In less than three weeks, we’ll unveil the “What Women in Tech Want” report. To give you a glimpse of the depth and insight this report offers, we’re sharing a sneak peek into the real stories and experiences women shared with us. From navigating entry into the tech industry to overcoming barriers while progressing or returning, these voices provide a compelling look at the challenges facing women in tech in 2024. Stay tuned for the full report, where these narratives will reveal the systemic issues and personal struggles that shape their journeys, and importantly, how we can fix them.
Challenge 1: Lack of representation
“As a woman in tech, especially a black woman, I rarely see anyone who looks like me in leadership positions. It’s disheartening.”
Representation—or the lack thereof—remains one of the most critical challenges facing women in tech. Women, particularly those from ethnic minorities, are vastly underrepresented in leadership roles as well as tech roles in general. The Tech Talent Charter reported in 2023 that only 5% of leadership positions in UK tech companies are held by women of colour whilst a report from The British Computer Society (BCS) and Coding Black Females (CBF) found that 0.7% of Black women in the UK work in the IT industry, compared to 1.8% across the UK’s entire workforce. This trend of under-representation continues as you investigate neurodivergent representation with The Tech Talent Charter reporting that just 3% of tech employees of any gender are neurodivergent versus the 15-20% estimate of the wider population. Neurodivergent women in tech? We couldn’t even find the statistics (share if you know!). This lack of representation not only limits career opportunities for women but also perpetuates a cycle where young women entering the industry struggle to find role models they can relate to.
“I have been a Senior Vice President, a Chair and Trustee and yet I am still the only woman at most events I attend.”
Challenge 2: Exclusion
“People speak about diversity and inclusion, but only some of them actively pursue it… the biggest problem is exclusion.”
Exclusion remains a pervasive issue in the tech industry, where diversity and inclusion are often more buzzwords than reality. Women, especially those from underrepresented groups, frequently find themselves on the periphery of decision-making and career advancement opportunities. According to the 2023 Tech Nation report, only 26% of the tech workforce in the UK is made up of women. Furthermore, women of colour, LGBTQ+ women, and those with disabilities face compounded layers of exclusion, making it even more difficult to thrive in tech environments that do not actively understand their challenges and prioritise inclusion. This gender disparity is further exacerbated by the fact that women often face barriers to entry, fewer opportunities for advancement, and the aforementioned lack of representation in leadership roles. Additionally, gender bias and a lack of mentorship hinders their career growth and contributes to the high attrition rates in the industry .
“I devoted decades to supporting women engineers and it is only now that people realise that I was right about ‘exclusion’.”
Challenge 3: Motherhood and menopause
“The major elephant in the room when it comes to advancing to a leadership role is the element of motherhood. From experience, progression seems easier to attain before you hit this benchmark.”
Motherhood remains one of the key challenges facing women in tech. From women aspiring to leadership roles in tech as well as for those returning after Maternity Leave. The pressures of balancing work and family life often force women to make difficult choices that can stall or end their careers. A survey conducted in March by London Tech Week found that 72% of women in the tech industry believe their careers are still suffering due to childcare and family responsibilities. This issue extends beyond early parenthood. Intuit QuickBooks research highlights that almost a quarter (22%) of women in tech or fintech experiencing menopausal symptoms have delayed or cancelled plans to apply for a promotion. The lack of adequate maternity leave, flexible working options, support for returning mothers and support for menopausal women exacerbates this issue, making it challenging for women to climb the career ladder post-motherhood or when navigating other significant life stages.
“I’m now in a new chapter, kids are more independent. I’m battling with Perimenopause symptoms, so another hurdle I’m navigating, where I can’t seem to present my whole or best self.”
Challenge 4: Pay disparity
“I found out that the individuals who did the same role as me but were white men, were being paid more this whole time.”
The gender pay gap in tech is a persistent issue that reflects broader systemic inequalities. Despite doing the same work as their male counterparts, women are often paid less, contributing to a sense of undervaluation, disengagement and frustration. According to the Office for National Statistics (ONS), as of 2023, the gender pay gap in the UK tech sector is 16.8% (compared to the national average of 11.6%), with women earning significantly less than men in similar roles. This should give companies cause for concern with pay disparity becoming even wider for women of colour, further highlighting the intersectionality of pay inequality in tech.
“Personally, I was told from a young age you had to exceed the successes of men to be seen as worthy. All those extra curricular activities, staying late, going the extra mile, are all instilled from those formative teenage years. How is it then, that when you are actually in a paid role in the world of work, that say, men who’s extra curricular activities include playing sport, get promoted faster than we do, get pay-rises more frequently than those who are continually working on self improvement?”
Dig deeper
Our research paints a very real picture of the challenges facing women in tech. From exclusion and pay disparity to the lack of representation and the challenges of motherhood, these issues are deeply entrenched and it requires investigation, understanding and commitment to improve and eventually remove these issues from the paths of women in tech.
Sign up to receive the report on September 2nd and dive deeper into the stories of women in the UK tech industry, along with the impactful steps businesses are taking to drive positive change.
