A recent report from Women in Tech North and Tech Returners highlights that enhancing diversity in the tech sector largely depends on businesses creating alternative pathways into tech careers. The “2024 Reframe Women in Tech” report gathered insights from thousands of women in their communities, revealing that 76% believe companies should prioritize the development and support of non-traditional routes to encourage more women to pursue tech roles.
Beckie Taylor, co-founder of Tech Returners, noted that the recent decline in tech recruitment and shrinking budgets—referred to as the “tech winter”—have affected how companies view diversity, equity, and inclusion (DE&I) initiatives. “With cuts to talent and DE&I roles, tech hiring has slowed, and DE&I is once again perceived as a ‘nice to have’ rather than essential for real innovation,” she explained.
Taylor emphasized the importance of diverse teams for creating products and services that genuinely meet consumer needs, cautioning that many businesses neglect this priority, which could hinder their long-term success. Those advocating for alternative pathways to tech understand their significance, but influencing businesses to prioritize these approaches remains challenging, limiting progress in building more inclusive tech teams. “During the ‘tech winter’, few innovative companies have invested in initiatives like returner programs, apprenticeships, boot camps, or mentorships, but those who did have reaped significant benefits and will ultimately gain an advantage,” she added.
Several factors contribute to the lack of interest among women and girls in technology careers, including insufficient awareness of tech job roles, a perceived lack of inclusion in the industry, and a shortage of visible role models to guide them. Addressing these challenges requires a focus on education; 70% of women surveyed feel that raising awareness about the barriers women face in tech should be a priority for businesses.
The report also underscores the importance of consulting with women in the sector to better understand their challenges and share those insights to facilitate solutions. Emma Macgregor, head of marketing at Tech Returners, stated, “This issue affects everyone. There is a gap between women’s experiences and societal understanding of those experiences. Without a broader awareness, workplaces will struggle to provide the inclusive support that is essential. It’s about fostering an environment where everyone can support and advocate for the diverse experiences women encounter in tech and beyond.”
Concern about diversity persists throughout the tech industry, from education to retention. A few women expressed that initiatives to raise awareness of tech career opportunities should start early in the educational pipeline, directly engaging with educators to inform girls about these career paths. Nearly 20% advocated for businesses to reach out to minority groups to increase awareness and encourage applications for tech roles.
The presence of visible and accessible role models was cited by many women as a vital factor for attracting women and other underrepresented groups into the tech field. Half of the respondents emphasized the need for businesses to focus on leadership development programs to ensure women can ascend the tech career ladder, enhancing their visibility and influence within organizations. Just under 10% suggested that companies should “authentically showcase” diverse role models, but only if done genuinely.
The report delves deeply into hiring practices, indicating that while many companies have started taking steps toward building more diverse tech teams, significant improvements are still required. Nearly 70% of participants stressed the importance of having more women involved in the hiring process to introduce diverse perspectives. Strategies such as removing degree requirements and eliminating gender bias in job descriptions were highlighted as key measures to enhance diverse hiring.
For instance, 37% of women indicated that salary transparency in job postings is crucial to ensure equal pay for comparable roles. A quarter of those surveyed also believed job descriptions should be crafted inclusively to avoid deterring women applicants. However, hiring is just the first milestone; retention hinges more on internal culture and the implementation of inclusion and belonging practices, necessitating additional efforts from businesses.
Taylor remarked, “A DE&I roadmap can play a crucial role in helping businesses assess their current status and chart a course for improvement, with clear milestones and priorities. A company that understands its ‘Why?’ might adopt several key practices such as DE&I training, incorporating diverse input into policy decisions, crafting inclusive job postings, and providing transparent information about flexible working arrangements. Each of these components contributes to a broader objective.”
According to the Tech Talent Charter, a third of women in tech have considered leaving their roles, and a quarter of those who departed recently left the industry altogether. These figures could worsen if the sector does not adapt to be more inclusive of all individuals. To foster a more welcoming workplace, half of the respondents suggested increasing women’s involvement in policymaking to ensure representation across the workforce.
Creating employee resource groups was deemed a priority for 21% of women, as these groups can provide a supportive and inclusive atmosphere for sharing experiences and networking. With several notable diversity initiatives shuttering in recent months, it is vital for companies to continue their efforts in promoting diversity and inclusion to avoid losing ground.
Macgregor concluded, “Diverse teams bring varied perspectives, which leads to enhanced products and services. Diversity isn’t merely beneficial for people; it’s a strategic business decision that drives performance and profits.”