SWITCH’s Post

9%.   That is the share of #women in #tech roles in #Europe today, and this number is declining. It is often mentioned, but on this Digital Women’s Day, now expanded into a more ambitious initiative called Join Forces & Dare, it feels like another reminder that progress is still not moving in the right direction.   According to a recent McKinsey & Company report, this trend is unfolding even as companies continue to talk about a “talent shortage,” particularly with the rise of #AI.   A few key takeaways: 👉Women now represent only 13% of tech leadership roles 👉And just 8% of executive positions 👉Nearly 1 in 2 women report still experiencing sexism or bias in the workplace 👉And many leave the industry within the first years of their careers   What emerges from this analysis is a systemic reality: there is no single breaking point, but several.   It starts upstream, at the education and career choice stage, where #young women are still less likely to naturally project themselves into these paths, influenced by persistent stereotypes and a lack of role models.   Then, once in tech, careers become increasingly fragile. Representation drops quickly, particularly in management and executive roles.   Finally, the work environment remains a central issue: persistent bias, higher standards of proof, and a significant amount of invisible work that is still under-recognized.   The reality is simple: women are not lost at one stage. They are lost throughout the entire journey, and this is precisely where the issue lies today.   https://lnkd.in/e8KsG4aG  

In recent years, the role of women in technology has been a hot topic, and for good reason. As we continue to push for more representation, it's worth taking a step back to see how far we've come and where there's room for improvement. Let's look at some statistics: - Women represent 24% of all tech jobs, up from 21% just five years ago 📈. - 15.9% of women hold leadership positions in IT, a small but significant increase 👩💼. - Companies with more women in tech roles see a 35% higher return on equity. - In life sciences, women make up 47% of the workforce but only 24% of leadership roles. - For AI research roles, women hold just 18% of the positions. - The software industry has 22% female professionals. - Only 14% of hardware positions are held by women. - Women constitute 28% of the workforce in SAAS companies. While these numbers show progress, there's still a long way to go to achieve true gender parity in the tech and IT sectors. Here are some key areas that need attention: - Mentorship Programs: Providing guidance to women through mentorship can bridge gaps and foster career growth. - Balanced Hiring Practices: Ensure job descriptions and recruitment processes are free of biases and appeal to a wide range of candidates. - Work-Life Balance: Flexible work options and parental leave policies can significantly impact retention rates for women in tech. These steps not only help in improving gender representation but also drive innovation and productivity. #WomenInTech #EqualityInTech #HiringWomen

Why women are still underrepresented in tech isn’t a pipeline problem. It’s a retention problem. Women are entering the industry and now make up around a quarter of the global tech workforce. But the real question isn’t how many enter. It’s how many stay and how many progress. Because the biggest gap shows up in retention and advancement. More than half of women leave tech mid-career, often right at the point where leadership opportunities should begin. Not because they lack capability. But because they lack support, sponsorship, and environments where they can truly grow. If we want to change this, the focus needs to shift. Not just getting women into the room, but improving what they experience once they’re there. Because the goal isn’t just to open doors, it’s to make sure women can walk through them, stay, and lead. And that starts with building stronger communities, better support systems, and workplaces where growth is actually possible.

Inclusion in tech isn't a box-ticking exercise for us — it's deeply personal. As a female-led technology company, we know first-hand what it means to navigate a sector that wasn't always built with you in mind. Which is exactly why we're committed to helping change that — not just within our own walls, but at a systemic level. So when the government launched its Call for Evidence — Building a future tech sector that works for everyone — we didn't hesitate to respond. Because here's what we genuinely believe: the current moment presents a real opportunity for women who've been underserved by the tech industry for decades. The shift towards skill-based and fractional hiring is creating a market that's far better suited to those balancing caring responsibilities with work. And the pace of change in technology means that women who've taken a career break can upskill on the latest tools and quickly become highly valuable to employers — if they're given the right support to get there and market themselves effectively. These aren't silver linings. They're genuine structural shifts — and we think policymakers need to hear that and act on it. Diversity drives better products, better decisions, and better outcomes for everyone. At Alix, we believe that — and we're putting it in writing. Watch this space. 👀 #WomenInTech #InclusionInTech #DiversityAndInclusion #TechForEveryone #FemaleFounder #FractionalWork

