Accelerating Change: Tackling Gender Imbalance and Empowering Women in Tech

The percentage of women leaders in tech companies worldwide hit its peak at 14% in 2022 but has since decreased to 5%. The UK’s gender pay gap has definitively widened for the first time since 2013. And recent DEI rollbacks are set to cause further setbacks. These bleak data points make this year’s theme “accelerate action” of upmost importance.

“When I was growing up, I thought gender equity was a given, as it was in my surroundings,” reflects Catherine Roy, Chief Operating Officer at WorkJam. “But now we’re witnessing women’s rights decrease in many parts of the world, I think that International Women's Day is very much needed.”

But what problems persist for women in the workplace, and how can companies support women in this environment?

Representation matters

In the tech industry, representation remains an ongoing problem. “Gender imbalance still exists, with a lot of companies maintaining a 70:30 male to female ratio,” explains Nicola Kinsella, SVP Global Marketing at Fluent Commerce. “Too often, there’s a perception of men as ‘more competent’ than women when discussing complex topics, even when they have the same skills and draw the same conclusions. This is a bias I’ve previously experienced first-hand as a marketer – being perceived as “not techie enough” to contribute strong opinions in the market.”

WorkJam’s Roy agrees, “one of the main barriers for women working in tech is the sense of not feeling like you belong, particularly in such a male-dominated industry.” To overcome this, she suggests, “it can help to find common interests with male colleagues to create good relationships.”

“Beyond policies, businesses should create opportunities for women to build critical skills in public speaking, self-advocacy, and stakeholder management,” adds Kinsella. “Networking and mentorship are also essential - I’ve personally benefited from mentors throughout my career and have made it a priority to seize every networking opportunity to expand my skills. By fostering strong professional communities of like-minded women, we can accelerate progress and drive meaningful change.”

Teaching equality in education

However, representation issues don’t begin in the workplace. Gender perceptions and stereotypes often manifest at school – presenting in children as young as six. To tackle this issue, Krista Kihlander, Solutions Engineer at HackerOne, believes that “gender diversity in tech must be introduced at an early age and gender cannot play a role in a student’s perceived ability to master a technical skill. Schools should provide young girls with plenty of opportunities to learn hands-on technical skills.”

She adds, “young girls also need to see representation in these fields. Technical skills are important, but the confidence to succeed and navigate a STEM career also comes from role models and sponsors who offer advice.”

One great example of these are the initiatives that are in place, specifically for women to enter traditionally men-dominant fields. Charis Thomas, Chief Product Officer at Aqilla, explains, “not-for-profits such as Women in Tech, Girls Who Code, and Tech She Can do great work encouraging women to enter science and technology fields. Change is happening, driven by the increasing need for diverse roles in Tech and Finance.”

Kihlander also highlights the role that women already in the field can do: “it is important that we get involved with school initiatives and extracurricular activities to encourage the younger generations. Be a part of your community. Be the example these young ladies can aspire to. The more we can directly foster community, the more diverse it will become.”

Inclusion starts from the job ad

Once talent pools are diversified, tech companies need to ensure they’re reviewing on how inclusive their hiring practices are. Sheyman Addas, Vice President of People at StorMagic, highlights: “Research has revealed that organisations often undervalue exceptionally qualified female applicants and take their skills for granted compared to their male counterparts.”

She explains, “although the tech industry has made significant strides for women and many companies are trying harder to encourage female applicants, there is still more work that can be done to promote equality. For example, HR departments can conduct company-wide analysis to identify any gender disparities in departments or candidate pools and work to fix any issues they find. These kinds of initiatives show that the organisation values representation and inclusion.

“Organisations should continue to hire from diverse talent pools,” furthers Aqilla’s Thomas. “We know that greater diversity leads to increased revenue, fosters new thinking, and drives innovation.”

Elevating women at work

The onus can’t stop there. Once women enter the workforce, they require further support and development opportunities to help them reach higher paying positions. Becky Wallace, Head of People at LearnUpon, explains: "One of the most powerful tools we have to advance women in the workplace is learning. Development programs tailored for women that focus on negotiation skills, leadership training, and career progression are essential.

“Women need the skills and confidence to advocate for themselves, step into leadership roles, and close the pay gap. Managers must also take responsibility for addressing bias, whether it’s conscious or not. Unconscious bias training isn’t about ticking a compliance box; it’s about ensuring the people making hiring, promotion, and salary decisions are doing so fairly.”

One pressing issue in tech is the dropout rate of women – often due to juggling caring responsibilities with work. Fluent Commerce’s Kinsella explains, “providing equal maternity and

paternity leave helps normalise a more balanced division of childcare responsibilities, ultimately supporting women's career growth. These initiatives reinforce the idea that women can continue to advance professionally after returning to work, taking on more challenging roles with confidence.”

WorkJam’s Roy adds that organisations managing frontline workers can support female frontline workers by giving them “the option to pick flexible shifts to suit busy personal schedules and provide micro-training to stay accurate and up-to-date with the latest announcements and workplace changes. Allowing for earned wage access can also ease financial pressures that they may be facing outside of work.”

Driving change

International Women’s Day isn’t just a day to acknowledge progress; it’s also a call to action. “For those of us in leadership, that means more than just showing support; it means actively championing women, amplifying their voices, and tackling bias head-on,” concludes Wallace. “It’s on all of us to drive real change.”