Across the UK, technology and engineering are at the heart of innovation, infrastructure, and economic growth. Yet even as these sectors evolve, one question remains: are organisations doing enough to attract and retain women?
Women remain significantly underrepresented in tech and engineering. They make up only around 17% of roles in these sectors compared with roughly 50% of the UK workforce overall. This is more than a numbers issue. It is a missed opportunity for innovation, growth and stronger teams, especially as these sectors face skills shortages.
Why Employer Action Matters
Progress is being made in education, with more young women entering STEM courses and early careers. However, many organisations struggle to convert this potential into lasting workforce change.
Employers play a crucial role in shaping a more inclusive sector. Key areas to focus on include:
- Inclusive recruitment practices: Review job descriptions, broaden candidate sourcing and ensure your hiring processes are free from bias.
- Career development and retention: Mentorship programs, flexible career pathways and leadership development help women progress and stay in the workforce.
- Culture and representation: Role models, visible female leadership and supportive workplace culture encourage more women to join and thrive.
- Active measurement: Track hiring, retention and progression data to identify gaps and make data-driven improvements.
These actions are not just ethical. They strengthen teams, enhance innovation and give organisations a competitive advantage in a tight labour market.
THOMAS Professional 2025 Highlight
At THOMAS Professional, we take diversity seriously. In 2025, 68% of the roles we filled went to women, helping talented females advance their careers and bring diverse perspectives into workplaces across the UK.
This demonstrates that meaningful change is possible when organisations prioritise inclusion and act strategically to remove barriers.
Positive Momentum Exists… But More Needs to Be Done
While educational participation is slowly increasing, retention and progression of women in tech and engineering remains a challenge. Employers who actively address these gaps are not only improving diversity but also enhancing performance and innovation across their teams.
The future of technology and engineering is diverse. Organisations that take proactive steps today to attract, retain and develop women will shape the industry tomorrow.
Action Steps for Employers
To drive real change, employers should:
- Make recruitment more inclusive and bias-free
- Build clear career development pathways for women
- Foster a workplace culture that supports diversity
- Introduce return-to-work schemes and support for employees after maternity leave or career breaks
- Promote flexible working and job shares to help women navigate childcare commitments
- Measure and monitor progress in hiring and retention
- Partner with recruitment experts who prioritise inclusion and diversity
By acting strategically and intentionally, organisations can close the gender gap, strengthen their teams and future-proof their operations.
To find out how we can help you build a stronger, more diverse workforce and support women into male-dominated roles, contact us today.
