Women could return to UK tech under better conditions

Akamai has published UK research showing that women are leaving technology roles mid-career, and many would return under better conditions. The survey found that 39% of women who have left the sector would consider going back.

The study covered 1,500 women across the UK, including 1,000 who had left a technology role and 500 who had returned after a career break. It found a pattern of women leaving the sector relatively early, with 55% exiting within five years and 87% within 10 years.

Many did not leave the labour market altogether. While 15% are not currently working, others have moved into finance, education, professional services and healthcare.

This suggests the sector is not only struggling to attract women into technical work, but also to retain them once they have built up experience. The losses appear to be concentrated at mid-career, when workers are often moving into more senior roles.

Why women leave

Workplace conditions featured heavily in the reasons for leaving. Respondents cited a lack of belonging, limited gender diversity in leadership and inflexible working arrangements among the main factors behind their decision.

A lack of belonging was named by 52% of respondents, while 40% highlighted a lack of gender diversity in leadership. Among women who had left the sector, 56% cited inflexible working hours and 42% pointed to a lack of work-life balance.

The research also found that many departures were voluntary. More than a third of respondents, 35%, said they left entirely by choice and did not want to return, while 31% said they left mostly by choice and preferred their current situation.

Still, the survey suggests there is a sizeable group that could be persuaded back. Improved work-life balance was cited by 38% as a factor that would encourage a return, while 38% pointed to hybrid working and 37% to flexible arrangements such as part-time work, compressed weeks or job shares.

Return conditions

Among women who had already returned to technology after a career break, pay and progression stood out. A higher salary was cited by 52%, while 43% pointed to work-life balance and 43% to better career progression.

These findings suggest that return-to-work efforts may need to go beyond recruitment campaigns. Employers may also need to address management structures, senior representation and career paths if they want to bring back experienced workers.

The issue has implications beyond diversity targets. In areas such as cybersecurity and infrastructure, losing experienced staff can reduce skills availability in a market where employers already face persistent recruitment difficulties.

“These insights illustrate that the UK tech industry has a window of opportunity to impact the choices of women in tech – from the past and present, and in the future. By providing opportunities for progression, flexible work and appropriate remuneration, tech leaders on the precipice of technological innovation have the chance to create impactful change on the tech workforce, fostering longer-lasting tenures, diverse leadership and an environment where women can thrive,” said Natalie Billingham, EMEA Managing Director, Akamai.

Groups involved in the wider debate on women in technology said the findings reflected a retention problem rather than simply a hiring challenge.

“We lose women from cybersecurity at the exact moment their expertise becomes most valuable. This isn’t a pipeline problem; it’s a leadership one. Diverse teams build stronger defences. Until organisations commit to inclusive leadership, not just diversity hiring, they are actively weakening their own security posture,” said Mackenzie.

The research also pointed to the importance of formal routes back into the sector for women returning after time away. That includes support at the point of re-entry, as well as clearer paths for advancement once they are back at work.

“The findings provide a valuable picture of what mid-career women are looking for in order to return to tech, and it’s encouraging to see that the majority could be persuaded to come back under the right conditions. Progression pathways are crucial for retaining talent, but equally important is ensuring that women who want to return have clear, supported ways to re-enter the sector in the first place. When employers build both return pathways and progression pathways, they create an environment where women can come back, grow and stay,” said Little.