There’s an incredible amount of world-class innovation happening across the UK right now; at the heart of all of this innovation is technology, driving progress and reshaping the future.
Despite this transformative shift, there is a well-documented shortage of digital skills, with women and underrepresented groups at the heart of this shortage.
Many businesses claim they struggle to find skilled candidates, yet they overlook or fail to support women breaking into the field. Whether it’s biased hiring, rigid work policies, or a lack of career development programs, the barriers remain. It’s time to move beyond lip service and actively create pathways for women to not just enter but thrive in tech, from hiring all the way to leadership.
Diversity must be proactively driven, not just encouraged
Talking about diversity isn’t enough.
We’ve seen organisations such as Meta and Amazon shutting down their diversity programmes in recent months as political pressure grows, and this means the businesses fighting for DEI have to be even more dogged in their determination to drive change.
Companies need structured hiring processes, mentorship programs, and inclusive workplace cultures to make real progress. Women are underrepresented in the UK tech industry, making up 26 per cent of the workforce and holding only 5 per cent of leadership roles.
So how do we change that? First, hiring must be intentional.
One of the most effective ways to drive diversity is through robust hiring processes that ensure fair representation. Diverse interview panels and bias-free job descriptions can help attract a wider talent pool.
Once women are in the door, companies need to focus on retention through mentorship and sponsorship programs.
Beyond hiring, internal mentorship and sponsorship programs are essential to provide guidance and opportunities for career advancements. Pairing junior women with experienced mentors can accelerate their progress,
These initiatives provide support, networking opportunities, and professional growth, ensuring women don’t just get hired but actually advance in their careers.
Internal initiatives make a difference
Real change comes from targeted efforts within companies, rather than relying solely on industry-wide shifts.
Many forward-thinking businesses are launching programmes that actively support women in tech. One initiative, led by AND Digital, is ‘AND She Can’, which promotes and supports women entering and advancing in tech roles.
This helps to provide role models, professional development and a sense of belonging, which are critical factors in retaining diverse talent.
We cannot close the digital skills gap without a diverse and thriving workforce, nor can we do so without supporting the diverse communities around us by making digital education accessible to all. This means providing upskilling opportunities, not just for employees but also for the communities they serve.
Thought leadership events and publications that address the barriers women face in tech are crucial to moving the conversation forward. Open dialogue about challenges, such as pay gaps, career stagnation and workplace biases, helps create awareness and drives necessary action.
Diversity in tech has stalled, but there’s hope
Let’s be honest, diversity in tech hasn’t made much progress in recent years.
Redundancies, restructures, and economic uncertainty have shrunk opportunities for everyone, but women have been hit particularly hard.
But progress isn’t linear, and diversity moves in waves. The businesses that will ‘win’ are the ones that will stay competitive and will continue to put the diversity agenda at the heart of their business strategy. Not just in hiring, but in targeting customers too.
Diversity in the technology sector has advanced much over the past five years, and has even stagnated due to economic pressures. As some businesses put an end to their DEI efforts, we need to see the forward-thinking businesses double down on diversity across all aspects of their operations.
Businesses shouldn’t follow along like sheep, they cannot lose faith in the power of a diverse workforce. As a society, we should be encouraging more women into tech to provide more empathetic leadership and diversity of thought.
