When talking about gender disparity in tech, we tend to focus on issues of representation, compensation, and career progression. While these are important areas for discussion (and hopefully action), our newest research shows there are other areas of disparity that may also be worth our attention.

Vaco’s anonymous online survey was conducted in Q4 2017. Within the survey, 493 tech professionals answered questions covering issues of compensation, career motivation and overall morale. When analyzing the results, we found significant gender disparity in reported levels of job satisfaction. Ninety-one percent of female participants said they were either “satisfied” or “highly satisfied” in their current job, while only 71% of their male counterparts responded the same way. Another interesting element was that 3% of male participants reported being “highly dissatisfied” with their work, while none of the female participants chose that response.

The data doesn’t tell us why women in tech report higher job satisfaction, but it does show us a few other factors that may impact it. For example, female survey participants are more likely to focus on developing a work/life balance, and are more successful in limiting the number of hours worked per week; 67% of female tech workers reported working 45 hours or fewer on average per week—only 50% of male tech workers said the same.

Another potential factor is the difference in motivation. While both men and women cited challenging work as their top motivator, survey responses seemed to indicate slightly different priorities and expectations for work, which could impact satisfaction. The top three reasons female participants cited for inspiration in their role was challenging work (29%), their colleagues and/or boss (24%) and the flexibility the job provides (22%). Male survey participants also cited challenging work as their top motivator (36%), with flexibility coming in second (15%), and career progression and the company’s mission tying for third (14% each).

However, these are generalities—while based on research, they may not be true for individual men or women. A person’s job satisfaction, regardless of gender, is dependent on what motivates them personally and if they’re able to achieve it in their role. The takeaway for leaders who wish to increase retention is to look to research for guidance, but to also set aside time regularly to meet and ensure there’s an understanding of the evolving needs of each individual on your team.

The takeaway for individual contributors is to take the time to evaluate what really would better satisfy you in your role, and find ways to communicate that when possible. Many (if not most) employers would welcome that feedback if it meant they could improve employee morale and retention.

If you’re interested in reading more about our research results regarding employee motivation, morale and compensation, you can pre-order the 2018 report now.

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