The conversation about women and technology should no longer be framed solely in terms of inclusion. By 2026, the starting point for companies will be different: the shortage of digital talent is already an operational and competitiveness issue. The World Economic Forum identifies skills gaps as the main barrier to business transformation in the 2025–2030 period, while the IDB analyzed more than 6.2 million digital job openings in 15 Latin American countries between 2022 and 2025 and found a market in transition, with clear growth in tech skills and a particularly rapid increase in vacancies linked to artificial intelligence by 2025. In Mexico, the IDB reports that 68% of employers have difficulty finding candidates with digital skills; in Brazil, Brasscom estimates a 30.2% mismatch between the supply and demand for technology professionals.
In this context, expanding women’s access to technology roles is not philanthropy: it is a talent strategy. McKinsey and Laboratoria note that Latin America has experienced a digital technology boom, but women have been left behind, and they emphasize that closing the gender gap in technology could benefit organizations across all sectors. The World Economic Forum itself notes that the potential to expand the talent pool through diverse talent pools is now much more highly valued by employers than it was two years ago.
Furthermore, the gap remains tangible and measurable. The World Bank notes that in Latin America and the Caribbean, women are less likely to receive digital technology training, to feel confident in their skills, and to work in the digital sector; in Brazil, for example, only 32% of women use the internet for professional or productive purposes, compared to 44% of men. In Mexico, however, when women do manage to enter ICT occupations, they enjoy better working conditions: 71% work in the formal sector, compared to 44% of the average for employed women; their average income is 56% higher and 65% receive benefits compared to 38% in other sectors.
Market trends: 10 tech roles that companies will continue to need
1. Cybersecurity Analyst
Cybersecurity will continue to be one of the most critical areas for the market. The WEF ranks networks and cybersecurity among the fastest-growing skills by 2030. In Brazil, Brasscom lists information security analyst among the most important roles for both the technology sector and the Brazilian labor market in general, and the IDB notes that in Mexico the skills gap is widening precisely in areas such as cybersecurity, cloud computing, AI, and analytics.
2. Network and Infrastructure Specialist
Not all tech jobs are in software development or AI. In Costa Rica, the IDB found that over the past 12 months, most IT hiring was concentrated in infrastructure and platforms (26.3%), ahead of development. In Brazil, Brasscom lists among the most in-demand certifications advanced computer networks, cloud computing and IT infrastructure and support. For companies operating in hybrid environments, networking, platforms, and support remain critical functions.
3. Help Desk, Service Desk, and IT Support
If an organization wants to expand its talent pool, it cannot overlook entry-level roles. In Costa Rica, the most in-demand profile for the next 12 months was HelpDesk (21.7%), followed by “other IT roles” with support, ETL, and reporting. This matters because technical support positions are often one of the most realistic paths for early entry and subsequent progression into networking, cloud, cybersecurity, or systems administration.
4. QA Tester and Software Quality Analyst
Software quality will remain an ongoing necessity in 2026. In Costa Rica, quality accounted for 7.4% of recent IT hires, and among the most in-demand roles for next year are QA analyst (6.2%). Furthermore, the IDB’s regional study shows that in some markets across the region, the quality assurance category repeatedly appears among the occupations that most demand digital skills.
5. Data Analyst
Data is no longer a niche; it is the infrastructure of decision-making. The WEF ranks AI and big data as the fastest-growing skill, and the IDB reports a particularly rapid increase in AI-related job openings in Latin America by 2025. In Costa Rica, data analyst appears among the ten most in-demand IT roles for the next 12 months, and in Brazil, Brasscom ranks data analyst and data scientist among the most important roles in the sector.
6. Data Engineering and Advanced Data Profiles
The demand doesn't stop at descriptive analytics. In Costa Rica, data engineer is also among the profiles with the highest hiring expectations in the short term. In Brazil, Brasscom once again highlights data profiles as among the most sought-after, a sign that the data value chain continues to expand from analysis to integration, modeling, and advanced data mining.
7. Backend, full-stack, and web developer
Development remains one of the market's clearest priorities. The WEF ranks the software and application developers among the fastest-growing tech jobs. In Costa Rica, the IDB forecasts demand for back-end end, front-end end and full stack; and in the IDB’s regional study, web developers appear as a significant occupation in Costa Rica, Brazil, and Mexico.
8. Cloud and Systems Administration Specialist
The cloud has evolved from a niche technology to a core component of many companies' operations. The IDB notes that in Mexico, the shortage is becoming more acute in cloud computing, as well as cybersecurity, AI, and analytics. In Costa Rica, among the most in-demand roles for next year is system administrator, and in Brazil, cloud computing is among the certifications most in demand by the market.
