Women in Tech: The Next Ten Years Must Be About Action

As an HR leader passionate about equity and inclusion, I was struck by this year’s theme for International Women’s Day, Accelerate Action, which calls for greater momentum in tackling the systemic barriers and biases that women encounter in both their personal and professional lives. According to the World Economic Forum, we are five generations and more than a century away from true gender parity in business at the current rate of progress. In the technology industry, the gap is particularly stark. It’s clear that women are underrepresented in tech, but data from PwC’s recent Women In Tech report paints a bleak picture, with only 3% of females surveyed planning to choose a career in tech, 78% unable to name a famous female working in tech and 5% of leadership positions held by females in the industry as a whole.

Strides have undeniably been made in recent years; more companies are setting diversity targets, conversations about inclusion are becoming more mainstream, government initiatives like STEM scholarships, mentorship programs and funding for female-led startups are helping to level the playing field and programmes like the Women in Innovation Awards and the Tech Talent Charter are pushing businesses to take meaningful action on gender diversity.

These are all fantastic initiatives that continue to make an impact. However, the statistics show that we must be very clear about how far we still have to go. Whichever way you look at it, women remain underrepresented in senior technical roles, continue to earn less than their male counterparts and face biases that limit their career opportunities, and the hard truth is that without real, measurable change, International Women’s Day risks becoming little more than corporate greenwashing.

We cannot just rely on external efforts; we all have a part to play in urging businesses to actively build inclusive environments that empower women to succeed and grow in their careers and take concrete steps toward closing the gender gap, particularly in industries where progress has been slow. If the next ten years are to yield real progress, they must be focused on action, not just optics.

Corporate Accountability

From my perspective, the challenge isn’t just about attracting and hiring more women, it’s also about retaining them. We know that women in tech leave the industry at a significantly higher rate than their male counterparts and that this often comes down to environments that aren’t set up for their success. Many women feel they have to work harder to prove themselves, manage biases related to their leadership styles and navigate cultures that weren’t designed with them in mind. The hurdles can feel overwhelming.

If we’re serious about Accelerate Action, we need to shift our focus from recruitment to retention, development and leadership. This means closing pay gaps, clarifying pathways for progression and creating cultures where women not only have a seat at the table but are also truly heard, respected and promoted.

The Next Decade: My Recommendations for Progress

The future of women in tech will be shaped by companies that move from performative gestures to measurable change, with the most successful among them understanding that innovation and product development thrive when diverse perspectives are included at the decision-making table. We’re beginning to witness this shift, and now is the time for all of us to ramp things up. Here’s what that looks like:

• Pay transparency and regular equity audits: If you’re not actively reviewing and addressing pay disparities, you’re part of the problem. Companies need to ensure that all employees are compensated fairly for their contributions.
• Creation of leadership pipelines for women: Businesses must invest in mentorship, sponsorship and clear pathways to leadership roles. By promoting diverse voices, companies can make better decisions and drive innovation.
• Flexible, inclusive policies that support retention: This means implementing real parental leave policies, better return-to-work support and creating workplace cultures that don’t penalise individuals for any caring responsibilities.
• Bias training with real consequences: It’s not enough to send managers to a workshop. Bias needs to be actively identified and addressed in hiring, promotions and everyday interactions to ensure a truly inclusive environment.
• Holding companies accountable: It’s time to move beyond vague diversity commitments and demand real data and reporting on progress. Companies should be transparent about their efforts and outcomes, showing how they are working to create a more equitable workplace.

Ultimately, the next decade must be about fostering environments where women can contribute their ideas and insights, leading to innovative solutions that benefit everyone.

At Zest, we are committed to making gender equity a reality and not just a talking point. Our reward and recognition structures are equitable, we have transparency in career progression and are very proud of our culture where women are supported and empowered. Our hiring processes are designed to eliminate bias and we ensure that flexible working options enable all employees to thrive. While there is always more work to do, we are proud of the steps we’ve taken to create an environment where women don’t just join our company, but stay and grow with us.

Call to Action:

This International Women’s Day, I challenge every company to move beyond aspirational statements and take real, measurable action. Don’t just celebrate the women in your business, report on how you are changing the structures that may be holding them back. Share how your company is closing pay gaps, supporting career progression and making tech an industry where women want to stay. If you’re not doing this yet, now is the time to start.