Career conversion: diversity and opportunity in the IT world

The idea that a career in IT necessarily requires a technical background is a myth. There are countless examples of people who have migrated to the area and become excellent professionals, argues Inês Maia.

From an early age, we are questioned about the academic direction and career path we wish to follow and this is a complex task that requires reflection on the soft and hard skills we possess, as well as those we aspire to develop. Later on, we often come to the conclusion that we don’t feel entirely fulfilled and that we haven’t found what we were looking for, which can generate a growing need for change and the search for new opportunities.

A career change is never an easy decision: it requires courage and a constant struggle against the internal voices that make us question standards, the fear of failure, social norms and, sometimes, overcoming barriers imposed by the market. In the Information Technology sector, professional retraining has become an increasingly notorious reality, bringing diverse profiles with rich experiences and innovative visions to companies.

I’ve been following this movement closely. What once seemed like a path restricted to those with a background in technology is now proving to be an open door for people from the most diverse areas. The transition to this field requires determination and this attitude is reflected in the job market, contributing to the creation of software development teams with greater commitment and motivation. The diversity of profiles is not only a matter of inclusion, but also a determining factor in the success of projects, bringing current perspectives and creative solutions to new, challenging and complex challenges.

Diversity in software teams is a crucial factor in driving innovation and creativity. When members from different areas and backgrounds come together, they bring a variety of perspectives that enrich and facilitate problem-solving. This comprehensive approach allows teams to promptly identify obstacles and develop more effective solutions, reflecting the complexity and diversity of customers and end users. Teams that embrace diversity are better prepared to face changes and challenges, becoming more resilient and able to adapt immediately to new realities.

Companies are also increasingly looking for software developers who go beyond writing code – professionals who understand business challenges, propose solutions and improvements and influence the product and the organization. Investing in diversity not only combats prejudices, but also enhances teams’ ability to innovate and create products that truly meet the needs of a broad and heterogeneous audience.

The idea that a career in IT necessarily requires a technical background is a myth. There are countless examples of people who have migrated to the area and become excellent professionals, developing software, leading teams and innovating in a wide variety of projects. Personally, I’ve had the opportunity to integrate and lead teams made up of people from retraining programs and the results speak for themselves: the talent, dedication and resilience of these professionals overcome any initial barrier of technical knowledge, and there have been several success stories.

Nowadays, we see more agile, diverse and inclusive companies that seek not only to deliver value, but to do so with quality and innovation. However, according to data from ManpowerGroup’s Global Talent Shortage Survey 2025, the shortage of talent in IT still stands at 76%, making it necessary to open doors to new profiles and invest in solutions that encourage the training and development of professionals. Although the gender bias in education and in sectors such as IT still persists, we are seeing a change in this paradigm, with the growing presence of role models and representativeness broadening opportunities and attracting more diverse profiles to this area.

In this way, promoting career retraining is not just a question of fairness, but also a smart business strategy. The market will only gain from this diversity of experiences and perspectives. It’s up to companies and industry leaders to set the tone for openness in accepting these talents and contribute to a more inclusive and innovative future.