This week, I learned about The Women Pivoting to Digital Taskforce, which has been running since 2024 for the first time. It aims to help businesses fill critical talent gaps while also addressing the underrepresentation of women in digital careers: a very worthy goal. So why, as a woman in tech, am I only just hearing about it? The statistics here are sobering. A Deloitte 2023 report showed that only 14% of women in tech roles are at the mid-career level. In AI and data science, women make up less than 25% of the workforce, according to the Alan Turing Institute. There are several familiar factors that contribute to this issue: caring responsibilities, stereotyping, and the challenge of balancing career and family life. But in my experience, one of the biggest barriers has to be confidence. We know that women often only apply for roles when they can meet all of the requirements, whilst men will do so when they meet around 60%. In a sector that is evolving and changing so quickly, this can translate into a worrying lack of diversity. And when these roles are helping to shape the social and employment future of our world, that should be a concern for all employers. I know so many amazing women in my network who are delivering technical outcomes and impact every single day, but would never have the confidence to own and define their work in those terms. If you are a woman in tech, or aspiring to pivot into digital, and want the confidence to define yourself as such, please do check out the Taskforce and the support available: https://lnkd.in/eszHNKTz I’d love to hear from women who have made this pivot - what gave you the confidence to make the move, and what support made the biggest difference? #WomenInTech #DigitalCareers #CareerPivot #WomenInSTEM #TechDiversity #CareerDevelopment

The numbers don’t lie: Women remain significantly underrepresented across the technology industry in 2026. Women make up nearly half of the global workforce – but only about 22% to 25% of the tech workforce. In leadership, the numbers drop even further. And perhaps the most concerning stat of all: Roughly 50% of women leave the tech industry by their mid-thirties. This isn’t a talent problem. It’s a recruitment, retention, and culture problem. At TSRM Group, we believe one of the biggest opportunities to close this gap is by expanding access to tech sales careers and creating stronger pathways for talented professionals with transferable skills to break into the industry. Throughout April, we’re celebrating the women leading and innovating across tech – while also taking an honest look at the work still ahead. Our latest blog dives into the numbers, the challenges, and the opportunities for women in tech. You can read it here: https://lnkd.in/gRksqcUG. What do you think is the biggest barrier women still face in tech today? #WITDAY #WomenInTech #TechSales #DiversityInTech #TechCareers #ITSales #TSRMGroup

If you've been following the clickbait drama over the last few weeks - women missed the AI train, Reese Witherspoon encourages women to get AI curious and gets pounded for promoting AI. This seems to capture the impossible standard for women we are: too slow or too fast, too loud or too quiet, never just right. What I want to say out loud for my sisters in tech is that no one is leaving us out we are opting out for reasons that have been well documented. If you are worried about the diversity of the AI workforce especially in leadership (which you should be) fix the problems the tech sector has with women. The story goes like this - women endure until they don't then they either leave silently because of burnout or file a complaint and sign an NDA. In both cases their story never gets told. The narrative perpetuates that women just don't want those jobs. They don't want those jobs under the conditions of today, but they want and we need them in the jobs shaping technology. What's your story you never got to tell? https://lnkd.in/ebe8Gzix

Women are leaving their tech careers at higher rates than men due to a range of workplace challenges and systemic barriers. Here are a few of those challenges... what can we do to stop it? 1. Toxic Workplace Cultures: - "Bro Culture" and Exclusion: Many women encounter a predominantly male environment that can feel isolating and even hostile. 2. Unequal Pay and Lack of Advancement Opportunities: - Gender Pay Gap: The tech industry continues to grapple with a gender pay gap, where women often earn less than their male counterparts for similar work. This sends a message that their contributions are undervalued, leading to frustration and prompting them to seek more equitable career paths. - Limited Career Growth: Women frequently face obstacles in career advancement due to promotion bias, lack of mentorship, and challenges in accessing leadership roles. 3. Insufficient Support Systems: Women at mid-career often navigate additional challenges, such as balancing family responsibilities and health considerations, without adequate support from their employers. These factors create a challenging environment for women in tech, resulting in many leaving the industry by the age of 35 or mid-career. Addressing these systemic issues is essential for retaining talented women and fostering a more diverse and inclusive tech industry.

💡 Back yourself, even before you feel ready. This Saturday marks International Women in Tech Day, and our very own Emily Steen, AI Solutions Developer at Thrive, is sharing her journey of taking on a technical role. Her message? The gap holding women back isn't talent — it's confidence. "Too many women feel they need certainty before they step up, while men around them are more likely to back themselves while learning on the job." She also encourages women interested in AI to start building now, experiment with tools, join communities, and get into the room before you feel ready. Confidence doesn't arrive first. It builds through exposure. We're incredibly proud to have Emily and so many inspiring women as part of the Thrive team. 🙌 Read the full article: 🔗 https://hubs.li/Q049q-Yq0 #WomenInTech #InternationalWomenInTechDay #AI #TechCareers TechDay US

Proud to see Emily Steen sharing such an important message for International Women in Tech Day. Talent is not the barrier, confidence and opportunity often are, and leaders have a responsibility to create environments where people can step up, learn, and be supported. Back yourself, and build confidence through exposure and action.