How to find, foster & build a culture that empowers women in tech

Karen Webb, VP People at Trint. A fully qualified HR professional with 10+ years experience leading and developing people & talent functions.

Karen is passionate about creating inclusive workplace cultures and aligning people strategies with business goals.

It’s no secret that women are still underrepresented in tech roles.

After all, they make up only 26% of the IT workforce (Women in Tech). While that’s up from previous years, there’s still a long way to go to reach gender parity in the industry. So what can we do?

For leaders

Company culture starts from the top. It’s up to business leaders to set the tone for the rest of their team and that means building a culture that empowers women in tech.

Focus on retention

Before racing to hire more women, focus on holding onto the powerful female team you have. Shine a spotlight on their wins, amplify their contributions and ensure women are visible at every level of your business. You want to create a culture where women feel seen, supported and empowered to thrive.

Establish a D&I policy

Establishing a clear diversity and inclusion (D&I) policy shows you’re serious about your goals. You might set a target to increase women in leadership roles by 20% over three years or aim for gender-balanced shortlists for all senior hires. But be careful not to make it a box-ticking exercise. D&I should be woven into your overall business strategy, influencing everything from hiring and promotion decisions, to the way your day-to-day operations work.

To keep the momentum, make sure everyone across the company understands your policies and feels part of the mission. Host regular training on unconscious bias, inclusive leadership and career development to keep awareness high and skills sharp across the organisation.

As a leader, it’s just as important to be open to learning yourself. Build transparency into your culture with honest feedback opportunities like anonymous surveys and open forums. If you want people to speak up, you have to show you’re listening.

Review your hiring process

You might not realise it, but even your recruitment methods can impact the types of applicants you get. Job adverts in male-dominated industries like tech tend to use more masculine wording, whether conscious or not. The result? Women find the role less appealing and less welcoming. Research from Harvard Business School also shows that women are less likely to apply for jobs unless they meet every single qualification. Companies can encourage a wider applicant pool by being specific about the requirements and qualifications required for the role, reducing ambiguity that could be unintentionally discouraging women from applying.To remove as much bias from the recruitment process as possible, stick to gender neutral language in your job descriptions, be specific about your requirements and make hiring panels as diverse as you can.

Inspire future employees

It’s not just about inspiring those already interested in tech. PWC data shows that only 27% of female A-level and university students would consider a career in tech and a mere 3% would pick it first. Clearly, our encouragement needs to start earlier. By partnering with education programs, offering internships and creating outreach initiatives, companies can show young women what a career in tech could look like and that there’s a place for them.

For employees

Building an empowering culture isn’t just the responsibility of leadership — every employee has a role to play.

Be an ally

One way to contribute is by being an active ally. This means listening to and amplifying women’s voices, calling out bias when you see it and standing up for inclusive practices. Even small moves, like crediting someone’s idea in a meeting or questioning outdated assumptions, can shift the culture in a big way.

Become a role model

If you’re a woman who’s already working in the industry, put yourself forward as a role model. This can be done by mentoring junior colleagues or sharing your knowledge on social media. Empowerment is contagious and your actions may help to inspire and encourage other women to step forward too.

For jobseekers

Company leaders can establish an empowering company culture and employees can foster that culture. But what if you’re just starting out in tech? As a jobseeker, you have more influence than you might think. By choosing companies that genuinely live their values, you’re not only securing the right environment for yourself, but raising the bar for the whole industry.

Look for examples of diversity

If you’re applying for roles in tech, look for companies with clear D&I initiatives. While some organisations proudly highlight these on their website, others might show their values through action. For example, look at how much female representation they have on their leadership team. Do they offer transparent career development pathways? Equal pay and benefits? These benefits might include flexible work arrangements, so employees can balance their work life around family commitments. Or perhaps they offer family leave for all parents, regardless of gender.

Some brands may have blog posts celebrating their female employees — evidence that they’re amplifying women’s voices. Remember, you can also ask questions about their D&I policy and goals in your interview. You can read more about identifying a tech company committed to gender diversity here.

Building and fostering an inclusive company culture is a collective effort. While leaders set the foundation, employees can do their part to drive it further and jobseekers can opt for organisations that align with these values.