Let’s Increase the Number of Women In Senior Leadership

It is a well known fact that women are underrepresented in tech; holding around only 20% of roles, it is clear that more needs to be done to make the industry more diverse and inclusive.

But it’s not just enough to focus on attracting female tech talent to the industry. With research suggesting that only 24% of women with an engineering degree still work in the field, we also need to concentrate on the retention gap.

Why do women leave the tech industry? Alongside the lack of an inclusive working environment, research suggests that many see there gender as one of the biggest barriers to promotion.

Having more women in senior leadership positions will help to increase the ‘pipeline problem’ of women in tech as increased representation will encourage others to pursue careers in the industry.

So, how can you help to increase the number of women in senior leadership positions? Here are our top tips!

Make Plans

A key factor to helping increase female representation within senior leadership roles is to focus on the career development of female tech talent in your team.

Sitting down with the women in your team and discussing their career development; how they can progress in the company, key targets they need to hit, will help make in clear that they have the opportunity to be promoted and that you as a company are dedicated to making the industry more inclusive. This will help to increase motivation and encourage your female tech talent to stay in the industry.

However, it’s not just enough to ‘make plans’ on an individual level, it is also important to do so on a company wide scale. Embedding policies that encourage diversity and inclusive across the organisation will allow the women in your company to progress to those senior leadership positions. Make targets as a company, be transparent about the diversity within your organisation and where you would like to go moving forward.


Providing mentorship opportunities is a great way to help increase the number of women in senior leadership positions.

Offering guidance and support, mentorship can help your female tech talent to overcome barriers as they progress through the help of someone who has been there before.

For more insight into this, check out our previous blog where we ask the question: can mentorship bridge the gender gap in tech?

Promote Flexibility

Prior to the pandemic research suggested that one of the main factors that influenced women’s decision to leave the industry was the lack of flexible working opportunities. Since the pandemic it has been clear that priorities have shifted on a huge scale when it comes to working remotely/ from home.

To retain female tech talent, so that they may progress to senior leadership, it’s essential that you offer a flexible working approach. Whether that be working remotely 100% of the time, or a hybrid of office and remote work, having the opportunity to choose what works best for them will encourage more women to stay in the industry.

Are you looking to hire talented tech professionals? Talk to our specialist recruiters today!

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