and remain in technical fields. The document provides a quantitative and qualitative analysis of the current situation and suggests strategies to improve gender inclusion in computing education and professional practice.
Based on the secondary reviews provided above, we can identify several gaps in the existing research regarding strategies to attract female talent in the software development industry. These gaps highlight the need for additional contributions in the following areas:
  • Recruitment and Retention Strategies: Although some studies address the entry barriers for women in the software field, there is a lack of research on effective recruitment and retention strategies specific to the software development industry. This includes inclusive hiring practices, mentorship and sponsorship programs, and the development of organizational cultures that support diversity.
  • Education and Early Training: There is a need for further research on how education and early training influence women’s career choices towards software development. This includes studies on the effectiveness of programs aimed at high school and university students to increase interest and skills in software development.
  • Impact of Organizational Policies and Work Practices: There is a gap in understanding the impact of organizational policies and work practices on attracting and retaining women in the software industry. This includes policies on flexible work, work–life balance, and measures to combat bias and discrimination in the workplace.
  • Evaluation of the Effectiveness of Interventions: Although various interventions and programs to promote female participation are mentioned, there is a lack of research on the long-term evaluation of the effectiveness of these interventions. This is crucial for understanding which approaches are most successful and how they may be replicated or adapted in different contexts.
  • Cultural and Contextual Factors: Studies tend to be geographically and culturally limited. More research is needed to consider how specific cultural and contextual factors in different regions and countries affect the attraction and retention of female talent in software development.
  • Leadership Development and Career Advancement: There is a gap in the study of the pathway to leadership positions for women in software development. More research is needed on how to support the professional development and career advancement of women in this industry.
  • Perceptions and Gender Stereotypes: Although the influence of gender stereotypes is recognized, there is a need for further research on how to alter perceptions and challenge these stereotypes in the software development field, both internally within the industry and externally in society.
By addressing these research gaps, it is anticipated that more effective and evidence-based strategies may be formulated to attract and retain talented women in the software development industry.

4. Materials and Methods

The methodology involves implementing certain steps of the systematic mapping technique, which enables us to identify, categorize, and analyze existing literature relevant to a particular research topic [32]. It is a method commonly used to systematically answer one or more research questions. The stages that comprise the adapted systematic mapping process are described in Figure 1.

4.1. Objectives and Research Questions

The purpose of this systematic mapping is to explore the strategies predominantly generated to empower women in the field of computer science, specifically in their participation in the software production process. Additionally, it will evaluate whether they perceive any degree of gender inequality compared to their male colleagues. To effectively examine pertinent literature and pinpoint trends associated with the research topic, we have formulated particular research questions, which are detailed in Table 2. This approach will allow us to obtain a more thorough understanding of the research topic, providing us with the necessary tools to address it effectively and meaningfully.

4.2. Research Questions to Be Applied

We performed an extensive search for data sources using search terms specific to our study’s keywords to address the research questions. The PICO strategy (Population, Intervention, Comparison, and Outcomes) indicated by [32] was utilized, and articles were searched using the search string described in Table 3.

4.3. Data Extraction

To perform a thorough and rigorous data extraction search that supports this study, a strategy was implemented that involved selecting sources from digital databases of scientific publications, including IEEE Xplore, Scopus, ACM Digital Library, Web of Science (WoS), Wiley Online Library, and ScienceDirect. The selection of these sources was aimed at ensuring a broad diversity of articles relevant to the research topic. We utilized these six sources to access a significant amount of relevant academic and scientific literature, thereby enhancing the foundation of knowledge for our analysis. To enhance the accuracy of our searches, we established specific criteria, focusing particularly on analyzing document titles, abstracts, introductions, and conclusions. This approach, available across all consulted databases, was essential, as it streamlined the identification of academic and scientific articles most relevant to our research objectives.

4.4. Inclusion and Exclusion Criteria

The articles selected from the mentioned data sources were filtered based on the following inclusion and exclusion criteria.

4.4.1. Inclusion Criteria

  • Research articles in English from scientific journals and conferences;
  • Articles that consider women or gender equity and software development;
  • Articles published since 2014.

4.4.2. Exclusion Criteria

  • Articles not written in English;
  • Articles published before 2014;
  • Articles that do not cover specific topics related to women or gender and software development;
  • Studies that appear redundantly in multiple databases;
  • Incomplete items;
  • Articles not published in journals or conferences;
  • Articles not available (open access);
  • Items not relevant to the search criteria;
  • Reviews (can be included in Related Works).

