Gender has been at the top of the diversity discourse in tech for decades. Companies and governments have poured millions into programs and initiatives designed to move the needle on the representation of women at all levels of the tech industry. So why is change happening so slowly?
Data from the Integrated Postsecondary Education Data System (IPEDS) shows women consistently make up less than 23% of Computer Science graduates — one of the lowest proportions of any individual major within the STEM field. Even with the growth of coding bootcamps, apprenticeship programs, and government-backed digital skills training opening up new pathways into tech, women make up just 26% of roles in the industry, dropping to 15% of of senior level roles — rates that have barely changed in recent years.
Traditionally, the onus has been on companies to just “hire more women” or “promote more women into leadership roles” to tackle the tech diversity gap. However, this ignores the realities women face building a career in the tech industry and denies women the agency to take control of their tech journey.
Women don’t just need to be hired or promoted into jobs, they also need to feel a sense of community, explore their passions and interests, have access to role models and mentors, be empowered to level up their education and learn new skills, and work within companies that are committed to creating a culture of inclusivity in the tech sector. This is even more pronounced when considering the experiences of women of color, where the “pet to threat” phenomenon is the most damaging manifestation of the focus on hiring for diversity to the exclusion of the bigger picture. Having a career in tech is more than just a job or a role. Put simply, tackling the diversity gap needs a diversity of approach that the tech industry has been slow to embrace.
The need for a holistic approach
In 2024, Rewriting the Code released a survey of 3,4000 computing students.Women in the thick of the recruiting process were clear about what they want from organizations:
- Inclusive diversity recruiting: this includes attending women-focused accessible events, conferences, and workshops.
- Specific/explicit mention of affirming spaces and opportunities for women: they want to hear specifically how companies support women, including ERGs, mentoring programs, and other avenues
- Better representation of women in the company/interaction with women beyond interviews: hearing about other women’s experience, outside of the official recruiters and interviewers, enlightens members about the women who actually work for your organization.
- Increase interviewer diversity: women shared that being interviewed exclusively by men sends the misaligned signal about an organization’s priorities.
The biggest and most common mention was respect. The women want to be heard, seen, and respected. This means taking young women seriously, listening instead of speaking over them, and promoting their skills and expertise.
The first step toward change is listening to women in your workplace. Sit down with women (even if you are one!) and ask them what they’ve experienced. Cultivate an open and honest conversation. Employees who feel respected and seen are more engaged and more likely to stay. These actions and priorities build the relationships that keep women in tech. It’s not enough to just get women through the workplace door. Thoughtful communication, mindful leadership, and workplace navigation determine who continues in their career stays and who moves up.
