Tech is one of the fastest-growing industries,
with reports finding that it has expanded more than two and a half times faster than the
rest of the British economy, with approximately 2.1 million jobs created in recent
years.
Despite the growth in the sector, in 2025 it
was found that in the UK women make up just 22% of total tech roles. Representation has
increased by only 3% over the past 5 years, the growth of women in this industry is still
too slow.
Closing this gap will allow the tech industry
to become more representative and equal, and also will build a more creative, inclusive and
future-ready tech sector where everyone has the chance to contribute and thrive.
The education pipeline - Gender imbalances begin in education, when selecting optional GCSE subjects, societal norms still shape the choices that young women make. This could be due to the assumptions that tech “isn’t for women” and a lack of female role models in the industry. Because tech subjects such as computer science are not as popular to be picked by young women at school, this means that at university level there are just 23% of women in computer science, and 23% in engineering and technology degrees.
Pay and promotion barriers - Women with 11-20 years’ experience wait over 3 years for promotions vs 2 years for men and over half of women earn below the expected pay for their level.
Retention challenges – Women often leave the tech sector at higher rates than men. It was found that in 2025 40,000 - 60,000 women exited their tech job, costing the economy billions. This may discourage women from pursuing a career in the tech industry.
Workplace culture – Women in Wales have reported a lack of recognition, inadequate pay, and a toxic culture within the tech workplace.
How can we overcome these barriers?
Visibility and role models matter. Increasing the visibility of women working in tech, particularly Welsh women, helps challenge outdated stereotypes about who belongs in the industry. When young women see people like them succeeding in tech, they may be more likely to choose tech subjects at school and pursue related degrees and careers.
Stronger support networks can improve retention. Mentorship schemes, women-led tech communities and peer networks give women spaces to share experiences, access guidance and build confidence. These networks are particularly powerful in reducing isolation and encouraging women to stay and progress within the sector.
Workplace culture must evolve. Employers play a crucial role by addressing pay gaps, improving promotion transparency and tackling toxic or exclusionary cultures. Inclusive leadership training, flexible working policies and clear progression pathways can help ensure women don’tjust enter tech - but thrive in it.
Celebrate success loudly. Actively recognising women’s achievements through awards, showcases and public storytelling helps shift narratives around leadership and excellence in tech. Celebrations are symbolic and also signify that women’s contributions are valued and worth aspiring to.