4.5. Search Execution

The selected search string was applied across the mentioned digital databases of scientific publications, resulting in an initial set of 3528 related articles (see Table 4).
The data were gathered using the export functions provided by each digital library. After eliminating duplicate articles, the total count was reduced to 3041. Next, we applied the agreed-upon exclusion and inclusion criteria, and the titles and abstracts were read, resulting in 177 selected articles. Finally, a review of the introductions and conclusions of the articles was conducted. During this process, articles that addressed purely female-specific themes but were not related to software development, such as gestational diabetes, polycystic ovary syndrome, and pregnancy, among others, were discarded. Additionally, articles that discussed the use of software by women in their work but were not specifically focused on women working in the field of software development were also excluded. After this selection process, 124 pertinent articles were identified and retained for the research. This article filtering process is depicted in Figure 2.

4.6. Classification Scheme

The 124 selected articles were classified into three main categories: Analysis, Utilization of Existing Solutions, and Implementation/Proposals. In terms of the temporal dimension, the articles were categorized according to their year of publication, noting that the selection was limited to those published from the year 2014 onwards. This temporal criterion allows us to focus on recent and relevant research to obtain an updated perspective on the study topic.
The article type dimension categorizes works into:
  • Analysis: Refers to articles that describe analyses and comparisons of the literature on women or gender equity and software development;
  • Utilization of Existing Resources (Experiences): Refers to studies or works related to the application or employment of resources, tools, methodologies, knowledge, or technologies that have already been previously developed and established about women in software development;
  • Implementation/Proposals: Articles that address proposals or implementations aimed at promoting the inclusion of women in software development.

4.7. Map Construction

As a result of the systematic mapping process focused on women and software development, a map has been created that serves as a facilitative tool for representing and analyzing the collected data. In the upcoming results in Section 5.1, Systematic Mapping, we showcase the map created through this process. This map visually and systematically represents the emerging categories found within the studies included in the mapping process.

4.8. Research Gaps

The literature review reveals significant gaps in the current research on female participation in software development. Predominant studies focus on gender comparisons and the pursuit of equity; however, there is insufficient motivation to empower women into leadership roles in this increasingly challenging and competitive sector. Despite the implementation of strategies to overcome these challenges, there is a need to focus on key sociodemographic and motivational factors to attract and retain female talent in the software industry. This situation underscores the importance of continuing to delve into these topics to promote greater gender equity and contribute to the development of a more inclusive and robust technological field. It is crucial to continue expanding and deepening these investigations, not only to promote gender equity but also to ensure the sustained development of a technological sector that equitably leverages the available talents.

5. Results

In this section, we detail the results obtained from the classification and analysis process of the selected studies through the review of the literature pertinent to our research topic on women in software development, focusing on the participation and contribution of women in this industry.

5.1. Systematic Mapping

We generated a detailed map to illustrate and evaluate the chosen studies in our research effectively. Figure 3 displays these studies, organized into three distinct dimensions. This representation includes articles categorized under the labels of implementation, use, and analysis. The labels are positioned on the left margin of the figure, providing a clear view of the diversity of formats and approaches in the literature. Finally, on the right side of the figure, the classifications of the publications are organized by year ranges, offering a chronological perspective and highlighting temporal trends in the research. In the center axis, the various thematic categories of the works are displayed, allowing for a quick understanding of the research areas addressed. This map provides us with an overall view of the works related to female participation in software development. It facilitates the display of three crucial dimensions that we have chosen to classify by time, thematic categories, and type of article, offering a valuable perspective to identify possible patterns and evolution in this field of study and to answer the research questions of this article.

5.2. Overall Analysis by Characteristics

In this section, an analysis of the findings obtained from the categorization of the 124 selected studies by various aspects is presented. This categorization was determined after analyzing the chosen studies. These studies were retrieved from five academic databases: ACM, Scopus, IEEE, WOS, and Wiley. Additionally, this section includes an analysis by geographic or cultural dimension, and, finally, an analysis of the results of a survey conducted by the authors, evaluated from a strategic perspective.

