Women in technology: Recommendations

Ending 'Tech Bro' Culture

For many years we’ve heard from our members about the prevalence of a 'tech bro' culture, which can prevent women feeling included, supported and helped to progress in a range of organisations. We are asking companies to properly enforce policies towards discrimination and bias, both overt and subtle. This includes fostering inclusive leadership, and promoting accountability at all levels, with male tech leaders setting a clear example of allyship. By reshaping the industry to be more inclusive, diverse voices can flourish, encouraging a greater number of women to pursue tech careers. Emphasising teamwork, collaboration, and respect will make tech a welcoming field for all.

Inclusive Curriculum Reform

The UK must reform its computing curriculum to ensure it is engaging and relevant to a broader range of students, particularly beyond age 14. By introducing a digital curriculum that reflects diverse career pathways—from programming to digital marketing, cybersecurity, and creative tech—students will see the wider value of digital skills, motivating them to continue their studies. Prioritising inclusivity and linking curriculum content to real-world applications will help retain more young women and underrepresented groups, fostering a future workforce that reflects the UK's diversity.

Support for Black Women in Tech

Black women make up less than 1% of tech specialists, and to address the unique challenges faced by black women in the tech industry, government supported career development programs must be established. These should include mentorship opportunities, leadership training, and networks designed to amplify their voices and experiences. Combating 'tech bro' culture requires a cultural shift in companies, with a focus on creating inclusive and supportive work environments.

Flexible Work Policies

Implementing flexible work policies is essential to retain women, carers, and individuals with disabilities or health-related needs in tech. Employers should offer adaptable schedules, remote work options, and job-sharing opportunities to accommodate different life circumstances. Such policies not only ensure greater workplace inclusivity but also boost job satisfaction and productivity. This flexibility is critical for empowering women to remain in or return to the tech sector after career breaks, ensuring talent is not lost.

Increase in Part-Time Opportunities

The tech profession must address its stark disparity in part-time roles, where only 5% of jobs are part time compared to 23% in other sectors. To attract and retain women, particularly those balancing family responsibilities, part-time and job-sharing roles must be expanded. Employers should adapt hiring practices to offer flexible job structures that cater to diverse needs, making tech careers more accessible and sustainable for women who might otherwise leave the sector.