2016/17
|
High-Tech & Technology -
DUN’S
100
11
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
Salary
Direction
Average Salary
(Seniority 5-8 Years)
Men
Women
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%)
IT
+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%)
HR
+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