5.2.1. Chronological Analysis

In recent years, we have witnessed a notable increase in the number of academic publications related to gender equity, a trend that is also reflected in the field of study to which these works belong. This phenomenon is particularly evident in the ACM and Scopus databases, where a significant increase in researcher contributions has been recorded, as shown in Figure 4.
IEEE, WOS, and Wiley have a significantly lower number of publications compared to ACM and Scopus. To better understand the trends in research on software development, it is essential to analyze how academic publications in this field have evolved over the years.
2014–2017: This initial period shows an interesting trend in the distribution of publications. The ACM database dominates in terms of the volume of publications. Notably, the progressive increase in publishing activity in Scopus, particularly in 2015, where significant growth is evident. On the other hand, IEEE, WOS, and Wiley have very few or no publications recorded during these years, suggesting a less pronounced focus on the field of software development in these databases during this time.
2018–2020: In this period, ACM and Scopus continue their rise in publications. The notable jump in the number of publications in Scopus during 2018 marks a turning point in its contribution to the field. This period establishes both databases as leaders and main references for research in software development.
2021–2023: The most recent years of analysis reveal a diversification in the databases contributing to research in this field. In 2021, both WOS and IEEE emerged as active platforms, and Wiley joined the scene in 2022, indicating a growing interest and diversification in publication platforms.

5.2.2. Analysis by Article Type

Another crucial aspect that deserves exploration in the field of software development is the impact and transformation brought about by the presence of women. It is essential to examine how female inclusion and leadership are altering the dynamics of this field, particularly in terms of innovation in approaches, product design, and strategy formulation. To better understand these dynamics, we have categorized the selected studies into three main types of articles, aiming to visualize the strategies that are predominant in this area of study. These types are:
  • Analysis: Articles that provide analyses and comparisons in the literature on female participation in software production.
  • Implementation: Articles that implement proposals in this field for practical applications.
  • Experiences: Articles that suggest utilizing existing resources applied to this topic.
The examined articles were distributed as shown in Figure 5.
We have conducted a comprehensive mapping to identify the most relevant works related to women in software development. Out of the 124 selected works, 20 (16.1%) propose implementations in this area. Only 9 (7.3%) utilize a study for their implementation, whereas the majority, 95 (76.6%), are studies that primarily focus on general analyses.

5.2.3. Analysis by Thematic Categories

Finally, to deepen the understanding of female participation and leadership in software development, it is crucial to examine a series of categories that directly influence these dynamics. In these articles, we selected a list of critical categories for the study of female participation and leadership in the workplace: sociodemographic factors, positive psychology, gender comparisons, motivational analysis, diversity and inclusion, gender equality, women’s leadership, and teamwork. The examined articles were distributed as shown in Figure 6.
The previous chart clearly visualizes the concentration of studies on gender comparisons and gender equality, showing recognition of existing inequalities and the urgency to act to mitigate these gaps. Additionally, the analysis suggests that we should pay special attention to sociodemographic and motivational factors, as these are fundamental areas we must focus on to attract and retain female talent in this sector. On the other hand, the topic of female leadership registers one of the lowest indices in the study, highlighting it as a possible priority area for action.

5.3. Analysis by Geographic or Cultural Perspective

Despite reviewing 124 articles, only 6 refer to their geographic location or culture. However, with these six articles, we were able to analyze strategies to attract female talent in IT, observing atypical characteristics that depend on geographic or cultural location. Some of the strategies mentioned are detailed below, categorized by geographic region:
  • Latin America
In the article “Women in the Computing Job Market: A Case Study in WillDom Latam” [33], the implementation of English training programs within companies is highlighted to break a significant barrier that hinders access to international opportunities. Additionally, initiatives such as Laboratoria and Girls Code Paraguay are mentioned, focusing on providing technical training and soft skills exclusively for women in order to reduce the gender gap in the technology industry.
  • Europe
In the article “From female computers to male computers: Or why there are so few women writing algorithms and developing software” [34], the need to change computer science departments from within to challenge stereotypical definitions of computing and promote inclusion is emphasized. Additionally, innovative strategies that use interactive artifacts to foster cultural change and attract more women to the field of computing are highlighted.
In the article “Changes in values: Evaluating opportunities for women’s chances of female empowerment in software development” [35], the implementation of specific organizational policies and mentorship programs to support the professional development of women in IT is addressed.
  • United States
In the article “Food for Thought: Supporting African American Women’s Computational Algorithmic Thinking in an Intro CS Course” [36], the Dessert Wars Challenge is presented, a unique pedagogical strategy that uses everyday food experiences to teach computing concepts, specifically adapted for African American women who lack prior programming experience. Additionally, an emphasis on equity is highlighted through the creation of learning environments that link the daily experiences of female students with computing concepts, thus addressing the underrepresentation of African American women in the field of computer science.
From this analysis, the only strategy that truly stands out is the need for Latin Americans to improve their English skills. This is addressed through training programs, which are essential for overcoming the language barrier, especially in a field where English is predominant. Additionally, we found an article that addresses the underrepresentation of African American women in the field of computer science, which is tackled with pedagogical strategies. Therefore, strategies such as mentorship programs, structural changes in educational institutions, and interactive strategies are applicable worldwide. However, it is not just about applying the same strategies everywhere, but about adapting each approach to the unique cultural and structural characteristics of each region. This regional adaptation is key to making the strategies truly effective and relevant.
On the other hand, it is interesting to complement this study with empirical data. Below, we present a summary of the analysis of a survey conducted by the authors.

