The £3.5 billion question: Why are we losing women in tech? 

Here’s a number that should make every tech leader pause: 40,000–60,000 women walked away from tech careers last year alone. Not only is this a talent drain, but also an estimated £3.5 billion hit to the industry.  

Their top reasons for leaving? Limited career progression, lack of recognition and unequal pay, and benefits that don’t meet the needs of a diverse workforce.  

If we want to retain women in the tech industry, we need to move beyond recognising the problem and start acting on it. That means creating environments where women can progress, feel valued, and see a future for themselves.  

Here’s why women are leaving tech — and what we can do to keep them  

Limited opportunities for progression  

Only 20% of UK tech workers are women, and just 26.5% of CEO or senior leadership positions. Without clear advancement routes, talented people can feel stuck and start looking elsewhere.   

Career ladders need to be signposted. Transparent promotion criteria, regular development conversations, and visible success stories all make advancement feel possible. Leadership programmes that actively encourage women into senior roles can be a game-changer.   

At FDM, our Senior Women’s Leadership Network offers dedicated coaching and progression pathways, making the journey to leadership clearer and more accessible.  

Imposter syndrome and self-doubt  

Self-doubt can creep in quickly in a new role. Around 70% of women experience imposter syndrome during their careers, and a male-dominated industry like tech can magnify those feelings. Constantly questioning whether you “deserve” to be in the room takes a toll.  

Setting achievable goals, celebrating milestones and hearing personal stories from others who’ve faced similar doubts can also help reframe the narrative. When leaders share their moments of uncertainty, it normalises the experience and removes the stigma.  

Lack of certain employee benefits   

Flexible, hybrid, and remote working options are no longer “nice to have”; they’re a deciding factor in whether someone stays or goes. In the Women in Tech survey, 63% of women said flexible working was among their top three priorities, followed by remote working and training opportunities.  

When workplaces adapt to life stages, whether that’s supporting parents, creating space for further study, or recognising the impact of menopause, people can manage their responsibilities without sacrificing career growth.  

Tanya Steyn, now a Delivery Manager for a major supermarket chain, had built a 20-year career in IT project management in South Africa before a series of life events led to a long career break. Struggling to find opportunities to re-enter the workforce, she joined FDM’s Returners Programme, where tailored coaching, intensive upskilling, and industry-recognised certifications helped her rebuild confidence, refresh her skills, and step back into a senior role.  

At FDM, flexibility is embedded in how we work, and ongoing training is available throughout a consultant’s career. This approach not only supports work–life balance but ensures skills stay relevant in a rapidly changing sector.  

A culture that feels exclusive  

According to People Managment, 75% of women reported experiencing gender bias or discrimination at least once in their careers.  

Training managers recognising and addressing unconscious bias, ensuring all voices are heard in meetings, and creating spaces to celebrate a variety of achievements can make a real difference. Public recognition not only boosts morale but signals to others that their contributions will be valued.  

At FDM, recognition programmes like She Lives Tech and Consultant of the Month highlight achievements across the business and on our social channels, ensuring visibility for a diverse range of role models.  

Not enough role models or mentors  

If you can’t see someone like you in a role, it’s harder to imagine yourself there. The absence of visible female leaders and mentors limits the inspiration and guidance available to women entering or advancing in the industry. 

Showcasing women in senior positions, creating structured mentorship programmes, and engaging with schools and universities to encourage more female students to pursue STEM subjects all play a part in shifting the narrative. Early exposure to diverse career stories helps girls and young women picture themselves thriving in tech.  

All-female digital bootcamps introduce participants to industry role models while developing technical skills, showing from day one that women belong in every part of the sector.  

Gender pay gap  

The gender pay gap in tech stands at 16%, higher than the UK national average of 11.6%. This gap isn’t just about starting salaries; it’s linked to slower promotion rates and underrepresentation in senior roles. For every 100 men promoted to manager, only 86 women reach the same level.  

Pay transparency is essential. Publishing salary bands, running regular pay audits, and ensuring promotion processes are bias-free help build trust. The more women see that advancement leads to fair pay, the more they’ll stay and grow their careers within the sector.  

Our Returners Programme has brought more women into senior-level positions, helping to address pay inequality and create long-term change.  

Conclusion  

At FDM, we know change is possible. 36% of our global workforce identify as female, up from 31% two years ago. Initiatives like our Returners Programme, all-female digital bootcamps, and Senior Women’s Leadership Network are helping open doors and create pathways for women in tech. 

The challenges are clear, but so are the opportunities. By working together, industry leaders, employers, and individuals can make sure women don’t just enter the tech sector; they stay, progress, and shape its future.  

Get in touch to find out more about our fresh pipeline of diverse talent, highly skilled and ready to join your teams.