A company’s commitment to diversity and inclusion has become a decisive factor for many women considering roles in the technology sector, according to new research from SheCanCode and recruitment firm Client Server.
The survey found that 63.6% of women in tech consider an organisation’s approach to diversity and inclusion “very important” when applying for a job, while 18.2% said it is “essential” and they would not apply to a company without it. A further 18.2% described it as “somewhat important”, suggesting inclusive workplace practices are now a core consideration for candidates evaluating potential employers.
The findings come as the tech sector continues to face scrutiny over gender representation and the barriers women encounter when entering and progressing within the industry.
“Women in tech are increasingly intentional about the environments they choose to work in,” said Kayleigh Bateman, Managing Director, Community and Partnerships at SheCanCode.
“Our findings show that diversity and inclusion is no longer a ‘nice to have’ for candidates – it’s a key factor in deciding where to apply and build a career. Organisations that want to attract and retain talented women need to demonstrate genuine commitment and progress in this area.”
Alongside diversity commitments, the survey highlights shifting priorities among women in tech when assessing new roles. Flexible or remote working was cited as the most important factor by 33.3% of respondents, followed by learning and development opportunities (27.3%) and the purpose or impact of the work (18.2%).
By contrast, more traditional drivers such as salary (6.1%), career progression (6.1%) and job security (6.1%) were cited less frequently as the most important considerations.
The findings also suggest ongoing concerns around fairness in recruitment processes. 39.4% of respondents said they have felt disadvantaged in tech hiring because of their gender, while 39.4% said they had not experienced this. A further 21.2% said they were unsure or preferred not to say.
When asked about the biggest barriers facing women in the industry, respondents most commonly pointed to career progression (24.2%), followed by confidence and imposter syndrome (21.2%). Leadership representation (15.2%) and workplace culture (12.1%) were also cited as barriers, alongside issues such as hiring and interview processes (9.1%), pay equity (6.1%) and the lack of role models (6.1%).
The survey further suggests that retention remains a major issue for employers. Respondents said they would be more likely to stay and progress in a tech role if companies provided transparent career paths and clear progression opportunities (27.3%), as well as ensuring employees feel valued and heard (24.2%) within an inclusive and supportive culture (18.2%).
Bateman said the findings highlight the importance of organisations focusing not just on recruitment, but on creating environments where women can build long-term careers.
“Creating inclusive workplaces isn’t only about attracting women into tech roles,” she said. “It’s about ensuring they can thrive once they’re there – with clear progression pathways, supportive cultures and opportunities to continue learning and developing throughout their careers.”
The results reflect a broader shift in expectations among women working in technology, as candidates increasingly weigh culture, inclusion and long-term development alongside more traditional job considerations.
Speaking about the report, Karen Simons, Head of Advertising at Client Server, said, “At Client Server, we sit at the intersection of companies and the tech professionals they want to attract.”
“Many organisations genuinely want to hire more diverse talent, but the real challenge is understanding what they need to offer — and how to demonstrate that commitment authentically.”
“Our role is to act as a trusted advisor to both sides: helping businesses build environments where diverse talent can thrive, while ensuring the candidates we represent find opportunities that align both technically and culturally. True and sustainable progress happens when those two things meet.”
