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By the aspiration to gender equality in the tech sector, we mean neither a struggle against something, nor additional means of assistance – women don’t need that. Instead, we’re talking about missed opportunities and untapped potential. Due to widespread prejudice, girls are seldom encouraged to pursue science-adjacent careers, to found businesses, or simply to take risks.
Based on the data furnished by Eurostat, 23.7% of ICT workers in Lithuania are women. By 2025, this cohort is expected to reach 27%, which, although exceeding the EU average (19.1%), is insufficient.
According to a representative survey commissioned by Startup Lithuania, approximately 38% of the country’s startups have at least one female co-founder. Furthermore, women account for up to a half of the team in 63% of startups, and more than half in 15%. On the other hand, 18% of startups employ no women, and 3% are female-exclusive.
When it comes to business in general, the association Lyderė has found that, in Lithuania, women account for up to 20% of the boards of directors and supervisory boards. Although the problem certainly extends well beyond Lithuania, how we address it could boost our global competitiveness. Besides, we know that business is able to move faster than the public sphere. Progress should primarily be encouraged by way of inspiring examples. Seeing capable women around you makes it easier to believe in yourself.
Already today we have several female co-founders of prominent startups – Milda Mitkutė (Vinted), Simona Andrijauskaitė (Interactio), Dalia Lašaitė-Kamantauskė (CGTrader), and Monika Paulė (CasZyme). You’re also not required to be a founder yourself – Kilo Health is headed by Lina Jasaitė, and PVcase is led by Toma Dilė. Spreading the message and empowering women to help each other are key to combating stereotypes as well.
Changing internal and external attitudes is also vital. Research shows that girls tend to see themselves as “primarily hard-working” over “primarily intelligent”. Startup founders also say, quite explicitly, that male candidates usually overestimate, and female candidates underestimate, their abilities. In addition, the social environment in Lithuania often demands women to bear the brunt of household chores and childcare.
EU directives represent another component, and foreign investors sometimes raise concerns about male-only startup teams. There are many good international practices for diversifying the workforce, such as changing work culture and reducing the gender pay gap. Even though Lithuania’s education and employment rates are among the highest in the EU, women make 14% less than men working in the same positions – and this disparity is only growing. In some cases, even artificial initiatives, such as instituting quotas for company boards, can trigger large-scale transformations.
Work in the innovation sector must become an organic choice for women that doesn’t require them to sacrifice their personal and family lives, or their health. We are on the right track and change is already happening – so let’s support each other, because this will bring us more benefit than competition.
