While Nepal's Information and Communication Technology (ICT) sector has gained attention for its potential to export ICT products and services, gender disparity, particularly in women's participation, has remained a significant challenge.

Women's representation in the sector is alarmingly poor, with only 7.88% of the workforce in ICT companies, especially in core technical roles, and a mere 0.51% in ICT-enabled companies. Leadership positions are also scarce, as just 19.55% of female ICT professionals hold managerial or executive roles.

A recent study by Women in Information Technology (WIIT) highlights several barriers for women in this sector. These include unconscious bias in hiring and promotions, a lack of mentorship and role models, financial constraints on education and training, and difficulties in maintaining work-life balance. Despite these obstacles, the study found that gender pay disparities are relatively minimal, with 87.9% of surveyed women reporting no difference in compensation compared to their male counterparts. However, only 12.4% of companies have strong inclusivity policies, and work-life balance remains a pressing concern for nearly half of the women surveyed.

The WIIT study reveals that women’s participation in Nepal’s ICT sector lags behind both global and regional standards. For example, countries like Thailand and the Philippines report 42% female representation in tech roles, while Indonesia and India have 22% and 34%, respectively. This stark contrast underscores the urgent need for Nepal to address inclusivity and gender parity in its ICT workforce.

The study, which covered 35 of Nepal's 77 districts, surveyed 402 ICT companies, 400 ICT-enabled companies and 430 women professionals in the ICT sector. It found that only 12.4% of companies have strong inclusiveness policies. Additionally, data from the Nepal Engineering Council (NEC) shows that women engineers account for just 13.55% of the ICT sector. Additionally, according to the Department of National Personnel Records for 2022/23, women comprise 20.79% of the total workforce in Nepal’s provincial and federal governments.

Nearly half (45.64%) of surveyed companies in Nepal's ICT sector lack formal policies or initiatives to support women employees. Likewise, the majority of companies (77.4%) do not set specific goals or policies to hire women. Among the 22.6% of companies that do have such targets, 76.4% hire women based on equal qualifications criteria. However, only 37.4% of women in ICT believe married women have the same job opportunities as others.

The report also found that 65.7% of companies do not provide targeted support for women in the tech industry. While 55% of companies offer gender-specific leave, only 16.3% of women report having access to flexible work arrangements during menstruation. Furthermore, approximately 59.4% of ICT companies lack fundamental support facilities such as childcare rooms, night-shift transportation or mental health resources.

Dr. Amrita Sharma, a digital landscape expert, identified multiple factors contributing to the prevailing gender disparity. She said that one of the main reasons companies have not prioritized gender inclusivity is the limited talent pool at the entry level, with only around 9% of women entering the field. While some women drop out later, the initial participation itself is alarmingly low. She also pointed to cultural biases that influence career choices, with professions like nursing and banking traditionally seen as more suitable for women.

Sharma added that the relative immaturity of Nepal’s ICT industry exacerbates the issue. “Many IT companies in Nepal operate with small teams, typically 50-70 employees, and some even fewer. As a result, hiring decisions are often driven by immediate business needs rather than gender inclusivity,” she explained. She further emphasized the lack of incentives for diversity, stating, “There are no strong policies promoting inclusivity, and even the existing ones are neither widely known nor enforced. Companies are not sensitized to the importance of these policies, and with the IT sector evolving rapidly, hiring strategies tend to be short-term.”

The study reveals interesting insights about women’s engagement in Nepal's ICT industry. In terms of education, 0.64% of women in ICT have a PhD, 20.95% hold a master’s degree and 67.11% have a bachelor’s degree. The women workforce in the domestic ICT industry is relatively young, with 89.22% of women working in the sector aged between 18 and 35. Although there has been a notable increase in female representation in public service, with 38 women serving as Joint Secretaries and three as Secretaries in the government bureaucracy, women in senior positions within the ICT field remain scarce. Only 19.55% of women hold top or managerial positions, with just 7.88% working directly in the ICT field.

The ethnic composition of women in Nepal’s ICT workforce is predominantly Brahmin/Chhetri (44.88%) and indigenous nationalities (42.46%), with Dalit representation at just 5.39%. The report also states that marginalized communities in neighboring countries face similar systemic barriers to professional contributions in the ICT sector, resulting in their underrepresentation.

According to Sonika Manandhar, Co-founder and CTO of Aloi, while young women may not face significant personal obligations early in their careers, their circumstances often change after marriage and especially after having children. "Many step away from the industry due to family commitments, and those who take a two- to three-year career break struggle to re-enter the rapidly evolving tech field. With limited platforms available to help them catch up, staying up to date with industry advancements becomes a major hurdle," she said.

Manandhar believes efforts to foster greater female participation should begin at the school level. “Close-knit camps should be organized to help young women, particularly those from rural areas, nurture their dreams in ICT,” she said, highlighting the importance of flexibility and thoughtfully designed social responsibility initiatives to make the ICT industry more accessible and attractive to women.

The report identifies several barriers that hinder women’s participation and advancement in the ICT sector. These include limited access to technical education, workplace discrimination, challenges in balancing work and life, and entrenched socio-cultural norms. Globally, large technology companies report that women hold approximately 25% of leadership roles, illustrating the persistent global challenge of achieving gender parity in ICT leadership positions. On a positive side, 87.9% of the women surveyed reported receiving equal pay compared to their male counterparts.

Despite facing numerous challenges, women are highly valued for their ethical professionalism, strong customer relationships and innovative thinking, with 98.3%, 95.7% and 87.1% of respondents, respectively, acknowledging these qualities.

While 71.1% of companies in Nepal's ICT sector believe that the industry is gradually becoming more inclusive for women, the report calls for an urgent need for stronger inclusiveness policies, better work-life balance solutions and increased support for women’s professional growth.

The report categorizes the barriers to increasing women's participation in Nepal’s ICT sector into three levels: high, medium, and low. At the highest level, work-life balance challenges stand as a major obstacle, making it difficult for women to sustain long-term careers in ICT. The absence of female role models and mentors further discourages aspiring professionals, leaving many without guidance or support. Additionally, a general lack of awareness about career opportunities in ICT prevents women from pursuing paths in the industry from an early stage.

Medium-level barriers include limited access to ICT education and training, which restricts women’s ability to develop the necessary skills for the field. The absence of flexible work-from-home options also hinders those who need to balance professional and personal responsibilities. Societal norms and gender-based stereotypes continue to influence perceptions of women's roles, making it more challenging for them to break into the sector. Furthermore, a lack of networking and professional development opportunities prevents women from advancing in their careers.

At the lowest level, prevailing perceptions that ICT is a male-dominated industry create an unwelcoming environment for women. Unconscious bias further marginalizes female professionals, while discriminatory cultural barriers limit their career growth. Additionally, inadequate workplace policies fail to provide the necessary support for women to thrive in the industry.

(This news report was originally published in  March 2025  issue of New Business Age Magazine.)