Diversity in tech: Can you build an equitable career?

Kayleigh Bateman, Content Director at SheCanCode, journalist, and a woman in tech, dives into her experiences with us and shares deeper insights.

The current landscape of diversity in tech

In 2024, improving inclusivity and accessibility remains an important topic and there are many organisations and individuals working to improve diversity in the tech sphere. Let’s look at some of the numbers.

Many businesses and tech professionals globally have launched programs to support women in tech, such as coding initiatives for underrepresented groups, aiming to increase gender parity. But despite these efforts, women still make up less than a third of the global workforce in technology-related fields.

It’s important to note that the global employment rate for women stands at around 28% across computer and mathematical jobs and only 22% of tech roles in European companies, according to a 2023 McKinsey study. The report went on to state that “to remain competitive in technological growth and innovation, Europe must recruit and retain women for the fastest-growing tech roles of the foreseeable Future.” 

In the UK, 29% of tech sector employees are women or non-binary, highlights Tech Talent Charter’s ‘Diversity in Tech‘ 2024 report. Unfortunately, this is only a 1% increase compared to 2023. The report further states that only 21% of senior tech roles are held by women.

This disparity is further heightened by the fact that only 22% of software engineers in the UK are ethnic minorities while 6% of tech employees are disabled. The BCS diversity report had a slightly more optimistic number for the latter—but not without caveats.

“People with disabilities comprise 16% of the UK workforce and account for 11% of the technology specialists,” it stated. “That means for representation in IT to be equal to workplace norms, there should be an additional 88,000 IT specialists with disabilities employed in the UK.”

On a global scale, according to Deloitte, reported that on average, women were outnumbered by men 3:1 in tech firms and 4:1 in technical roles; and 72% of women reported being outnumbered in business meetings by at least 2:1.

Additionally, only 26% of AI jobs are held by women, with even less representation in cloud (15%) and data (12%). With many looking to build a career in AI to avoid losing certain roles to the technology, this becomes much more concerning.

So, what is changing?

With these numbers in mind, we go back to the question on whether change is possible—and is it happening? 

Kayleigh believes that there has been a significant change within the industry in recent years. “Nowadays, it’s clear that inclusivity and diversity are no longer just ‘nice to have’ but should be top priorities. Many companies have recognised that it’s not merely about ticking a box—it’s about integrating these values into their core practices,” she explained.

“Recent surveys and reports have shown that having at least one woman on a board can positively impact the bottom line. As soon as people realised that diversity could boost profits and that this could be supported by data, there was a significant shift in perspective. Companies are increasingly valuing inclusivity and diversity.”

Regardless, Kayleigh says, there have been discussions about whether companies are still investing in these areas, especially after some women’s networks had to close due to lack of funding. 

“It seems companies are evolving how they approach these investments. They are now more discerning about who they partner with and are striving to make a meaningful impact rather than just fulfilling a checkbox. Companies are also working on measuring this impact effectively. It’s no longer just about compliance but about making a real difference and setting internal goals to retain—not just attract—employees. Inclusive hiring practices, accessibility-focused product development, and more employee resource groups are becoming more common.”

Overall, it’s seems evident that companies have finally realised the value in investing in diversity, and this conversation is not going away.

But why is it that the number of women and girls in tech are so low, relative to population numbers? Could it be the age-old assumption that they’re … simply not interested in a tech career?

Are women and girls less interested in tech? 

Kayleigh refutes the idea that women and girls don’t enjoy tech or being in the tech industry—and with good reason.

“A lot of this stems from experiences at school—how one is treated and invited into courses, and how one feels during those courses. For instance, many girls who take computer science at university often find it to be very male-dominated. Several young women in our community have mentioned that working on projects can be quite challenging,” she shared. 

“We recently had four women on our podcast who shared that their university experience was drastically different from their experiences in the workforce. They were thrilled to have completed a tech internship at a great company before landing jobs there because the work environment was nothing like their university experience. If they had known their work experience would be so different from university, they might have reconsidered their career path. Thankfully, the internship helped bridge that gap, showing them what working in tech could be like before committing to a full-time role.”

She went on to explain that sometimes if you have a bad experience at school, you might be turned off and might not choose to make it to university. 

“There is a drop-off there. And then, when you do get into the tech industry, staying in the industry can be an issue. There is a large drop-off of women around mid-career. They leave the tech industry and feel like they can’t come back. They might leave for parental leave or maternity leave and then feel like they can’t return, or that the tech industry has moved too fast for them to re-enter. So, there is a loss of women at mid-level careers, whether they make it into the industry or not.”

Why networks like SheCanCode matter

A single negative experience could cause a ripple effect, but it’s also not possible to completely overhaul the systems currently in place. In fact, the changes have been in progress for years—they’re just not happening quickly enough to be instantly visible.

This is why organisations and networks like SheCanCode exist—to help show the greener side of tech careers and that diversity in tech is a win-win for all parties involved.

Kayleigh elaborated, “We always say at She Can Code events that the best-kept secrets about tech include opportunities for travel, good wages, and flexible working. These things are ingrained in the tech industry and shouldn’t be hidden. 

We should be shouting about them instead of perpetuating the misconception that working in tech means working in a basement with no communication. Sometimes, it’s the stereotype that women don’t like working in tech, and these are the reasons why—because it’s not a great place to work.”

Before women and girls actually reach the tech industry, the existing lack of representation—seeing other women in those roles—could be turning them away. 

“If you have a woman come in and talk about her role, how much she loves her career, and that it’s not necessarily about being a technical coder, it can be inspiring. She might be a senior leader or work in product management, for example. Hearing that you don’t have to be technically minded to enter tech can inspire younger people to study computer science or STEM and move into the tech industry.”

She added, “In terms of obstacles faced once you’re in the tech industry, it’s different as well. Even if you make it in, you can still face obstacles related to misconceptions about women’s capabilities and ingrained biases in some companies. It’s important to call out these issues when you see them and be open to feedback if you’re doing it yourself because people don’t always realise they’re doing it. 

“It’s important to call out these issues and be willing to accept feedback without taking offence. There are many obstacles along the way, whether you make it through education and computer science or reach the boardroom, but recognising and addressing them is key.”

Diversity in tech is an overall win-win

So, why does all of this matter and why should we care? Well, to reiterate the point we made previously, we should care because it is beneficial for everyone involved. For example, a Peterson Institute for International Economics (PIIE) study showed that companies with at least 30% women in leadership roles are 15% more profitable.

On a wider scale, McKinsey also stated in their report that doubling the share of women in Europe’s tech workforce to 45% by 2027 could boost GDP by €600 billion.

Of course, the benefits are not restricted to profits alone as addressing the gap across the board will significantly improve the quality of life for a significant segment of the global population.

As the gender disparity in tech is currently significant, it affects women’s ability to enter, thrive, and stay in the industry. This, in turn, leads to high attrition rates and a lack of female representation, deterring other women from joining the sector.

Addressing these challenges requires a multi-pronged approach to connect women to opportunities, ensure fair treatment, and close the skills gap, ultimately fostering innovation in the tech industry.

While there has been progress in increasing the representation of women in tech, substantial gaps and challenges persist. Women, especially those of colour, continue to face significant hurdles in the industry.

Diversity in tech also includes a much larger spectrum than simply men vs. women employees, as people of different cultural backgrounds.

With a roadmap to a more equitable future in tech already laid out, diversity in tech can thrive and lead to bigger and better outcomes for all.

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