Study finds one-third of tech professionals switched jobs in the past two years

A career in tech can bring invigorating work, solid compensation and high satisfaction, but can also come with its own stresses — and can be challenging to break into in the first place — according to new research from ISACA.

The global ISACA Tech Workplace and Culture survey of 7726 technology professionals explores career satisfaction, pay, levels of authority, mentorship, retention factors and more, including similarities and differences by gender and age group.

Career motivation

While only 18% of respondents report pursuing a job in IT because of the ability to have a work–life balance, this factor does seem to matter to them once they are hired — 41% cite this as the top reason that they stay at a job or company. Other key motivations for staying include:

• Hybrid/remote work options (40%)
• Liking job duties (37%)
• Interesting work (36%)
• Compensation (34%).
   

And why pursue a career in IT in the first place? Nearly half (45%) of respondents say they go into these professions because they enjoy problem-solving, followed by a desire for continuous learning (41%) and liking the job security/demand (38%).

There are some bright spots for those in this career. Nearly 70% of respondents received a salary increase or promotion in the last two years, despite the findings that only 36% took the initiative to ask for a salary increase or promotion. Additionally, 70% say they are satisfied overall with their career progression (67% of women and 71% of men).

Stress and obstacles

However, challenges can arise when pursuing IT careers in the first place. Respondents say that these difficulties include the need for more technical knowledge (35%), changing technology, tools and best practices (31%), and specialised skills required for specific IT areas (30%).

They face other headwinds when trying to advance their careers, citing the biggest career obstacles as:

• Not having an upward career path (30%)
• Limited career opportunities (24%)
• Lack of mentors (19%).
   

Respondents note overwhelmingly that mentors are important (83%), and 63% say they would like to have a mentor. However, only 22% have one. The survey also found that women are more likely to have a mentor, want a mentor and recognise the importance of mentors — but men are more likely to be mentors.

“The data is clear: mentorship is an underutilised asset in the tech industry,” said Jo Stewart-Rattray, Oceania Ambassador, ISACA. “With only 22% of professionals currently having a mentor, yet 83% acknowledging its importance, there’s a significant opportunity to better support career growth and retention.

“In Australia, where the demand for skilled tech professionals continues to outpace supply, organisations that invest in structured mentorship programs can boost talent development, enhance job satisfaction and ultimately strengthen the digital workforce of the future.”

These IT professionals experience stress on the job as well — with the exception of a fortunate 21% who say they do not — and these main work-related stressors include:

• Heavy workloads (54%)
• Long hours (43%)
• Tight deadlines (41%)
• Lack of resources (41%)
• Unsupportive management (41%).
   

Disparities between men and women working in tech also present additional challenges. The survey finds that 37% of women have experienced gender discrimination at work, compared to 9% of men. Additionally, 42% of women say women are underrepresented in tech due to pay inequity vs 14% of men. Most believe that gender-inclusive programs have a positive impact, with 58% of men and 72% of women indicating they feel that way.

Retention insights

In the face of these obstacles, one-third of respondents indicate that they have changed jobs in the last two years, and 74% of organisations say they are concerned with attracting and retaining tech talent. However, only 27% of organisations frequently talk to their own employees about the issue.

While a similar percentage of men (31%) and women (32%) have recently left their jobs, these numbers look different when examined by age, with the following age demographics noting that they have changed jobs or employers in the last two years:

• Under 35 years old: 42%
• Ages 35–44: 35%
• Ages 45–54: 29%
   

The respondents cite the top reasons for leaving a job as being:

• Desire for higher compensation (seen most among those under 35, at 43% for this group)
• Improving career prospects
• Desire for more interesting work.
   

“A robust and engaged tech workforce is essential to keeping enterprises operating at the highest level,” said Julia Kanouse, who serves as Chief Membership Officer at ISACA and oversees the association’s SheLeadsTech program. “In better understanding IT professionals’ motivations and pain points, including how these may differ across demographics, organisations can strengthen the resources and support these employees need to be effective and thrive, making strides in improving retention along the way.”

The full report, infographic and other related content can be found here.

Image credit: iStock.com/jeffbergen