Female representation in tech isn’t just about hiring more women—it’s about reshaping the industry to be inclusive, supportive, and empowering. Although progress has been made over the last decade, the reality is that women still only make up about 26% of the tech workforce globally in 2024—and far fewer in technical and leadership roles.
We’re in an age where diversity isn’t a checkbox—it’s a business advantage. Studies consistently show that diverse teams are more innovative, better at problem-solving, and achieve higher financial returns. But fostering a truly inclusive tech space requires more than awareness. It calls for action across education, culture, leadership, and career support.
Here’s a deeper, updated look at how we can improve female representation in tech in 2025 and beyond—with practical, people-first approaches and real-life examples.
Here are five ways to increase female representation in the tech industry.
1. Create Inclusive Work Environments, Not Just Diverse Teams
Hiring more women into tech roles is important—but retention is just as crucial. Many women leave tech roles not due to a lack of ability, but because of unwelcoming, often subtly biased environments.
Rethink Workplace Culture
Inclusive cultures go beyond flexible hours or parental leave policies. They involve re-evaluating micro-behaviors, meeting dynamics, and how performance is recognized. For instance, are women being interrupted more in meetings? Are contributions from female team members being attributed properly?
Google’s Sapna Chadha pointed out that it’s about “examining organizational structures and unconscious biases that may hinder women’s progress.” At Women in the Workplace: Tech, we’ve covered how daily experiences shape retention and morale.
Encourage Open Dialogue
Promote a safe space for honest conversations. Anonymous surveys, DEI (Diversity, Equity & Inclusion) town halls, and employee resource groups (ERGs) can provide platforms for women to speak up without fear of backlash.
Zero Tolerance for Discrimination
Having a strong anti-discrimination policy isn’t just about documentation—it’s about execution. Quick, transparent resolution processes and trauma-informed HR practices help women feel safe and supported.
2. Elevate Women into Decision-Making Roles
Representation in leadership signals what’s possible. When women are seen in C-suite or high-impact roles, it naturally sets the tone for what success looks like within a company.
Not Just a Numbers Game
While gender quotas can be a short-term solution, long-term success lies in equity-driven leadership development. It’s not about ticking boxes—it’s about removing barriers to advancement.
Companies should assess how promotions are handled. Are leadership roles filled through invitation-only systems? Are women equally considered for stretch assignments?
Invest in Leadership Development
Workshops on strategic influence, storytelling, negotiation, and managing bias in meetings help women step confidently into leadership. Check out our Moving Into a Leadership Role guide for practical advice.
Pair with Mentors—and Sponsors
Mentorship helps with guidance, but sponsorship—where a senior leader actively advocates for a woman’s promotion—is a game-changer. Explore our post on How to Find a Mentor to get started.
3. Encourage Girls to Pursue STEM Education
Encouraging girls to pursue STEM education is another important step towards improving female representation in tech. This can be achieved through partnerships with schools, scholarships, or internship programs.
By exposing girls to STEM at an early age, you can help spark their interest and passion for these fields. This can also help break down stereotypes and misconceptions about women in tech.
Host Coding Workshops
Hosting coding workshops or hackathons for girls can also be a great way to encourage them to pursue STEM. These events can provide hands-on experience and a fun, supportive environment to learn and explore.
Offer Scholarships or Internships
Offering scholarships or internships to female students can also help encourage them to pursue STEM. This not only provides financial support, but also gives them valuable work experience and exposure to the tech industry.
4. Highlight Women’s Contributions
Highlighting women’s contributions in tech is another effective way to improve female representation. This can be done through social media, company newsletters, or recognition programs.
By showcasing the achievements and contributions of women in your company, you can inspire other women to pursue careers in tech. This can also help challenge the stereotype that tech is a male-dominated field.
Host Women in Tech Events
Hosting women in tech events can also help highlight women’s contributions. These events can provide a platform for women to share their experiences, network with others, and learn from each other. They can also help raise awareness about the importance of diversity in tech.
Establish a Recognition Program
Establishing a recognition program can also be a great way to highlight women’s contributions. This could include awards for innovation, leadership, or community involvement. By recognizing and celebrating women’s achievements, you can help foster a culture of appreciation and respect.
5. Foster a Culture of Continuous Learning
Last but not least, fostering a culture of continuous learning can also help improve female representation in tech. This means providing opportunities for employees to learn and grow, whether through training programs, workshops, or online courses.
By encouraging continuous learning, you can help employees stay up-to-date with the latest technologies and trends. This can also help them develop new skills and enhance their career prospects.
Provide Training Opportunities
Providing training opportunities is a key part of fostering a culture of continuous learning. This could include technical training, soft skills training, or leadership training. By investing in your employees’ development, you can help them reach their full potential.
Encourage Knowledge Sharing
Encouraging knowledge sharing is another important aspect of continuous learning. This can be achieved through regular team meetings, presentations, or online forums. By fostering a culture of knowledge sharing, you can help employees learn from each other and grow together.
Emerging Trends in 2024–2025 for Women in Tech
To stay ahead of the curve, it’s vital to align your DEI strategies with evolving trends:
- Rise of AI in HR: Tools are now assessing gender bias in hiring pipelines and recommending fairer candidate shortlists.
- Remote-first companies seeing better female retention due to flexible work setups.
- Gender equity in pay and promotions becoming a key metric reported in ESG (Environmental, Social, Governance) benchmarks.
- Male allyship and intersectional advocacy are more prominent in DEI conversations, not just women-only initiatives.
Related: A Guide to Building Workplaces Where Women Thrive
Final Thoughts: Representation Isn’t the End Goal—Belonging Is
Improving female representation in tech is a complex journey—but it’s entirely achievable when organizations move from surface-level changes to deep-rooted cultural shifts. It’s about moving from “Are we hiring women?” to “Are women thriving here?”
The future of tech should be inclusive by design, and that starts with intentional action today.
If you’re looking to connect with more women in tech or are exploring a new opportunity, visit our About Women in Tech Sales page or browse our inspiring Q&As and leadership stories.