Tackling gender disparity in the UK’s tech industry

Riaz Moola at HyperionDev explains how to get more women into tech and why it’s important

It’s well documented that technology and artificial intelligence (AI) have significantly transformed numerous industries by boosting efficiency, innovation and service delivery. 

Technology has streamlined manufacturing processes, revolutionised healthcare with advanced diagnostic tools, reshaped the financial sector through sophisticated trading algorithms and optimised retail inventory management and customer service.

Additionally, AI is vital in data management and analytics, enabling more profound insights and better decision-making processes across sectors. 

Yet, despite these advancements, gender disparities in the tech industry remain, highlighting ongoing issues of inclusivity and equality in this traditionally male-dominated field. While women obtain roughly half of science and engineering degrees, they represent only 26% of the UK tech workforce.

Although this figure shows progress from five years prior, the numbers still favour men disproportionately in leadership and technical roles. In the UK, the proportion of women hired into leadership roles dropped to 37.1% in 2023 from 37.8% in 2022.

For generations, women were deterred from science, technology, engineering and mathematics (STEM) careers and trades, such as computer science and construction, because of off-putting macho cultures and widespread primitive attitudes, including out-and-out sexism, intimidation and harassment. This is changing to the benefit of these industries and those they serve, but is there a danger of tech staying a “male closed shop” - especially at C Suite levels?

Certainly, gender stereotypes and norms continue to associate technological professions predominantly with men. 

Challenges also arise in recruitment and retention, where biases in hiring processes and workplace cultures hinder the inclusion and sustainability of women in tech roles.

Consequently, women pursuing STEM careers often leave the sector due to limited development opportunities, such as the disparity in promotions between them and their male colleagues. For instance, for every 100 men promoted to manager, only 86 women receive similar advancements. 

The unexpected recent shutdown of Women Who Code, which boasted a global community of 360,000 members across 145 countries, also prompted fears of a reversal in progress toward sexual equality in an industry still plagued by sexism. 

The risks of homogeneity in tech 

Tech companies that lack diversity run the risk of causing themselves harm. Teams comprised of similar backgrounds and perspectives breed groupthink, stifling creativity and innovation. In an industry where disrupting the status quo is key to success, this homogeneity is a recipe for stagnation. 

With users spanning the world, tech companies need teams that truly understand the diverse needs and cultural contexts of their customer base. Failing to have that representation means products and services will inevitably alienate large segments of potential users.

The competitive disadvantages can be severe – from suboptimal research and development, to tone-deaf marketing that repels rather than attracts. 

Narrow hiring practices that overlook underrepresented talent are leaving skills and perspectives untapped. According to a McKinsey report, companies that excel in diversity, particularly those with greater representation of women at the top, outperform their more homogenous peers by up to 50% in profits and share performance, exclusion has a substantial financial impact. 

How to get more women in tech

How can tech departments and providers ensure true parity of opportunity by identifying, encouraging, attracting and retaining top talent based solely on merit? 

Bridging the gender gap in the sector requires a concerted effort from various stakeholders, including governments, industry players, education providers and non-profit organisations. Identifying, nurturing and directing talent and enthusiasm should be a priority, regardless of sex, background or ethnicity.

One effective approach is hosting or sponsoring workshops that teach women and girls coding and other technical skills from an early age. This initiative, supported by educational institutions, corporate policies, mentorship programmes and governmental initiatives, can significantly enhance the representation and success of women in tech.

Companies can also adapt their recruitment practices to attract more women and minorities through targeted outreach programmes, structured interviews, anonymised resumes to obscure gender-identifying details and software designed to minimise unconscious bias, creating more equitable hiring processes.

Additionally, bursaries and scholarships for girls and women to enter the tech workforce can play a crucial role in promoting diversity and inclusion. Governments should prioritise tackling the talent gap and supporting successful job outcomes, with funded programmes like the current Skills Bootcamps instrumental in opening opportunities across the country.

Certainly, coding bootcamps offer an excellent opportunity for early tech and data enthusiasts, especially women, to gain the necessary skills, confidence and resources to navigate an industry that often presents more obstacles to females than males. 

However, there is vital work to be done in addressing the gender gap within the cohort of people who possess these skills.

All governmental parties need to commit to securing the long-term future of these upskilling programmes, especially for those who may not always be given the chance. This democratisation of education empowers people from various walks of life to contribute their unique perspectives and expertise to startups and businesses, fostering innovation and growth in the tech industry.

Make diversity a standard practice 

Getting more women into tech roles remains a systemic issue that requires multi-pronged efforts. While coding bootcamps and organisations can provide an avenue for skills training, they are not a complete solution on their own.

Moving forward, sustainable change requires investment into comprehensive programmes that provide wraparound support and an environment conducive for women to thrive in tech careers. 

Additionally, investors should be committed to supporting initiatives like Women Who Code. At the same time, leaders within tech companies need to actively promote and facilitate the advancement of women into leadership positions. 

Embracing diversity in the tech industry should become a standard practice. The goal is to achieve a diverse workforce that is inherently integrated into the industry’s culture and operational strategies.

We must accelerate our efforts to shut down inequity, ensuring that a diverse, inclusive workforce shapes the future of technology. This is a path that we are treading ourselves, having successfully increased female representation to 37.5% on the journey to 50:50.

Riaz Moola is CEO and founder of HyperionDev

Main image courtesy of iStockPhoto.com and MTStock Studio