Gender diversity in tech leadership has come a long way, but there is still lots of progress to be made. With just 21% of tech leadership roles held by women in 2025, down from 23% in 2017, it’s clear we’ve got work to do. The reality? Without enough female leaders, young women see tech as a space where they don’t belong.
We want to change that. More visible female role models in senior tech positions aren’t just nice to have—they’re essential. They inspire, they open doors, and they show the next generation that leadership isn’t about gender. It’s about talent, opportunity, and creating an industry where everyone feels they belong.
It Starts at the Source 🌱
So, why aren’t more young women choosing tech? A big part of the issue is awareness—or lack of it. By the time students pick their GCSEs or A-levels, outdated perceptions about tech jobs have already set in. Software engineering, for example, is often seen as a career spent coding in isolation. But that couldn’t be further from the truth. These roles demand creativity, problem-solving, and critical thinking—skills many young women naturally excel in.
We need to flip the script. Schools, parents, and teachers play a huge role in shaping career choices, so it’s crucial they understand how vast and varied the tech landscape is. It’s not just about writing code; it’s about designing solutions, leading teams, and making a real-world impact. And with tech roles offering some of the most competitive salaries, it’s an opportunity we can’t let young women overlook.
How Companies Can Lead the Charge 🧲
Representation starts from within. Companies looking to attract more female talent need to move beyond ticking boxes. Genuine inclusivity comes from embedding DEI into every step of the hiring process. Here are some practical steps that make a difference:
Diversify your interview panels: An all-male panel sends the wrong message. Including female interviewers creates a more inclusive experience and gives candidates an authentic view of your culture.
Rethink how you assess leadership: Confidence doesn’t always equal competence. Women often use collective language (“we” or “my team”) when discussing achievements—don’t let valuable insights slip through the cracks just because they’re presented differently.
Show your DEI efforts don’t just talk about them: Candidates can spot lip service a mile away. Be ready with real examples of how you support diversity—whether it’s mentoring schemes, flexible working options, or targeted development programs.
Sometimes, the smallest changes have the biggest impact. By challenging bias and broadening your approach, you’ll be better positioned to attract and retain top female talent.
Our Commitment to DEI
Improving gender representation in tech leadership isn’t a quick fix—it’s an ongoing journey that requires collective effort at every stage, from education to the workplace. By raising awareness, challenging misconceptions, and embedding inclusivity into hiring processes, we can get closer to closing the gap.
At Burns Sheehan, we’re passionate about driving positive change in diversity, equity, and inclusion across the technology industry. One of the ways we support this mission is through our ongoing DEI roundtable initiative, where we bring together engineering and technology leaders to openly discuss challenges, share ideas, and collaborate on solutions to improve gender diversity in tech. These sessions foster a supportive community committed to driving real change, with contributions from forward-thinking companies such as Pleo, Monzo Bank, Deliveroo, Tesco, Domestic & General, Incident.io & Gousto.
By creating space for honest conversations and practical solutions, we’re proud to be part of a collective effort that’s helping to shape a more inclusive future for technology.
If you’re a hiring manager looking for tailored advice on enhancing gender diversity within your teams, our Engineering Leadership specialist, Grace, is here to help.
Reach out to book a consultation:
These insights were based off a recent Breakfast Roundtable Discussion at the Burns Sheehan London HQ, where we brought together a group of 16 influential Engineering Leaders, all of whom are passionate advocates for increasing female representation within the technology industry. The conversation focused on understanding why there is still a lack of women in technology, specifically within leadership roles, as well as exploring the practical steps we can take towards encouraging the next generation of female technologists at a grassroots level.
