Women in Tech: breaking barriers, building the future

Despite ongoing progress, women remain underrepresented in the tech industry.

In 2023, in mid-market tech firms globally, women held 25.8% of CEO positions and 20.2% of CTO roles. The challenges are clear, but so are the opportunities—companies that actively work toward gender diversity see better innovation, stronger teams, and greater long-term success.

This month, and as the International Women’s Day approaches, we’re exploring how companies can drive real change by creating inclusive hiring practices, promoting mentorship, and ensuring equal opportunities for all. Let’s work together to build a future where tech belongs to everyone.

The gender gap in tech

Women remain underrepresented in the tech industry, with progress toward gender parity moving slowly. As of 2023, only 29.2% of the global tech workforce was made up of women. In the European Union, women represented 41% of scientists and engineers, but their presence in tech-specific roles was significantly lower. Just 25% of tech positions across European companies, with only 19% working as ICT specialists.

The solution? Concrete actions. From inclusive job descriptions to transparent salary structures, companies must rethink their hiring and retention strategies to make tech careers more accessible and attractive to women.

Creating inclusive tech careers

Companies looking to increase female representation in tech need to take proactive steps. One key strategy is mentorship: women are more likely to thrive in workplaces where they see role models and have access to professional guidance. Additionally, reviewing parental leave policies can make a huge difference. Companies like Lush are leading the way by extending maternity leave and ensuring financial stability for working mothers.

Flexible benefits and career development opportunities also play a vital role. Studies show that women are drawn to jobs that offer continuous learning, mentorship, and leadership pathways. Investing in upskilling programs and ensuring women are given a fair chance at promotion is essential for closing the gap.

CoverQuiz ??

Which one is NOT a strategy to achieve gender equality in tech?

a) Using inclusive language in job descriptions

b) Implementing mentorship programs

c) Increasing workload for women to "prove" their abilities

d) Reviewing parental leave policies

Drop your answer in the comments below!

Takeaways for March

This month is a reminder that achieving gender equality in tech requires consistent effort and action. Companies that prioritise diversity, create inclusive work environments, and invest in women’s growth will shape the future of the industry.

Let’s keep the conversation going! What do you think is the most impactful way to close the gender gap in tech? Reply and share your thoughts.

Talk soon! ??