<\/span><\/h2>\nBased on the research and commentary, here are key levers for action:<\/p>\n
<\/span>For employers<\/span><\/h3>\n\n- Transparent career pathways<\/strong>: Define and communicate how progression works, ensure women are given high-impact assignments and visible sponsorship.<\/li>\n
- Pay equity audits<\/strong>: Review compensation structures, include recognition of non-traditional\/\u201cinvisible\u201d contributions, ensure pay parity.<\/li>\n
- Sponsor & mentor women<\/strong>: Ensure senior leaders actively sponsor female talent into stretch roles and leadership pipelines.<\/li>\n
- Inclusive culture & belonging<\/strong>: Build team norms, support networks\/affinity groups, ensure women don\u2019t feel isolated.<\/li>\n
- Flexible working & return-to-tech initiatives<\/strong>: While childcare may not be the top reason for leaving, flexibility and enabling transitions matter for retention.<\/li>\n
- Track metrics<\/strong>: Monitor attrition separately for women (and other under-represented groups), understand when\/why they leave, set targets for retention not just entry.<\/li>\n
- Role models & representation<\/strong>: Increase visibility of women in senior tech roles and encourage internal movement to leadership.<\/li>\n<\/ul>\n
<\/span>For policymakers & industry bodies<\/span><\/h3>\n\n- Data transparency<\/strong>: Encourage or mandate reporting on gender retention\/advancement in tech firms.<\/li>\n
- Support programmes<\/strong>: Provide funding or support for mid-career women in tech to upskill, move into leadership, or return after breaks.<\/li>\n
- Sector-wide standards<\/strong>: Encourage adoption of best practices for inclusion\/retention in tech industry via frameworks (e.g., Tech Talent Charter).<\/li>\n
- Skills pipeline investment<\/strong>: Ensure that efforts to increase women\u2019s entry into tech are complemented by efforts to keep them.<\/li>\n
- Economic incentives<\/strong>: Recognise the cost of losing talent and design policy accordingly (tax incentives, support for retention programmes, etc.).<\/li>\n<\/ul>\n
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