9. Specialist in AI and applied machine learning
AI won't just remain on the agenda; it will continue to drive hiring. The WEF ranks AI and Machine Learning Specialists among the fastest-growing tech roles, while the IDB reports a rapid increase in AI-related job openings in Latin America by 2025. In Brazil, Brasscom also lists the AI and Machine Learning among the most important profiles. For companies, this means that demand will not be limited to researchers, but will also extend to professionals capable of implementing, adapting, and operating AI solutions in business contexts.
10. Database Architecture and Business Intelligence
Two roles that receive less media attention but are highly relevant for 2026 are database architecture and business intelligence. In the IDB’s regional analysis, database architects appear among the top occupations requiring digital skills in Mexico and Costa Rica, while in Brazil, business intelligence analysts. Brasscom also includes the business intelligence analyst among the most important roles for the Brazilian market.
What these profiles tell a company
The obvious conclusion is this: the problem isn't just about "finding programmers." Demand is spread across security, networking, support, data, QA, cloud, development, and BI. The second takeaway is more strategic: there are real opportunities for entry-level roles and progressive specialization. Costa Rica offers a clear example of this: over the next 12 months, it expected to hire 3,006 workers in digital occupations, primarily in infrastructure and platforms, development, and big data, with a strong presence of roles such as HelpDesk, data analyst, QA, data engineer, and backend.
The third takeaway is that training alone is no longer enough. The WEF notes that 63% of employers view skills gaps as their main barrier to transformation, 85% plan to prioritize upskilling, and 70% expect to hire people with new skills. Added to this is the fact that, in Costa Rica, despite the identified gaps, only 42% of the companies in the sample had provided digital skills training to their employees. For companies, this reinforces the need for partnerships with programs that not only provide training but also link education, certification, and employability.
There is also a clear implication for HR and Talent Acquisition: language and intermediation still matter. In Costa Rica, around 56% of companies require at least an intermediate level of English for their IT positions, and among foreign-invested companies 100% require at least that level. This confirms that women’s employability in technology cannot be addressed through technical training alone; it requires more comprehensive pathways that include English, preparation for real-world job openings, and support for the transition to employment.
Why this issue is also relevant to CSR, sustainability, and corporate partnerships
For sustainability and CSR departments, the value of these types of initiatives lies in the fact that they link inclusion with productivity. It is not merely a matter of “providing opportunities,” but of expanding the talent pool for roles that are already in high demand in the market. When a company supports training and employability for women in fields such as cybersecurity, data, support, or infrastructure, it is addressing a social gap and, at the same time, a real business constraint. This logic aligns with the WEF’s assessment of the skills shortage and with McKinsey’s call to address the gender gap in technology as an issue that can benefit organizations across all sectors.
Furthermore, it is a field where impact can actually be measured. Companies can evaluate results using metrics such as the number of women trained, certifications earned, candidates interviewed, successful hires, retention rates at 6 and 12 months, salary growth, and expansion of professional networks. This is particularly important in an environment where an increasing number of corporate partners are seeking programs with measurable outcomes, not just inspiring stories. This conclusion is reinforced by the emphasis placed by organizations such as the IDB, the WEF, and the World Bank on the development of digital skills, effective access, and alignment with labor market demand.
Conclusion: From the Conversation on Diversity to Talent Strategy
By 2026, discussions about tech jobs for women should no longer be limited to a symbolic agenda. Data shows that companies in Mexico, Costa Rica, and Brazil will continue to need professionals in cybersecurity, infrastructure, support, QA, data, development, cloud, AI, and BI. It also shows that the region is not yet taking full advantage of the available female talent.
That's where programs like She's Digital can become a strategic alliance for companies, corporate foundations, and sustainability departments: not as a peripheral initiative, but as a concrete way to expand the talent pool in critical roles, strengthen women’s employability, and build measurable impact. According to institutional figures shared by the program for this content, She's Digital has over 5,200 graduates and 1,100 women employed in tech roles, making it possible to discuss results in training, certification, and job placement within a single model.
If your organization is struggling to fill tech roles, wants to strengthen its diversity efforts with a business-first approach, or is looking for a CSR initiative with clear metrics, this is no longer something to put off until “later.” It’s a conversation about competitiveness, talent, and growth.
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Sources:
- Inter-American Development Bank, What Kinds of Jobs Are Being Created in Latin America? Analysis of Online Job Postings in Latin America and the Caribbean (2025/2026 online publication).