Despite decades of technological progress, the tech and IT sectors remain disproportionately male. In the UK, women currently account for just 24% of the tech workforce, according to TechUK. For SMEs and mid-market companies focused on innovation and growth, this represents both a challenge and an opportunity.
Empowering women in industry (especially in technology) must become a strategic priority, not just a corporate social responsibility initiative. Greater gender diversity delivers tangible business value, drives innovation, and improves decision-making outcomes. For small and mid-sized enterprises, which often pride themselves on agility and modern leadership, the case for action is clear.
This article explores why closing the gender gap in tech is a strategic imperative, the structural challenges that persist, and what practical steps forward-looking organisations can take.
Why we need women in tech: More than just representation
There’s a growing body of evidence that diverse teams perform better. According to a 2020 McKinsey report, companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability.
When women are equitably represented in tech and IT roles, companies see benefits across multiple dimensions:
Innovation: Diverse perspectives lead to better product development and customer insight. In a sector that thrives on innovation, a homogenous workforce is a strategic liability.
Customer alignment: With women making up over half the population (and often the majority of household decision-makers) having more women involved in tech development ensures solutions are more inclusive and relevant.
Talent pipeline: The UK faces chronic digital skills shortages. Women remain an under-tapped source of talent in critical STEM roles.
For SMEs who may not have the hiring resources of large enterprises, ignoring half the potential talent pool isn’t just inequitable, it’s inefficient.
Structural barriers: Why the gender gap persists
Before addressing solutions, it’s essential to understand the systemic issues that keep women underrepresented in tech and IT:
1. The STEM pipeline problem
Just 35% of STEM students in higher education are women, and only 19% of those studying computer science are female. These disparities start early, influenced by outdated gender stereotypes, lack of role models, and cultural messaging about who ‘belongs’ in tech.
2. Workplace culture and resources
Even when women do enter tech roles, they often face cultures that lack inclusivity. A 2022 report by WeAreTechWomen found that only a third of women in tech felt that processes and systems were in place to prepare them for promotion. Additionally, the report highlighted that many women in tech face a lack of clarity and transparency around career paths within their organisations.
3. The confidence gap
In many cases, women in tech underestimate their own capabilities. Research from Hewlett Packard revealed that women will only apply for a job if they meet 100% of the criteria, while men apply at 60%. This contributes to a slower rate of career progression, even when capability is equal.
Empowering women in industry: How SMEs can lead
SMEs and mid-sized organisations are uniquely placed to drive change. With flatter hierarchies and more flexible cultures, they can act faster than larger corporations to create inclusive environments and build equitable talent pipelines.
1. Start with data
Understand your current workforce demographics. How many women are in technical roles, leadership positions, or promotion pipelines? Use data to identify areas of imbalance and measure progress over time.
2. Reframe hiring practices
Eliminate bias in recruitment by:
- Using gender-neutral language in job descriptions
- Removing unnecessary “wish list” qualifications that disproportionately deter female applicants
- Ensuring diverse interview panels
A tech recruitment firm, Hired, found that using inclusive language increased female applications by up to 40%.
3. Foster inclusive workplace culture
Culture isn’t set by policy, it’s modelled by leadership. Promote flexible working, sponsor diversity networks, and ensure women in tech roles have access to high-profile projects and decision-making forums.
Equally important is tackling microaggressions and unconscious bias, which can derail retention efforts. Provide training for managers and include inclusion metrics in performance reviews.
4. Invest in development and mentorship
Offer structured career development opportunities specifically for women. Mentoring, reverse mentoring, and leadership coaching can accelerate progression and confidence. A Women’s Leadership Institute report found that women with sponsors are 22% more likely to request stretch assignments and 27% more likely to ask for promotions.
5. Engage the next generation
Support local schools, colleges, and universities by sponsoring coding clubs, offering internships, or speaking at STEM events. Encourage your current female tech professionals to act as role models; visibility is a powerful motivator.
The business case is clear
McKinsey & Company’s report, The Power of Parity, suggests that advancing women’s equality in the UK could add up to £150 billion to annual GDP by 2025. This broader analysis encompasses various sectors, including STEM, and highlights the substantial economic benefits of gender parity. For SMEs operating in competitive sectors, the ability to access and retain high-quality tech talent is directly linked to future success. Failing to engage with half the available talent pool is not just a moral issue; it’s bad business.
Meanwhile, organisations with more diverse workforces are better positioned to understand diverse markets, avoid groupthink, and outperform the competition. In tech, where disruption is constant and agility is essential, these advantages are amplified.
Leadership and accountability
It’s no longer acceptable for senior leaders to delegate diversity to HR departments or assume change will happen organically. CEOs, CTOs, and CIOs must own the agenda. That includes setting measurable targets, allocating budgets to support inclusion, and holding themselves (and their teams) accountable for progress.
Importantly, initiatives must move beyond tokenism. True empowerment comes when women have equal access to opportunity, advancement, influence, and autonomy.
Empowering women in industry
Promoting women in tech is not a side initiative or a branding exercise, it’s a strategic enabler of innovation, performance, and resilience. For SMEs and mid-market businesses looking to remain relevant, attract the best tech talent, and build forward-looking cultures, there is no business case for inaction.
Empowering women in industry must be deliberate, data-driven, and backed by leadership commitment. For companies like Mintivo and the clients we serve, embracing diversity isn’t just the right thing to do, it’s the smart thing to do.
