The £3.5 billion question: Why are women leaving tech?

Here's a number that should make every tech leader pause: 40,000–60,000 women walked away from tech careers last year alone.

That’s a huge talent drain and an estimated 3.5 billion hit to the industry.  

So, why are so many women leaving the tech space? For many, it comes down to the same issues: limited progression, unsupportive workplace culture, unequal pay, lack of mentorship, and benefits that don’t meet the needs of a diverse workforce.

The good news is that change is possible. Companies willing to act now will be able to retain talent while also building stronger and more inclusive teams.

Here are 5 retention strategies that actually work 👇

1. Make progression transparent

Watching promotions happen without understanding the criteria is frustrating and can drive talent away. Organisations need to eliminate the guesswork by creating detailed competency frameworks and holding regular career development conversations focused solely on growth.

• Define and communicate promotion criteria. 
• Organise quarterly career development check-ins beyond annual reviews. 

At FDM, we're implementing this through our Senior Women’s Leadership Network, which provides coaching and clear pathways to leadership, helping women see exactly how to progress.

2. End pay gap silence 

The average UK gender pay gap sits at 11.2%, stemming from slower promotions and underrepresentation in leadership. How to address it: 

• Publish salary bands and run regular pay audits. 
• Ensure promotions are merit-based and bias-free. 
• Show that advancement leads to fair pay. 

We’ve published our UK Gender Pay Gap Report every year since 2017, and our most recent figures show a -1.7% median gap in favour of women.

3. Design benefits that fit lives 

Flexible, hybrid, and remote working options are valuable retention tools. In fact, the Women in Tech survey found that 63% of women rank flexible working as their top priority. Companies should:

• Adapt benefits to life stages, supporting parents, students, and those experiencing menopause. 
• Provide ongoing training and upskilling opportunities. 

FDM’s Returners Programme shows how tailored coaching, skills refreshers, and certifications help women return confidently to senior roles. 

4. Turn imposter syndrome into confidence 

70% of women experience self-doubt at work, and this isn't solved with feel-good messaging. It requires structural changes that normalise learning and failure, while building collaborative problem-solving environments. To achieve this, organisations should:

• Implement reverse mentoring, where junior women mentor senior leaders on new technologies. 
• Host monthly "lessons learned" sessions where experiences can be shared openly. 
• Build systems where asking for help is rewarded. 

5. Put role models in the spotlight

Without visible role models, it’s harder for women to imagine themselves advancing in tech. How to address it:

• Highlight and celebrate female leaders across the organisation.
• Engage with schools and universities to challenge stereotypes early.

FDM’s all-female digital bootcamps connect participants with industry role models from day one, proving women belong at every level of tech. 

The bottom line 

Every woman who leaves tech represents unrealised potential for her career, your company, and the industry's future. But every woman who stays and thrives becomes a beacon for the next generation. 

The question isn't whether you can afford to invest in women's retention. It's whether you can afford not to. 

What's your company doing to keep your best female talent? Share your wins (and challenges) in the comments 💬

We’re FDM, an award-winning global business and technology consultancy. For over 30 years we’ve been powering the people behind tech and innovation. We collaborate with world-leading companies to identify the expertise they need, exactly when they need it.  We have helped successfully launch nearly 25,000 careers globally and are a trusted partner to over 300 companies worldwide.