The conversation about women in tech often starts, and ends, with hiring. But while increasing representation at the recruitment stage is important, it’s only the first step. Retaining women in tech and creating environments where they can thrive is a more complex, ongoing challenge. The industry has made progress in improving gender diversity, but retention and progression remain challenges. Women are still underrepresented in leadership roles, and many leave tech careers early due to deep-rooted structural and cultural barriers.
So, what actually makes women stay and thrive in tech? The answer lies in building supportive, adaptable, and inclusive environments, not just at the entry level, but throughout their careers. Let’s take a deeper look at the factors that influence retention and how businesses can build cultures where women feel valued, supported, and able to progress.
1. It’s not just about hiring – it’s about the environment
Hiring more women into tech roles is an essential step toward addressing gender disparity, but it’s not enough to drive long-term change. While many companies have improved their recruitment efforts, retention and career progression remain significant challenges.
According to Women in Tech stats 2025, women in tech roles are 1.5 times more likely to leave their jobs than men. The reasons are complex but consistent: lack of career progression, unsupportive work environments, rigid structures, and unequal access to leadership opportunities.
The issue isn’t about getting women through the door – it’s about making sure they have the tools, opportunities, and support to stay and succeed. Without a culture that promotes career growth, women will keep leaving tech roles.
2. Flexibility is business-critical for retaining women in tech
The pandemic accelerated conversations about work-life balance and flexibility – but for many women in tech, flexibility has always been non-negotiable. Traditional work structures, which often favour long hours and in-office presence, can be particularly challenging for women who may face additional caregiving responsibilities or life demands outside of work.
A lack of flexibility is one of the top reasons women cite for leaving tech roles. According to Code First Girls, 77% of the cohort said they’d experienced burnout at work. This is higher among mid-level women, with 81% saying they’ve had burnout.
Flexibility isn’t about remote working – it’s about creating an environment where women don’t feel like they have to sacrifice their personal lives to succeed professionally. This includes offering adaptable working hours, clear policies around parental leave, and supportive return-to-work programmes. Companies that fail to embed flexibility into their business models risk losing talented women to competitors who do.
3. Clear, structured leadership pathways matter
Retention isn’t about making women in tech feel comfortable, it’s about making sure they can see a future. Career progression in tech has long been a male-dominated space, and the leadership pipeline reflects this imbalance. Women hold only 26% of computing-related jobs, and their representation shrinks even further at the senior level, according to stats released by Women in Tech.
Without clear, structured leadership pathways, women often feel they’ve hit a ceiling. If they don’t see other women in leadership roles, or if leadership development feels vague and inconsistent, they are more likely to seek opportunities elsewhere.
Structured leadership programmes, sponsorship initiatives, and mentorship networks are critical. Women need to see a path to leadership that isn’t blocked by bias or informal networks. Companies that invest in leadership development for women not only improve retention but also strengthen their overall talent pipeline.
4. Inclusive cultures make women stay
An inclusive culture isn’t just about diversity statistics, it’s about how people feel when they come to work every day. In environments where every voice is heard and respected, women are more likely to contribute ideas, take on leadership roles, and build long-term careers.
Microaggressions, unconscious bias, and exclusionary behaviours are still common in tech environments. A report by the National Center for Women & Information Technology (NCWIT) found that 56% of women in tech leave their jobs mid-career, with poor company culture being the most frequently cited reason.
Building an inclusive culture requires more than just training, it involves active listening, accountability, and ongoing dialogue. Businesses need to create spaces where women feel comfortable speaking up, addressing discrimination when it happens, and ensuring that everyone has a seat at the table.
When women feel valued and supported at work, they are not only more likely to stay, but they are also more likely to thrive. And when they thrive, the business benefits from increased innovation, improved team performance, and a stronger competitive edge.
5. The role of business partnerships in retaining women
Businesses that retain women in tech often partner with those who build supportive environments.
At Venquis, we work with businesses that actively create spaces where women can thrive, not just survive. This means partnering with companies that prioritise diversity, structured leadership, and work-life balance.
Our experience shows that when businesses commit to building inclusive, adaptable cultures, they retain more talent and foster stronger leaders. It’s not just about recruitment; it’s about building long-term value through strategic talent development and retention.
6. Moving forward – building a sustainable future for women in tech
The conversation around women in tech is shifting from recruitment to retention, and that’s a good thing. But there’s still a long way to go. To create a future where women thrive in tech, businesses need to move beyond surface-level diversity efforts and invest in meaningful structural and cultural change.
This means:
- Embedding flexibility into company policies
- Creating clear, structured leadership pathways
- Building truly inclusive work environments
- Providing sponsorship, mentorship, and leadership opportunities
At Venquis, we know that retaining women in tech isn’t simply good for business, it’s essential for building innovative, future-focused teams. We’re proud to partner with businesses that are doing the work to create environments where women can succeed – and we’re ready to help you do the same.
