Was programming a woman's job? How to recruit female programmers in 2026

[OmarRose]

Yes, programming was historically considered a woman’s job, especially in the 1940s and 1950s when it was seen as clerical work similar to typing. The ENIAC programmers, for instance, were all women. But by the 1960s and 70s, as computing became more prestigious and lucrative, the field shifted to favor men, and the narrative changed.

Today, this legacy still affects recruitment for programming roles. Many hiring processes carry unconscious bias, and the gender gap in tech remains wide. According to the Bureau of Labor Statistics, women held only about 25% of computing jobs in 2023, down from 35% in 1990.

Era	Women in Programming (Approx.)
1940s–1950s	30–50% (early programmers)
1980s	35% (peak)
2020s	25%

To reverse this, recruiters need to redesign job descriptions to remove gendered language (e.g., “ninja” or “rockstar”), offer structured interviews with objective scoring, and highlight inclusive culture in employer branding. Blind resume screening can also help. The key is to recognize that the historical perception of programming as a “woman’s job” is not a reason to define it—rather, it’s a reminder that the talent pool is naturally diverse, and our recruitment methods must reflect that.

[ThomasLee]

Honestly, I don’t think it matters what programming used to be. The real issue is how we recruit now. I’ve seen too many companies focus on “culture fit” instead of skills. If you want more women in programming, stop asking for a CS degree and start using skills-based assessments. That’s the only way to level the field. The past is just history.

[LeGriffin]

I’ve been in recruiting for nearly a decade, and I’ve watched how the narrative around “programming as a woman’s job” has been twisted. Actually, it was a woman’s job—and it still should be a natural career choice for women. But many hiring managers still assume male candidates are more technical. I’ve started pushing for anonymous coding tests and panel interviews to reduce that bias. It’s not perfect, but it’s a start.

[Lilian]

I switched into programming at 35, and I can tell you that the recruitment process was intimidating. The ads all said “10 years experience” or “rockstar coder.” I almost didn’t apply. It wasn’t until I saw a company explicitly say “we welcome career changers and diverse backgrounds” that I felt safe. If recruiters want to attract women, they need to show that the door is open, not just talk about it.

[SanDakota]

From an employer branding perspective, the historical fact that programming was a woman’s job is a fantastic story to tell. It shows that tech has always been inclusive at its core—we just lost our way. When I work with recruitment teams, I encourage them to highlight that heritage in their career pages and social media. It’s authentic, it’s surprising, and it resonates with female candidates. Combine that with transparent salary ranges and flexible work, and you’ll see your applicant pool diversify.