This initiative is a response to persistent gender gaps in the high-tech industry, both in representation across technical and managerial positions and in salary levels.
The Israel Innovation Authority and the Labor and Social Affairs Ministry announced in mid-October that they will jointly invest NIS 25 million in training senior female high-tech executives, integrating women into the tech industry, helping women return to work after a long break, and reducing the gender wage gap in the high-tech sector.
This initiative is a response to persistent gender gaps in the high-tech industry, both in representation across technical and managerial positions and in salary levels.
The funding will support programs targeting five challenges identified by the IIA and the Labor and Social Affairs Ministry: advancing women into senior high-tech management roles, integrating highly educated women into deep-tech industries, helping experienced women return to the sector, supporting career advancement after maternity leave, and promoting gender equality within high-tech companies.
This budget, which includes matching funds from private organizations, will be allocated to 15 programs designed to address the barriers facing women in high-tech in Israel.
Orgs identify significant wage and representation gaps in the high-tech sector
Women in high-tech earn an average of approximately NIS 23,000 per month compared with approximately NIS 33,000 among men, according to the IIA and the Labor and Social Affairs Ministry. This represents a gap of approximately NIS 10,200 per month, with men's salaries about 44% higher than women's. Significant gaps also exist within different occupational categories, including research and development, corporate staff, and management positions.
"The increase in life expectancy and changes in the labor market require us to prepare for a diverse, inclusive employment market adapted to all age groups," Labor and Social Affairs Ministry Director-General Robi Shemesh said. "Employment rates among both women and men begin to decline as early as age 50, and ageist perceptions, including internalized ageism, constitute a significant barrier to continued participation in quality employment.
"The new programs are part of this approach, which seeks to enable women to make use of their experience, skills, and professional abilities, reintegrate into the labor market, and advance to meaningful positions in knowledge-intensive industries," Shemesh added.