Over the years in my experience as a technology sector entrepreneur, I’ve spoken with countless women in tech – whether that’s engineers, data scientists, or IT leaders.
I’ve seen both inspiring progress and the stubborn challenges that they face on a day-to-day basis, writes Ben Broughton, managing director of technology staffing agency Primis.
The past (for many women in tech) is hopefully the past
Tech has traditionally been a male-dominated space.
Women have faced systemic barriers to entry, stereotypes about their capabilities, and a lack of visible role models.
While the number of women studying STEM (Science, Technology, Engineering and Mathematics) subjects has grown steadily, the gender gap persists in certain areas, particularly in engineering, cybersecurity, and tech leadership roles.
‘Opportunity’, not ‘talent’ is the rub, as UK plc is finally understanding
The problem has never been a lack of talent, but a lack of opportunity.
There has been progress made, however.
Companies across the UK and beyond have started to recognise the value of diversity, not just as a box-ticking exercise, but as a genuine business advantage.
The evidence that diversity = better performance, higher innovation, commercial growth
Numerous studies, including “Cultural Diversity, Innovation, and Entrepreneurship: Firm-level Evidence from London,” published in Economic Geography, show that diverse teams perform better.
Diversity also fosters innovation, with more inclusive teams having 121% more patent citations than non-inclusive teams (according to The Royal Academy of Engineering).
Furthermore, according to Harvard Business School, diversity drives financial growth, as an HBS study shows diverse companies are 70% more likely to capture new markets.
And businesses are thankfully listening.
For example, we’re now seeing more women occupying tech roles.
The percentage of women in tech roles in the UK increased from 19% in 2009 to around 28% in 2023.
While this definitely isn’t yet parity, it’s a step in the right direction.
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What’s more, I’ve noticed that our recruitment agency’s clients are now actively asking us to help them achieve “gender-balanced shortlists.” This shift in mindset is encouraging and demonstrates an openness to change.
Despite progress, significant challenges remain.
One of the biggest hurdles is retention. While businesses may be successful in attracting female tech talent, keeping them engaged and progressing within the company is another story.
Three main reasons women in tech quit
The Women in Tech survey in 2023 found that 56% of women in tech leave mid-career, often citing three key reasons:
- a lack of mentorship,
- a hostile work culture, and/or
- struggles with work-life balance
Care commitments are also known to impact women’s continuation in tech, with 12% dropping out of the tech workforce to provide care (according to a 2024 report by Tech Talent Charter).
Pay disparity persists
From what I’ve seen when placing candidates in tech roles, pay disparity is another issue.
Although the gender pay gap has narrowed in many sectors, it’s still evident in tech, and it’s especially pressing at senior levels.
This lack of representation of women in IT leadership roles also reinforces this cycle; fewer women at the top means fewer role models for others to follow.
Unconscious bias is still rearing its ugly head in hiring
Then there’s the issue of unconscious bias, which continues to creep into hiring processes.
Despite advancements in technology to support ‘blind recruitment,’ cultural barriers persist in some organisations.
So what can businesses do to drive change?
From my perspective as a tech sector recruiter and business owner, the responsibility doesn’t just lie with women themselves to ‘break into’ tech.
Businesses need to build environments where women can flourish.
Top four boosters of female representation in tech
Here’s what I’ve seen work:
Commitment to inclusive hiring
Companies need to re-evaluate their job descriptions and hiring practices to ensure they’re inclusive.
Removing biased language, offering flexible working options, and ensuring interview panels are diverse can make a significant difference.
Mentorship and sponsorship
I’ve seen first-hand how mentoring programmes can change careers. Pairing junior women with senior leaders — both male and female — gives them the guidance, confidence, and networks they need to succeed.
Promoting role models
Where we’ve helped women in tech land leadership positions, the ripple effect is tangible. Their visibility inspires others to aim higher and breaks down stereotypes about what a ‘tech leader’ looks like.
Flexibility and support
In the wake of the coronavirus pandemic, flexible working has become non-negotiable. For many women, particularly those with caregiving responsibilities, flexibility is key to remaining in the workforce.
The forecast for female representation in IT and tech? It’s moderate. Good later, surely?
As 2025-26 comes into sight, the future is looking optimistic.
Put another way, and to borrow some terms from the UK Shipping Forecast (which turned 100-years-old this year), while currently female representation in IT is “moderate,” it’s surely looking “good later,” hopefully as soon as 2025.
Why? Well, a younger generation of women is entering tech with boldness and confidence, demanding opportunities that were harder to access in the past.
Companies, too, are stepping up, not just to hire more women, but to build diverse and inclusive workplaces where everyone can thrive.
We can’t rest on our laurels
That said, there’s no room for complacency.
The closure of Tech Talent Charter in the summer was a particular blow to diversity improvement efforts in the UK.
And in early 2024, the BCS ominously calculated that it would take the UK’s tech workforce between 19 years and 280 years to achieve gender parity.
Finally, how you’ll see me championing women in tech in 2025…
As an IT recruitment company founder, I see it as my role not only to match candidates to jobs but also to advise businesses on building truly inclusive cultures. It’s not enough to hire women into tech roles; we must ensure they feel valued, empowered, and set up for success.
Ben Broughton
Ben Broughton is an experienced recruitment leader and business owner. In the last 20 years he has built and developed teams and businesses from £1million to £30million-turnover across the technology sector -- in both the UK and US. Ben specialises in client attraction and retention; the development of people and leaders and delivering solutions that match the ever-evolving IT sector. With Primis, which has a predominately female workforce, Ben is on a mission to build a global, talent-centric organisation that ensures people are put first at every step of the journey. He studied at the University of Birmingham, graduating in Computer Sciences.
