Technology now underpins almost every part of the UK economy, from artificial intelligence and fintech to health tech and clean energy. Yet the sector remains one of the least gender-balanced corners of the workforce. According to 2025 figures from BCS, The Chartered Institute for IT, women still hold only around one in five IT specialist roles in the UK, and the share of women in senior technical and leadership positions is even lower. Employers that actively encourage women into tech gain access to a wider talent pool and stronger teams. With the UK tech sector contributing an estimated £150 billion a year to the economy and employing more than three million people, according to TechUK estimates from 2024, that imbalance is not just a social issue. It is a commercial risk.

When women are absent from design and decision-making, products and services are built around default male assumptions. The consequences range from medical devices that under-diagnose female heart attacks to safety systems tested on male body types. For UK companies, the question is no longer whether gender diversity matters, but what practical steps will actually work. Here are seven evidence-based actions employers can take to attract and retain more women in technical roles, followed by practical next steps.

Audit your workforce data

Before you implement change, you need to know your starting point. Collect data on recruitment, pay, promotion and retention by gender, and look for patterns. Are women leaving at a particular career stage? Are they under-represented in senior roles or in certain technical teams?

The ONS gender pay gap data from 2025 shows that the professional, scientific and technical activities sector still has a median hourly pay gap above the national average. If you employ 250 people or more, you are already required to report your gender pay gap under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. Smaller firms should still publish this data internally. Once you understand the gaps, you can set measurable targets and track progress. Transparency signals that diversity is a business priority, not an afterthought. For the wider picture, see our Women in Business: Key UK Facts page.

Rethink recruitment and job adverts

Research consistently shows that women are less likely than men to apply for a role unless they meet most or all of the listed requirements. Long, jargon-heavy adverts that emphasise years of experience or rock-star culture can put women off. Instead, focus on the essential skills, use inclusive language and be explicit about flexible working, pay bands and development opportunities.

Simple changes such as blind CV reviews, structured interviews and diverse interview panels can reduce unconscious bias. Acas offers useful guidance on inclusive recruitment. For more ideas on compliance and reporting, read our Gender Pay Gap Reporting 2026 guide.

Build mentoring and sponsorship pathways

A structured coaching or mentoring programme can help the women you already employ stay and progress, while also making your company more attractive to new talent. One reason many organisations struggle to encourage women into tech is the shortage of visible female leaders. By offering mentoring pathways, sponsorship and leadership development, you can build a pipeline of talented women who in turn become role models for others.

Pairing junior women with senior colleagues, including male allies, can improve confidence, expand networks and demystify career progression. Reverse mentoring, where younger employees advise senior leaders on culture and technology, can also keep diversity high on the agenda. For examples of women reaching the top of technical functions, see our article on Women AI Leadership UK: Female CTOs in UK Tech (2026).

Engage girls and young women early

Reaching girls before they make subject choices is essential. Talk to local schools and colleges about running coding workshops, tech talks or work-experience placements. Employers such as BAE Systems, Rolls-Royce and Siemens invest heavily in STEM outreach, while organisations like STEMettes and Code First Girls run nationwide programmes to support girls and young women into technology.

These activities challenge stereotypes, show young women what tech careers look like in practice and help them build confidence. They also give your business early access to future talent and strengthen your links with the local community. Code First Girls reports that, as of 2025, it has helped more than a quarter of a million women learn to code, creating a ready pool of future applicants for employers who engage with them.

Open doors for returners and career changers

While encouraging school-age girls into tech is important, older women should not be overlooked. Many women who have taken a career break for caring responsibilities, health reasons or relocation are keen to return to work, and some are looking to switch into tech from other sectors. Returnships, retraining programmes and part-time apprenticeships can all help them make the transition.

These candidates often bring valuable communication, project-management and problem-solving skills from previous careers. Creating clear pathways for returners and career changers can widen your talent pool significantly. Our guide to Career Returner Women UK: How to Restart in 2026 has practical tips you can share with applicants.

Make flexibility the default

Recruitment is only part of the challenge. To retain women in tech, employers need inclusive cultures where different working patterns are normal and progression is fair. Current UK law gives employees a day-one right to request flexible working, introduced through the Employment Relations (Flexible Working) Act 2023 and reinforced by further employment rights legislation taking effect in 2025 and 2026. Employers must handle requests within two months and can only refuse on specific statutory grounds.

Offer genuine flexible and hybrid working, clear promotion criteria and transparent pay structures. Support employee networks for women in tech and take a zero-tolerance approach to harassment and discrimination. For a full breakdown of the new rules, read our Flexible Working Rights UK 2026: What Women Need to Know guide.

Build an inclusive culture to encourage women into tech

When women see others like them succeeding, and when they feel they can combine a tech career with caring responsibilities or other interests, they are far more likely to stay and thrive. Closing the gender gap in tech is not a quick fix, but the business case is strong. Diverse teams build better products, make better decisions and are more innovative.

By auditing your workforce, investing in mentoring, engaging with schools, supporting returners, improving recruitment and building an inclusive culture, UK companies can encourage women into tech and retain the talented women the sector urgently needs.

Practical next steps for your business

• Run a gender diversity audit of your current workforce, pay and promotion data.
• Rewrite your job adverts using inclusive language and clear flexible-working statements.
• Launch a mentoring or sponsorship scheme for women in technical roles.
• Partner with a local school, college or organisation such as Code First Girls.
• Advertise returnship or retraining routes for career changers.
• Review your flexible-working policy against current employment law.
• Build an inclusive culture where women in tech can progress and thrive.