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Navigating Tech's Mid-Career Maze as a female
In the dynamic, and everchanging world of technology, where every line of code signifies a commitment to the future, exists an unspoken reality. Nearly half of the women passionately contributing to the tech landscape will leave the sector by the age of 35. Yes, you heard right, 35. Beyond being a statistic, it is a narrative detailing the challenges faced in an industry that advocates diversity but struggles to retain women beyond a certain stage in their careers.
While the so-called "pipeline problem" suggests an insufficient influx of women into STEM, it's essential not to hastily subscribe to this narrative. The issue is more nuanced than it seems. Encouraging girls to venture into STEM is vital, but a more intricate challenge emerges as women climb the career ladder, encountering distinct barriers.
Gender Disparities in Tech
Statistics reveal a stark gender disparity in the tech sector. According to industry reports, women constitute only about 25% of the workforce in technology-related occupations. Whilst this is an improvement from the figure of 19% in 2019, this underrepresentation becomes even more pronounced in leadership roles.
Mid-Career Battles
Upon reaching the age of 35, the trajectory of a woman's career in tech undergoes a transformation, and not always for the better. One challenge is the scarcity of females in leadership roles. The absence of relatable figures who defied the odds and succeeded can be disheartening, turning the journey into a seemingly solitary one.
Studies indicate that the gender gap in tech leadership roles widens as women progress in their careers. While entry-level positions often see a relatively balanced gender distribution, the number of women dwindles significantly in mid to senior-level management. This leadership gap highlights systemic barriers that need to be broken down, to ensure equitable opportunities for women at all stages of their career.
The Culture Conundrum
Tech culture, marked by a relentless pace, can be intimidating. Long hours, often working on customer sites, and an environment that often feels like a competition can be overwhelming. Addressing workplace culture is pivotal for retaining women in the industry. Mentorship, a sense of belonging, and acknowledgment of the importance of life beyond code are essential.
Supporting Parents Back into the Workplace
As women in tech navigate the mid-career maze, a critical juncture often involves decisions around family planning. The tech industry must recognise the importance of supporting parents, particularly mothers, back into the workplace after parental leave. Implementing family-friendly policies, flexible work arrangements, and mentorship programs specifically tailored for returning parents can ensure a smoother transition, allowing individuals to seamlessly reintegrate into the fast-paced tech environment.
Research indicates that women are more likely to leave the tech industry after becoming mothers. This underscores the need for targeted initiatives addressing the intersection of parenthood and career progression. Companies that prioritise family-friendly policies not only retain valuable talent but also contribute to breaking down the barriers that limit women's advancement in tech.
While the reality may be that 50% of women exit the tech scene by 35, it doesn't have to be the norm. The responsibility lies on us, the industry, and everyone in between to create an environment where women not only enter but thrive. It's time to shatter the glass ceiling, rewrite the narrative, and establish a world where a 30-something woman can flourish in the ever-evolving landscape of technology.
techUK’s TechTogether campaign, taking place throughout March, is a collection of activities highlighting the UK’s technology sector pursuit to shape a more equitable future. In 2025 we are exploring: Inclusive AI, investing in diverse founders and entrepreneurs, the power of allyship and mentorship, and empowering young people.
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Mollie Hatton
Mollie manages Talent Consulting for Sanderson Government and Defence. Mollie, alongside her team, delivers bespoke talent projects that are centred around hard to find hard to reach skillsets, ED&I consulting, employer value proposition and future talent programmes to help create a diverse workforce. She consistently strives to shift perspectives and break down barriers, embodying a commitment to thinking outside the box to drive positive change. These projects are agile, bespoke, and impactful looking at alternative solutions to meeting the organisational needs of the business.