5.4. Survey Analysis

In one of our articles, a survey was conducted with 40 Chilean female engineers who play active roles in teams dedicated to software development projects. This survey, along with a systematic literature mapping, aimed to highlight the roles assigned to women in IT and determine their preferred roles in the field of software development [37].
The following Figure 7 analyzes the survey results.
In the analysis of job performance areas, it was found that the most common role among female engineers is Development, followed by Project Manager and Testing. Additionally, there is a notable combination of technical and leadership roles in various profiles, indicating significant diversity in the responsibilities assigned. Regarding the preferences of female engineers, the Project Manager role is the most desired, followed by Development and Technical Lead. This highlights a clear inclination towards leadership roles, project management, and advanced technical areas such as development and database administration. The analysis shows a strong interest in advancing toward leadership roles, both in project management and technical areas, which is reflected in the growing interest in Project Manager and Technical Lead positions.

5.5. Responding to Research Questions

RQ1: What types of works have been presented in the literature on women in software development?
In the preceding sections, we conducted a general analysis by article type, which allows us to answer this question by observing Figure 5. It is relevant to highlight that a significant proportion of the 124 selected works, corresponding to 76.6%, focuses on the analysis or comparison of existing literature on the role of women in software development. However, a smaller number of studies, specifically 20 articles (16.1%), address the implementation of specific technologies to promote female talent in this field. Additionally, nine articles apply previously used proposals to encourage female participation in software development, representing 7.3% of the articles. In Figure 8, the distribution of article types over time can be observed. A meager number of articles aim to solve issues through proposals or implementations of strategies to promote the attraction and retention of female talent in the software development industry.
RQ2: Among the initiatives identified, in what setting has the work been conducted? We identified eight different contexts in which the selected articles concentrate. These contexts represent the thematic categories that impact women’s presence and performance in the sector. These categories are Sociodemographic Factors, Positive Psychology, Gender Comparisons, Motivational Analysis, Diversity and Inclusion, Gender Equality, Women’s Leadership, and Teamwork.
The interpretation of Figure 9 reveals significant trends in academic research, particularly in gender equality and gender comparisons. These areas show a notable increase in publications, peaking in 2021 and 2022. This trend may reflect the growing global awareness regarding gender equality and an academic inclination toward understanding gender differences in various disciplines.
The category of Diversity and Inclusion also experienced a notable rise, especially in 2021. This increase could be interpreted as a reaction to global social movements and a growing recognition of the relevance of diversity in organizational and social contexts. Sociodemographic Factors show an increase in publications between 2019 and 2022, and “Positive Psychology” presents fluctuations in the number of publications over time. Although Motivational Analysis and Teamwork exhibit less pronounced trends in publication volume, there are observed increases that might be related to implementing new strategies or methodologies in these areas. Finally, Women’s Leadership maintains a relatively moderate presence compared to the other categories, although there is a gradual upward trend observed towards 2023.
For the 20 studies that address the implementation of specific technologies aimed at promoting female talent, we identified 9 articles related to motivational analysis. This provides us with a more comprehensive view of the existing strategies in the technical literature related to motivating the attraction of female talent in the software development industry. In Table 5, we present a summary of the selected articles.
The presented strategies address various ways to motivate and support women in the field of computer science. However, the need for a concrete proposal is justified when considering that each of these strategies focuses on specific aspects and may not comprehensively address the challenges women face in this field. For example, the research by [38] highlights the importance of identifying and mitigating gender biases in software development, while [45] proposes the development of culturally relevant curricula. A concrete proposal could combine elements of both strategies and others presented to design a comprehensive approach that addresses the various dimensions of the gender gap in computer science, from identifying and mitigating biases to creating more inclusive and culturally relevant curricula and educational environments.

