The tech industry needs more talent. And it also needs more diversity.
In this interview, Tania Rodríguez analyzes the challenges that still exist on the path toward greater equality in the tech industry and shares her perspective on the role companies play in creating real opportunities for personal development.
The shortage of STEM talent and the need to bring more women into technical fields have become two of the major challenges facing today’s job market. Although more and more young people are choosing to pursue studies in science and technology, women remain a clear minority in fields such as engineering. To mark International Women in Engineering Day and to analyze the causes of this gap, the obstacles that still persist, and the initiatives that can help accelerate change, we spoke with Tania Rodríguez, Head of People at fibratel, who shares the vision of a company that is committed to diversity as a driver of innovation and competitiveness in a sector key to digital transformation.
The engineering sector remains predominantly male. Why do you think this gap persists in 2026?
Although significant progress has been made in recent years, the gap still exists and is largely due to factors that arise long before entry into the labor market. The supposed lack of interest among women in these types of careers is increasingly being debunked by the data.
There is a clear, steady increase in the number of women pursuing STEM studies, with a growing presence in certain fields (energy, the environment, and biomedicine). However, the choice to pursue STEM careers continues to be shaped by stereotypes that influence the perceptions many girls and young women have of technology and engineering professions.
As a result, we continue to grapple with a structural problem: the number of women entering engineering programs remains low. In Spain, barely one in five practicing engineers is a woman, which limits the pool of female talent available to companies.
Although change is already underway, we believe we must work together to ensure there are more female role models, more educational initiatives, and greater awareness on the part of companies to build diverse teams.
What barriers continue to hinder women’s access to STEM careers?
The gender gap in engineering cannot be explained by individual preferences, but rather by a system of cumulative decisions—educational, cultural, and organizational—that ultimately lead to inequality.
That is why we believe it is essential to continue working in a comprehensive manner: starting with educational institutions themselves, the public sector, and, of course, businesses. Many decisions about academic paths are made at a very young age, and that is where we must raise awareness about the opportunities offered by STEM careers and their real impact on society.
Furthermore, we must continue to foster inclusive environments that support the professional development and retention of female talent. It is not just a matter of attracting more women to these fields, but also of ensuring that they find opportunities for growth, training, and leadership throughout their entire careers.
What specific measures is Fibratel implementing to attract more female talent in technical roles?
At fibratel, we understand that diversity is a competitive advantage and a necessary condition for addressing the technological challenges of the future. That is why we have been working for some time on specific measures that promote equal opportunities at every stage of a professional career.
One of the pillars is our Equal Opportunity Plan, which includes initiatives in areas such as recruitment and hiring, career advancement, training, job classification, and pay equity. Thanks to these efforts, we have succeeded in increasing the overall representation of women in the company.
In the technical field, we are strengthening recruitment processes to broaden access to female talent, highlighting role models within the organization, and fostering environments where women professionals can develop and grow. Currently, 18% of our engineering workforce is made up of women, and we have set a goal of reaching 20% by 2027.
Beyond the percentages, our goal is to build a culture in which talent is the only relevant criterion. We are convinced that diverse teams bring different perspectives, drive innovation, and help deliver better results for our clients. This is a real advantage when tackling increasingly complex and demanding projects.
Engineering needs talent, and Spain will need to bring in thousands of new professionals in the coming years. We cannot afford to leave half of the available talent behind. The challenge is not only to increase the number of women in STEM fields, but also to ensure that women find real opportunities to grow, lead, and contribute to the technological transformation we are currently experiencing.
Interview source: https://www.rrhhdigital.com/entrevista/798284/entrevista-a-tania-rodriguez-fibratel-el-gran-reto-del-sector-tecnologico-sigue-siendo-la-igualdad/