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High-Tech & Technology -




It is important to remember that in the first de-

cades of the high-tech industry, very few women

were members of it – and of the few who got

in, usually remained in relatively low-ranking

positions. Over time, the field became more

and more open to new populations – includ-

ing young women. The number of young women

who choose to study technological professions

is still low, but steadily increasing, and special

programs, governmental and otherwise, are

aimed at encouraging young women to focus

on scientific and analytic disciplines as early as

in their high-school.

These efforts are bearing fruit and as the de-

mand increases we see that the gender issue

becomes irrelevant. This is evident from data we

collected that shows that among programmers

who were born in the 50s, only 13% are women,

while among those born in the 90s, their shares

is already 37%. The change is also supported by

the technological units of the IDF, which have

been taking in more and more girls into their

more prestigious courses.”

Solomon further adds that “the openness to

employ women in the tech industry comes, as

mentioned above, with the demand. Therefore,

in R&D, where there is a huge employee short-

age, more and more women successfully inte-

grate and we see that their integration is met

equal terms when compared to men in similar

positions – meaning, the salary and benefits

are similar. On the other hand, in supporting

positions, such as CFOs, we still see gender

discrimination. The change can come through

regulation or through culture. A 29 years old

who grew up with a globalized perspective that

believes skin color, language or gender are ir-

relevant, can absolutely bring change to this

field as well. However, the X Generation is very

discriminative (and today it is also discriminated

against), and perhaps change would come from

the much more open Y Generation”.

The required balance between personal life

and work

“Balance is a matter of generation and of aware-

ness” Solomon reminds us “the generation that

is now entering the market is the generation of

the self and the me, it is interested in living, and

it doesn’t live to work. The demand for women

developers results mainly from the need for em-

ployees, and from the issue of balance, and it

is hard to guess what would have happened if

there weren’t such shortage”.

Job Groups



Average Salary

(Seniority 5-8 Years)



Server-Side Development

+12% NIS 23,450

NIS 24,100 (81%)

NIS 21,700 (19%)

Client-Side Development

+8% NIS 21,330

NIS 23,200 (82%)

NIS 20,600 (18%)


+11.9% NIS 22,439

NIS 23,600 (78%)

NIS 21,900 (22%)

Mobile Development

+11.5% NIS 23,353

NIS 24,700 (60%)

NIS 22,100 (40%)

Clinic and Regulation

+9.5% NIS 18,416

NIS 18,500 (49%)

NIS 18,300 (51%)

Hardware Development

+6.5% NIS 33,360

NIS 34,100 (88%)

NIS 31,300 (12%)

Project Managers

+6% NIS 26,689

NIS 27,700 (69%)

NIS 25,100 (31%)

Operation Managers

+5% NIS 23,712

NIS 24,000 (83%)

NIS 21,800 (17%)

Sales Managers

+4% NIS 23,724

NIS 25,000 (55%)

NIS 19,800 (45%)

Senior Positions

+4% NIS 42,200

NIS 43,800 (85%)

NIS 39,300 (15%)


+3% NIS 16,060

NIS 16,200 (28%)

NIS 15,300 (72%)

Software Testing

+2% NIS 18,200

NIS 18,400 (52%)

NIS 17,900 (48%)

Marketing Managers

+3% NIS 26,577

NIS 27,600 (51%)

NIS 23,900 (49%)

Costumer Support

-8.5% NIS 22,748

NIS 24,400 (66%)

NIS 21,500 (34%)

Business Development

-12% NIS 25,750

NIS 27,100 (74%)

NIS 21,000 (26%)

Salaries According to Wage Groups