6. Proposal

To encourage female participation in software development, it is essential to implement strategies that go beyond the skills and experience of programmers or teams. We need frameworks that integrate inclusive practices with the development process itself. Inclusion is an essential element that fosters a welcoming environment for all developers, as diversity often leads to better task execution, increased creativity, improved decision-making, and more accurate results [18,19]. Software development requires more than individual skills; attracting a diverse group of talents in software development goes beyond mere chance. Although there are initiatives to promote women’s participation in STEM fields (Science, Technology, Engineering, and Mathematics), the software development industry still lacks strong female representation [16]. Given the current landscape and the need for a greater variety of voices, it is crucial to create strategies that specifically target women in software development. This will provide them with a clear pathway to enter the field and contribute their talents.
To address this gap, we propose the creation of a model or proposal aimed at guiding women towards successful careers in software development. This proposal would highlight the benefits of a diverse development team and showcase the growth opportunities in this field. It should focus on equipping women with the technical skills necessary for success while fostering a sense of community and belonging. The implementation of this proposal is expected to increase female participation in software development, leading to a more innovative and robust industry.
The process began with a systematic mapping of existing literature on female participation in software production over the past 10 years. From the data gathered, we identified research gaps, including the absence of empirical validation for proposed methods in inexperienced teams. Furthermore, it was observed that the majority of studies concentrate on strategies related to software coding, with minimal focus on women’s leadership roles within this domain. To tackle the identified research gaps, the next step involves creating a method that incorporates inclusive practices across all phases of the software lifecycle. This method should be tailored to minimize gender biases, thereby improving software quality. It should also include awareness-raising among students, contributing to fostering a culture of inclusion in the software development process. Importantly, this thorough and proactive approach to gender equity from the initial stages of the software development process will help attract women early on. Consequently, the resulting software, benefiting from a diversity of perspectives, is anticipated to be more creative and dependable, meeting the needs of users and businesses.
A proposal has been designed consisting of three stages. Figure 10 shows the proposal that is planned to be implemented:
  • Phase 1: We utilize a systematic literature review approach to examine the challenges associated with female participation in software development and to pinpoint existing gender gaps. This review enables us to comprehensively analyze the available information in the field and lay a strong foundation for our work.
  • Phase 2: To confirm the results from the systematic literature review and to uncover potential challenges related to inclusion in software development, we will conduct a questionnaire survey. This approach will allow us to gather information directly from female software development professionals and empirically validate the gender gaps in this area.
  • Phase 3: During this phase, we will formulate the proposed methodology by establishing validations and controls within processes concerning gender equity. These will be incorporated and integrated from the outset and in each subsequent iteration. The methodology may encompass best practices such as hosting events, mentorship programs, and developing applications or platforms, all aimed at promoting inclusion and gender equity. We will implement and assess the methodology after each iteration to verify adherence to proper practices and achievement of the set inclusion and equity goals.
This comprehensive approach will cultivate a more welcoming environment for all developers, ultimately leading to a stronger and more secure software development industry.

7. Discussion

This article addresses a fundamental challenge in the software development sector: increasing the attraction and participation of women. The analysis reveals a palpable urgency to implement strategies that not only invite the inclusion of women but also ensure their retention and development in the industry. The potential that women bring to the technology sector is undeniable, especially when considering the contribution of gender diversity to innovation and productivity in software engineering. The studies analyzed in this article provide a detailed overview of the current situation regarding women’s participation in software development, identifying obstacles and opportunities to improve female representation in technical and leadership roles. Gender inclusion in requirements engineering, computer science, software architecture, higher education, and technological entrepreneurship emerge as critical areas for intervention. It is concerning that the underrepresentation of women may lead to the creation of systems that inadvertently perpetuate gender inequalities, highlighting the need for greater diversity in technical decision-making. Women face significant barriers in fields such as computer science and software development, including discrimination, participation imbalances, and lack of leadership opportunities. The authors identify and discuss the absence of effective strategies in the existing literature and emphasize the importance of conducting further research to explore women’s professional development and leadership, as well as the impact of gender perceptions and stereotypes. This analysis makes it evident that challenging these stereotypes is crucial not only within the software industry but also in society at large. This current research, while exploratory, aims to address these aspects to contribute to the development of a more equitable and inclusive technological field, thereby ensuring the sustained development of the industry. Analyzing these challenges is crucial to forging a technological sector that is both equitable and inclusive, which will, in turn, guarantee sustainable and innovative growth in the industry.

