Riga TechGirls has published the report “Transforming Futures Through Digital Inclusion in the Nordic-Baltic Region”, supported by the Nordic Council of Ministers’ Office in Latvia. The study examines key factors shaping growth, competitiveness and inclusion in the Information and Communication Technology (ICT) sector across the Nordic-Baltic region.
The Nordic and Baltic countries are actively advancing their digital economies and strengthening their ICT industries. In Latvia, the government’s Digital Transformation Plan focuses on three key priorities:
- Enhancing digital skills across society,
- Developing new digital products,
- Moving public services online.
To ensure the success of this transformation, two major challenges must be addressed:
- The increasing demand for skilled ICT professionals,
- Ensuring universal access to basic digital skills as daily life becomes ever more digitalised.
While Nordic countries are at the forefront of digital inclusion, Estonia, Latvia and Lithuania continue to lag behind. Additionally, a significant gender gap persists across the European Union, with women making up just 16% of ICT professionals. In response, the Nordic-Baltic region has developed a range of training initiatives, including upskilling and reskilling programmes, boot camps, and intensive courses. These efforts have supported the growth of a strong ecosystem of NGOs and tech communities dedicated to promoting digital inclusion, particularly among underrepresented groups such as women.
However, to ensure long-term impact, it is crucial to assess which initiatives deliver the best results. Data-driven insights are needed to evaluate outcomes and refine future strategies. Digital inclusion policies should be evidence-based, scalable and designed to generate benefits for individuals and society. Therefore, the aim of the study was to identify the most effective programmes that foster a more diverse and inclusive ICT workforce and to build on existing successes to develop better initiatives for the future.
Furthermore, this research explored the experiences of women currently working in ICT (or looking to enter the field) and examined the growing needs and expectations of employers.
Key Findings
By integrating diverse perspectives, the study highlights priority areas for action. Analysing these viewpoints helps to identify common challenges, pinpoint areas for improvement, and ensure that all voices contribute to informed decision-making.
The findings outlined in this report and summarised below provide valuable action points for each group involved. These findings serve as a guiding framework to help stakeholders align their efforts and work towards more effective and balanced solutions.
- Skills gap: Many in-demand ICT skills and professions are not being pursued by respondents.
- Experience vs. academic education: Employers prioritize practical experience over formal education, while employees often assume academic credentials are key.
- Need for advanced programs: Organizations and institutions require more high-level digital inclusion initiatives.
- Flexibility matters: Remote work and flexible schedules are crucial for underrepresented groups entering ICT.
- Confidence barrier: Many women hesitate to advance in their careers due to self-doubt about readiness.
- Mentorship programs help validate skills and guide career decisions.
- Family support is key during career changes, while employer encouragement boosts upskilling opportunities.
- Networking events inspire and help professionals feel less isolated.
- Certifications matter more at advanced career stages but have little impact at the junior level from the employees’ perspective.
