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Nearly Half of Women in Tech say their Company is Still Not Prioritizing Diversity, Reveals Research by

March 25, 2019 OTA News No Comments Email Email

According to global research from, one of the world’s largest travel commerce companies and a digital technology leader, less than three in five (54%) women currently working in tech globally feel that the tech industry today is prioritizing gender diversity as part of its agenda. Slightly more women currently in the field (56%) feel that their company is prioritizing diversity efforts. While initiatives to close the gender gap and encourage more women into tech are having some success, tech companies and the industry need to demonstrate greater commitment to nurturing female talent – not only those considering or starting a tech career, but also established experts in the field – if they are to maintain a representative and skilled workforce.

For technology companies to attract much-needed talent, we’re seeing a shift in focus. In addition to retaining talent, businesses are bolstering their efforts to re-attract women who have left the sector and are looking to return. By retaining their knowledge and experience, tech companies stand to benefit not only culturally, but reputationally and financially too.

Women see opportunities to drive real business benefits and fuel positive, industry-wide change

The latest World Economic Forum Gender Gap Report1 found that there is a widening inequality gap worldwide. Yet, women are making strong contributions across all aspects of business. When asked about the benefits that increased gender diversity can bring to the tech industry, 90% of women in tech – and those students interested in pursuing a tech career – said they would help diversify the sector, bringing fresh perspectives, backgrounds, and experiences. They also cited greater flexibility in HR benefits (90%) and an improved work environment that would benefit all employees (90%). Beyond these cultural benefits, women increasingly feel their representation in the tech workforce will contribute to improved company and brand reputation (88%), as well as trust in tech companies in general (87%).

Industry data also shows a wider economic benefit. PricewaterhouseCoopers2 research recently found that increasing the number of working women by 5%, to 75%, could boost the UK economy by approximately 9% of gross domestic product (GDP).

“Driving greater gender diversity in tech is as much about unearthing untapped talent as it is about supporting women who have already built the skills, knowledge and expertise in our sector. Diversifying talent – with all aspects of experience, backgrounds and career paths – needs to be front of mind,” says Gillian Tans, CEO of “Over the last ten years there have been significant changes to drive positive progress towards making the tech industry a more gender diverse place to work. We need to make sure that we continue this momentum. Companies that prioritize inclusivity at every level and tap effectively into the existing talent pool as well as encouraging new talent will continue to grow and thrive.”

Tapping into the value that women returning to tech can bring

Currently, more than three in five female re-entrants to tech – or those who have taken a break and returned to the industry (63%) – view taking a career break as detrimental to their individual progression. Almost three in four (73%) believe the industry needs to actively do more to support their re-entry to the field.

However, a rise in ‘returnships’, or re-entry schemes is raising hopes, not just in technology but also at law firms, professional services and other sectors. 70% of women returning to tech believe that such programs – often focused on training, re-skilling, upskilling and mentorships – are key to overcoming re-entry challenges. Those returning to the field want to feel empowered and build from their previous experience rather than feel like they are starting from the beginning. While two in five of those who have returned to the field consider regular upskilling opportunities to be essential to their success in tech (41%), they are far more likely to agree that ‘returnships’ provide them with the confidence to overcome re-entry issues (70%).

Encouragingly, these programs are empowering women with the skills and support they need to progress. In fact, 62% of re-entrants say they had access to a mentor upon their return to work – something women in tech identified as essential to their career success. 68% also say their company helped them update their technical or other skills following a return.

“At, we have long believed in investing in mentoring and recognition programs that support the continued development of women in tech – such as our scholarships program and the Technology Playmaker Awards. What our research tells us is that the tech industry needs to work more closely together to align on strategies to encouraging women to pursue a career in tech. Women bring tremendous value that can positively impact both tech companies and the industry globally and should be part of proactive initiatives focused on inclusivity, retention and skills development,” concludes Tans.

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