8. Study Limitations

Several limitations have been identified in this study that need to be considered. Our literature search produced 124 articles published between 2014 and 2023 that feature proposals, analyses, and the utilization of existing resources related to women in the field of software production. Out of these, 20 articles focused on proposals or implementations that primarily center on motivations and support for women in the software field. However, we did not find any proposals specifically aimed at implementing strategies to attract women to software development. Additionally, four types of validity threats were detected in the study, which is vital to consider in any research, as complete impartiality cannot be ensured.

8.1. Validity of Construction

Systematic mapping poses significant structural threats that are crucial to the classification of the selected studies in our research on female participation in software development. For this analysis, we created a search string using the ACM, Scopus, IEEE, WOS, and Wiley databases. Considering only the statistics from the search engines, we found that most of the works focused on female participation in software development. To ensure that important studies were not omitted, we also searched for articles that addressed both gender inclusion and software development together.

8.2. Internal Validity

The internal validity of a study is a critical element for conducting thorough and dependable research. In our analysis of female participation in software development, we secured internal validity by having two independent reviewers examine and select the works included in the sample. These reviewers applied specific inclusion and exclusion criteria beforehand, ensuring that only the most relevant and high-quality works were incorporated into our analysis.

8.3. External Validity

In this study on software development and gender inclusion, a methodology recognized and accepted by the scientific community was employed, rigorously following established procedures. This ensures that specific standards guaranteeing the accuracy and reliability of the results were followed. The steps included careful selection of the research sample, clear definition of the variables studied, and the use of validated and precise procedures. These methods were designed to ensure the quality and precision of the study.

8.4. Conclusion Validity

There is always a risk of making incorrect associations between the findings and the results in the study of female participation in software development. Given that it is an emerging topic, this could result in ambiguous or potentially inaccurate conclusions. To minimize this potential for error, the data and their relationships were scrutinized by multiple researchers. Additionally, visual supports were designed based on the findings gathered, enabling a more precise and reliable interpretation of the data.

9. Conclusions

This document first presents some steps of the existing literature review, using Petersen’s Method [32] to analyze what exists in the literature regarding strategies to promote the participation of women in the software production process. In conclusion, it can be affirmed, especially from the literature, that there is a low percentage of women in the software field. It has been proven that gender-balanced teams perform better in innovation in any project and any field. Therefore, a positive relationship is revealed between a culture open to gender diversity and innovative performance [20]. This is because, in inclusive environments, interpersonal bias is reduced to such an extent that gender diversity is associated with lower levels of conflict. This has significant positive consequences, as in most teams, satisfaction is associated with the unity of its members [18].
Significant efforts have been made to address the issue of the gender gap, creating new opportunities and, at the corporate level, establishing policies and codes of professional conduct [19]. The strategies analyzed highlight a multifaceted commitment to improving the attraction and retention of female talent in the software development industry. These strategies aim to not only foster diversity and inclusion within the industry but also support women’s professional growth. This is reflected in their interest in leadership tasks, which underscores the need to work on reducing the systemic barriers that have limited women’s participation, particularly in areas of power and leadership.
This is a transversal issue, not limited to a specific culture, race, or geographic region. Although our study did not find significant differences in this area, it suggests that the gender gap is a global challenge that must be addressed more deeply to better understand regional and cultural particularities.
The focus on investigating the effects of gender in technical processes, such as code review in Free/Libre and Open Source Software (FLOSS) projects, is crucial for understanding and correcting the discrimination that may demotivate female participation [38]. Additionally, initiatives like the implementation of emotional dashboards [39], educational contests [40], summer camps [41], video game development [46], and programming workshops [42,43,44], each aimed at specific segments of the female population, demonstrate an adaptive response to the diverse needs of emerging female talent in technology. These activities not only enhance the participants’ technical skills but also boost their self-confidence and awareness of career possibilities in IT, thereby contributing to a more robust and diverse community in the technology field. The findings on this topic in the literature reveal a challenging but hopeful path to generating female leaders. Although it is a historically male-dominated field, some studies have worked hard to promote women’s participation in software development [47,48]. The combination of these strategies offers a comprehensive and dynamic approach that not only addresses gender gap issues in technology but also tackles their root causes, fostering sustainable change toward greater equality and female representation in software development. This is not only essential for social justice and equity but also for the advancement and innovation in the global technology industry. Addressing the gender gap in software production requires a multidimensional strategy that extends from early childhood education to advanced professional training. Implementing effective tactics to increase female participation and ensure that women can choose and succeed in any role is essential.
Providing equitable access to quality educational resources and cutting-edge technological tools and cultivating an environment that supports gender equality through a shift in sociocultural beliefs are crucial steps toward this goal. By ensuring that women are equipped with the same skills and opportunities as men, and by fostering a culture that values and recognizes their contributions, we can create a more inclusive and competitive software development industry. This is key not only for female empowerment but also for continuous advancement and innovation in technology.

