Building Meaningful Workplaces: Gender, Data And The Channel

For over a decade, Women of the Channel has led the industry with its groundbreaking annual study, uniquely dedicated to uncovering the experience gaps between women and men in the IT channel—a legacy proudly continuing at Women of the Channel East.

For more than a decade, Women of the Channel has led the industry with its pioneering annual study, uniquely focused on identifying experience gaps between women and men in the IT channel—a legacy that continues at Women of the Channel East.

This week, women from across the globe gather in New York City for two days of networking, business-building, mentorship, and personal growth. Today, I had the privilege of presenting findings from the annual State of Work-Life Balance in the Channel research study.

One key principle frames the significance of the data and the solutions it suggests: we honor and validate lived experiences. The study’s participants reported their realities, offering insights drawn from nearly 800 respondents, all of whom work in the IT channel.

Below are the key findings and takeaways from the data and research.

Demographics

The State of Work-Life Balance Study aims to amplify the voices of women working in the channel. This year, 798 responses were gathered, including perspectives from women and men. On average, respondents reported 14 years of experience in the channel, with four years in their current roles.

Gendered Disconnection Across The Channel

Women in the channel often face a double bind: they must consistently outperform their male counterparts to achieve comparable recognition. While respondents agree that conditions for women in the workplace have improved, there remains a notable disconnect between women’s lived experiences and men’s perceptions of those experiences.

When asked, “Has the workplace improved for women in the past three years?” fewer than 50 percent of women said yes. In contrast, 80 percent of men believed conditions for women have somewhat or significantly improved.

Three out of four affirming responses credited remote work and flexible schedules as factors that have improved women’s workplace experiences. However, respondents also identified major barriers, including:

These findings align with other research, including the Women in the Workplace study by LeanIn.org and McKinsey & Co., which highlights persistent gender gaps in promotions and pay. These disparities hinder individual career advancement and limit innovation and growth across the ecosystem.

Men and women also perceive compensation inequities differently, further underscoring the challenge.

The Role of Data In Shaping Solutions

The report provides actionable insights for channel leaders, particularly on inclusivity and professional development. Mentorship programs and clearly defined career pathways yield measurable benefits, yet many organizations apply these initiatives inconsistently and fail to track their outcomes.

The data reveals a disconnect between employees’ personal development needs and the opportunities provided by their companies. Women consistently express a desire for executive development and mentorship opportunities. Some organizations have begun addressing these gaps through initiatives like mental health and wellness programs.

Managers play a pivotal role in creating workplace cultures. By aligning employee development priorities with broader business strategies, leaders can foster environments that drive both retention and growth.

Putting Data Into Action

Organizations can create meaningful workplaces by listening to their employees and acting on their needs. The most effective way to improve the experiences of women in the channel is to ask them what they need and meet those needs with a shared understanding of business objectives.

By committing to transparency, leveraging data, fostering healthy leadership, and embedding mentorship into workplace culture, the channel can evolve into an inclusive space where every voice matters, and women thrive.