It’s no secret that women are underrepresented in the technology sector, particularly in leadership roles. Five per cent of C-level tech roles are currently held by women, and although there may be some progress – the percentage of women in tech has risen from around 25% to 27% in the UK from 2018 to 2023– there’s still a long way to go.

There is a growing recognition of the need to encourage women into tech leadership roles to create a more diverse senior team that brings a variety of skillsets and experiences. But the numbers still raise the question of how we can pave the way for the next generation of female leaders.

Building the Foundation for Tech Skills

A report conducted by PwC showed three percent of females say a career in technology is their first choice, compared to 15 percent of men. And quite often, women who do start a tech career have to do so through sideways steps.

At an educational level, the BCS reported that the number of young women in the UK applying for computing degrees has risen by 10 per cent in 2024, and has increased steadily for the past three years. Slowly but surely, we are moving in the right direction.

There is no evidence that suggests girls lag behind in science, technology, engineering and mathematics (STEM) classes, but there is an 18 percentage point drop in girls going into STEM disciplines when they go to university. Why this drop off? Research suggests that girls sometimes feel they aren’t good at STEM subjects, which is suggested in passive behaviours such as teachers calling upon more boys than girls in class.

It’s important to note, however, that the problem isn’t a lack of girls pursuing education in STEM; it’s the systematic challenges that are putting them off. We need to do more as business leaders to bring to life the opportunities for women in tech throughout their career journeys. Role models, mentors and male allies all have a huge part to play.

Expanding Mentoring and Creating Allies  

Mentoring and allyship can create a strong support network for women who are looking to advance in tech. Mentoring, whether informal or formal, internal or external, has huge benefits. It can bring the usual new perspectives you can expect from a mentor, as well as skills development, networking and emotional support. But crucially, it can provide access to someone who has experienced similar challenges in their career. This can be really powerful for women when it comes to visualising their career. Seeing is believing.

For women in tech, it’s often hard to find female mentors within a business. External networking opportunities can be really valuable to build connections and feel inspired by those who have been in a similar position. Research by the Anita Borg Institute found that women who have mentors are 77 per cent more likely to remain in the tech industry after three years, compared to those without mentors, while also reporting higher job satisfaction.

There are many networks for women in tech which aim to break down barriers and create opportunities to inspire the next generation of tech leaders and shape a more inclusive and diverse industry. Aimed at senior leadership, the recently launched She-IO network, for example, connects aspiring women CIOs demonstrating leadership and excellence.

By connecting with others, you can build allies who understand and support you. These can be of any gender, but crucially, they may have something in common with you that allows them to understand your viewpoint, or the obstacles you’re facing. Allies are those who you trust to give you an honest view when you’re having a difficult conversation. They should feel comfortable to constructively challenge you and you should feel this is coming from the right place.

Having connections with inspiring professionals who listen to one another with a positive, forward-looking mindset can create an inclusive community where we can work together to tear down the systematic barriers that have contributed to the existing gender gap in tech.

Recommended reading

• Young Women 10x More Likely to Perceive Gender as Leadership Barrier
• More Young Women Applying for Computing Degrees, New Data Shows
• Women in STEM Not Immune to Sexism

Paving the Way for More Female Leaders

Navigating the complex landscape of gender bias is difficult, but in order to pave the way for more female leaders, we need change at a faster rate. Removing bias is easier said than done but it starts with checking our own biases. It’s really important that preconceptions are actively fought against when hiring or succession planning. A leadership team lacking female representation, or indeed representation from any underrepresented groups, also lacks diversity of thought, skills and experiences – all crucial to effective decision-making.

Removing bias is something leaders have to work at. It’s not a level playing field, so proactive steps such as mentorship programmes and working to remove gender bias have to be taken to ensure diverse applicants are identified and given a fair chance.

Seeing other women succeed is empowering for aspiring female leaders, making success feel achievable. But men must also play their part and have a greater involvement in creating an inclusive culture for women by listening to their challenges and becoming an ally. It’s all part of creating a diverse environment where everyone feels valued and empowered to succeed, right the way up to leadership roles. 77 percent of tech director roles are filled by men, so their dominant role in the industry means they must play an active part in creating inclusivity.

Creating an inclusive culture requires everyone to be involved. Challenging biases, implementing mentoring programmes and making women more visible in the industry can create an environment where everyone feels seen and valued. Working together to break down barriers, we can build a tech industry that reflects the diversity of talent among its leaders.