Author Contributions

M.N.-S. contributed to the manuscript’s writing and development in all its phases. J.H.-D. contributed to the methodology used and discussion. M.D.-R. contributed to the analysis of the results and limitations of the study. M.C.-S. contributed to the review of articles. R.C.-M. contributed to the results and the review of the document. All authors have read and agreed to the published version of the manuscript.

Funding

This work was supported in by PROYECTO DE INVESTIGACIÓN FORMATIVA IF23-0014 UNIVERSIDAD DE LA FRONTERA, Temuco, Chile.

Institutional Review Board Statement

Not applicable.

Informed Consent Statement

Not applicable.

Data Availability Statement

The original contributions presented in the study are included in the article, further inquiries can be directed to the corresponding author.

Conflicts of Interest

The authors declare no conflicts of interest.

Abbreviations

The following abbreviations are used in this manuscript:
SCLCsoftware development cycle

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Figure 1. Stages of the systematic mapping process.
Figure 1. Stages of the systematic mapping process.
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Figure 2. Search execution and filtering summary.
Figure 2. Search execution and filtering summary.
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Figure 3. Number of publications by category.
Figure 3. Number of publications by category.
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Figure 4. Number of publications per year.
Figure 4. Number of publications per year.
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Figure 5. Number of publications by type.
Figure 5. Number of publications by type.
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Figure 6. Distribution of article types.
Figure 6. Distribution of article types.
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Figure 7. Analysis of the survey results.
Figure 7. Analysis of the survey results.
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Figure 8. Chronological distribution of article types.
Figure 8. Chronological distribution of article types.
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Figure 9. Distribution of articles by thematic categories.
Figure 9. Distribution of articles by thematic categories.
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Figure 10. Design of the proposal.
Figure 10. Design of the proposal.
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Table 1. Related work topics.
Table 1. Related work topics.
Ref.FocusField of StudyProblem
[23]Gender inclusion in software requirements engineeringSoftware engineering and requirementsLack of gender diversity in software
[24]Female participation in computer science in Latin AmericaFemale representation in computer scienceUnderrepresentation of women in computer science
[25]Integration of gender perspectives in software developmentSoftware engineering, gender inclusion, systems designGender bias in technology, insufficient representation of women
[26]Research on barriers for women in software development and open source projectsGender diversity in software and open source projects, underrepresentation of womenGender discrimination, imbalance in women’s participation
[27]Exploration of gender equality in tech entrepreneurshipTech entrepreneurship, challenges, and success factors for women entrepreneursGender gap in tech entrepreneurship, stereotypes, lack of role models
[28]Evaluation of the role of women in software architectureSoftware architecture, gender diversity in software engineeringLack of research on women in software architecture
[29]Analysis of the role of women in technological leadership and higher educationWomen in information technology, leadership in higher educationUnderrepresentation of women in IT, systemic barriers in technological leadership
[30]Analysis of diversity in software engineering, focusing on agile methodologiesDiversity in software engineering and its relationship with agile methodologiesLack of representation and unconscious bias in characteristics such as gender and ethnicity
[31]Practical proposals to close the gender gap in computing researchGender diversity in computing research, interventions, and structural changeLow female participation and retention in computing research
[22]Perceptions and practices of international faculty on gender equity in computingGender equity in education and computing facultyFemale participation in computing, effectiveness of gender equity programs
Table 2. Research questions to be applied.
Table 2. Research questions to be applied.
Research QuestionMotivation
RQ1: What types of works have been presented in the literature on women in software development?Obtain information for a classification regarding the types of investigative works that have been conducted on the topic of women in the software development process.
RQ2: Among the initiatives identified, in what setting has the work been conducted?Explore and understand the most effective strategies for promoting the attraction and retention of female talent in the software development industry.
Table 3. Search string.
Table 3. Search string.
Main Conceptswomen, gender, female, software development, system development, application development
Groups of Terms(women OR gender OR female). (“software development” OR “system development” OR “application development”)
Search String((women OR gender OR female) AND (“software development” OR “system development” OR “application development”))
