4 Things Tech Leaders Must Do to Keep Women in STEM

The technology industry is built on innovation, yet when it comes to gender diversity, progress has been painfully slow. Despite decades of efforts to bring more women into STEM fields, the number of women in tech leadership remains strikingly low.

Women enter tech careers with the same ambition, talent, and drive as their male counterparts. Yet, the numbers tell a frustrating story

Only 15% of executive roles in the tech sector are held by women.

More than half of women in STEM leave the industry before reaching mid-career.

Many talented women switch industries due to workplace culture, lack of sponsorship, and isolation.

It’s clear that the issue isn’t a lack of qualified women—it’s an environment that doesn’t support, develop, and retain them. So, how can companies fix this? Let’s break down the key steps that organizations, managers, and individuals can take to make the tech industry a place where women thrive.

1. Stop Focusing on Hiring More Women—Focus on Keeping Them

The conversation around women in tech often centers on increasing the number of female hires. While hiring is important, retention is the real challenge.

Many women start strong in tech but leave within the first 10-15 years—long before they reach leadership levels. Why?

• Lack of mentorship and sponsorship—Women often don’t have advocates who help them move up.

• Exclusion from key projects and decision-making—Women are less likely to be assigned high-impact technical work.
• A work culture that favors men—Many tech environments still struggle with unconscious bias, networking gaps, and outdated leadership expectations.

What Companies Can Do

1. Shift focus from hiring to retention strategies. Invest in leadership development and career progression for women already in tech.
2. Ensure women get high-visibility projects. Don’t let informal bias keep them out of career-defining work.
3. Create an inclusive culture. Conduct workplace assessments to identify and remove gender biases in promotions, pay, and feedback.

Takeaway: It’s not just about bringing women into tech—it’s about keeping them there and helping them advance.

2. Redefine Leadership: Stop Rewarding Confidence Over Competence

A major barrier for women in tech is the way leadership potential is judged. Many organizations mistake confidence for capability—and since women are often socialized to be less self-promotional than men, they get overlooked.

Research shows that:

• Men apply for jobs when they meet 60% of the qualifications, while women wait until they meet nearly 100%.
• Women receive less specific feedback, which limits their ability to improve and advance.

What Companies Can Do

1. Make leadership development programs accessible. Don’t wait for women to ask—actively invite them.
2. Change how potential is evaluated. Focus on results and impact, not just self-promotion.
3. Train managers to recognize bias. Ensure performance reviews assess skills fairly, not just who "speaks up the most."

Takeaway: A great leader isn’t just someone who’s the loudest in the room—it’s someone who delivers results. Women deserve to be judged by that standard.

3. Make Leadership Development Work for Women

Women in tech often face:

• Rigid career paths that don’t accommodate life events (like having children).
• A lack of leadership programs that address gender-specific challenges.
• Limited networking opportunities with decision-makers.

What Companies Can Do

1. Offer flexible leadership development. Provide virtual, part-time, and on-the-job learning options.
2. Build leadership programs specifically for women. Give them space to develop confidence and connections.
3. Ensure leadership training is a priority. If women can’t step away from daily work to develop, they’ll never advance.

Takeaway: Leadership development should fit into women’s lives—not force them to choose between career growth and personal responsibilities.

4. Create a Culture Where Women Want to Stay

Tech culture still struggles with inclusivity. Many women report feeling isolated, undervalued, or left out of important networking circles. Without meaningful change, they leave—taking their talent with them.

What Companies Can Do

1. Address everyday bias. Ensure women aren’t interrupted in meetings, overlooked for promotions, or given different feedback than men.
2. Make networking inclusive. Create structured networking opportunities that don’t rely on after-hours events that many women can’t attend.
3. Recognize and celebrate women’s contributions. Make sure their work is visible and valued at every level.

Takeaway: Women don’t leave tech because they lack passion. They leave because workplaces fail to create an environment where they can succeed.

Final Thoughts: Retention is the Real Measure of Progress

The tech industry doesn’t just need more women—it needs to keep and advance the talented women already there.

Organizations that succeed in developing, retaining, and promoting women in tech will have a massive competitive advantage. Those that don’t will continue to lose valuable talent.

What can your company do today to support women in tech?

Share your thoughts in the comments! What’s working in your company? What needs to change? Let’s talk!