Table 4. Search result by source.
Table 4. Search result by source.
Data SourceAbstract Selection
Web of Science3
Scopus58
ACM59
IEEE3
Wiley1
Science Direct0
Total124
Table 5. Related work topics.
Table 5. Related work topics.
Ref.Proposed Strategies
[38]The primary strategy for motivating female talent in the field of software development focuses on promoting diversity and inclusion by identifying and mitigating gender biases. The following steps are proposed: Researching the effects of gender in technical processes: This involves examining how gender influences code review processes in Free/Libre and Open Source Software (FLOSS) projects, revealing potential discrimination that could discourage women’s participation; Analyzing the frequency and impact of gender biases: The aim is to study the frequency and effect of various types of gender biases in the workplace to develop more effective policies against sexism and enhance inclusion; Developing tools to identify sexist and misogynistic texts (SMD): This includes the creation of automated tools to detect harmful content, which could help clean internal and external communications within organizations and create a more welcoming environment for women and other minorities.
[39]Implementation of an emotions dashboard to measure the success of projects and the emotional well-being of team members.
[40]This contest is designed to motivate female students to pursue careers in Information and Communication Technology (ICT), showcase the accomplishments of notable women in ICT as role models, and foster collaborative efforts through the use of Wiki tools and image searches.
[41]A summer camp for female IT students is presented: This project focuses on retaining women in IT through a one-week camp that includes Java programming sessions, professional development, peer mentoring, and an excursion. The activities are designed to increase participants’ programming knowledge, confidence, awareness of IT careers, and foster a supportive community.
[42]Code for Her Workshop Series: Inspired by Girls Who Code, this initiative offers a nine-week series of programming workshops for women and gender-diverse individuals in a higher education setting. The workshops aim to explore the impacts on participants’ learning, motivation, attitudes, and computational thinking through a mixed-methods approach.
[43]A SciGirls Code Workshop is presented: This workshop introduces a unique connected learning model to engage middle school girls in computer science. It includes curricular modules such as mobile apps, robotics, and electronic textiles, model training for female tech professionals, and professional development for educators, focusing on developing girls’ computational thinking and interest in computer science.
[44]The FemTech project focuses on an action research approach to address the gender gap in computing, allowing for the development of practical solutions while exploring problems and generating theoretical understandings. It aims to create opportunities for young women to explore the relevance of computing in their interests, personalizing the learning experience to increase motivation and participation. Additionally, it emphasizes the importance of various strategies, such as curriculum changes and mentoring programs, to broaden female participation in the field. The project also dedicates itself to questioning and reflecting on the reasons behind the loss of female participants in computing, seeking to develop more informed and effective solutions that address the cultural and structural roots of the problem.
[45]The highlighted strategy to motivate women’s talent in the field of computer science involves developing culturally relevant curricula through participatory design sessions. In these sessions, students, teachers, and other stakeholders collaborate to create educational content that reflects and respects cultural diversity, with a special focus on youth interests and popular culture. This approach makes learning more engaging and accessible for women and minorities.
[46]Digital Me Website: This innovative website is being developed to attract young women to IT jobs through a game-based approach. Its goal is to present a clear vision of the various possibilities in IT careers and incorporate a gender-sensitive approach, targeting young women aged 14 to 17.
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Negrier-Seguel, M.; Hochstetter-Diez, J.; Diéguez-Rebolledo, M.; Cáceres-Senn, M.; Cadena-Martínez, R. Analysis of Strategies to Attract Female Talent in the Software Development Industry. Sustainability 2024, 16, 6761. https://doi.org/10.3390/su16166761

AMA Style

Negrier-Seguel M, Hochstetter-Diez J, Diéguez-Rebolledo M, Cáceres-Senn M, Cadena-Martínez R. Analysis of Strategies to Attract Female Talent in the Software Development Industry. Sustainability. 2024; 16(16):6761. https://doi.org/10.3390/su16166761

Chicago/Turabian Style

Negrier-Seguel, Marlene, Jorge Hochstetter-Diez, Mauricio Diéguez-Rebolledo, Marco Cáceres-Senn, and Rodrigo Cadena-Martínez. 2024. "Analysis of Strategies to Attract Female Talent in the Software Development Industry" Sustainability 16, no. 16: 6761. https://doi.org/10.3390/su16166761

APA Style

Negrier-Seguel, M., Hochstetter-Diez, J., Diéguez-Rebolledo, M., Cáceres-Senn, M., & Cadena-Martínez, R. (2024). Analysis of Strategies to Attract Female Talent in the Software Development Industry. Sustainability, 16(16), 6761. https://doi.org/10.3390/su16166761

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