Wondering how leading tech brands stay ahead? They prioritise hiring women in tech at every level. 

And while there are hundreds of tech jobs posted on any job board, women are severely underrepresented in many of those roles. And when they are in those roles? They’re often getting paid less than their male counterparts — despite doing the same job.

The tech sector, while progressive, has a long way to go when it comes to diversity and the gender pay gap. If tech companies want fresh ideas and real breakthroughs, they need more women at the table.

Keep reading to find out why.

The business case for women in tech.

No question: the tech industry can do more to close the gender gap.

In fact, ISACA’s Tech Workplace & Culture Report shows that 87% of IT pros admit women are still missing from tech, yet only 41% of businesses have any real plan to change that.

By bringing women into the fold — on the ground, at tech events, and in leadership — companies tap fresh energy and new perspectives.

Once that door opens, business results take off, as variety spurs innovation and moves the entire sector forward.

Innovation thrives on varied perspectives.

A Harvard Business Review study proved that companies that welcome different insights often predict market shifts before their competitors.

Why is that? Because repeating the same process over and over won’t push boundaries. Unique viewpoints ignite new ways of thinking and help teams see what they’ve been missing. 

Brands that spotlight influential women in leadership or product roles recognise that new voices uncover hidden user needs. When coders, UX pros, and marketers with diverse backgrounds connect, they create solutions that connect better with specific audiences.

DWP Digital’s commitment to female hires is a good example. Women make up almost 35% of their workforce, and nearly 40% of their senior team. Compare this with the industry average of 27%, and it's clear DWP Digital is setting a new standard for inclusive tech teams.

They believe that “a diverse workforce brings greater experience, innovation, and creativity through valuing our differences and working collaboratively.” 

Inclusivity ramps up ROI.

Yes, innovation matters — but so do profits.

McKinsey & Company’s Diversity Wins report found that companies with inclusive leadership often see stronger financial returns. Hiring women for top posts — like chief technology officer — attracts a bigger talent pool and can lead to serious revenue boosts.

Ignoring entire demographics leaves money on the table, while teams that reflect their audience tend to produce products that connect with more people. When everyone’s perspective counts, brands can crack into new markets.

There’s also a bigger brand narrative at play. When customers see industry leaders champion digital inclusion, they’re more likely to trust those companies. Credibility can turn into loyalty, which often leads to higher sales, stronger partnerships, and a real presence in global markets.

Diverse teams think outside the box.

Diverse teams shake up old habits and encourage honest debate.

Instead of staying silent, people from varied backgrounds speak up, which pushes the whole group to refine its thinking. In a uniform setting, staff might hold back, worried about stepping out of line. A mixed roster opens the door to open discussion and better decisions.

That spirit also drives career growth. Working alongside colleagues who see the world differently means everyone learns faster. Over time, employees propose bolder ideas and question the usual way of doing things, lifting the organisation’s potential for growth.

Inclusive workplaces also spark wider networking opportunities. People who thrive in a company that respects their input spread the word. Those employee referrals lead to stronger hiring funnels, and the cycle continues!

Women pioneer the future of tech.

Women help teams dodge blind spots.

From AI facial recognition tools to healthcare apps, ignoring female data can produce flawed designs. Bringing inspiring women into engineering, data science, or design helps even out these gaps.

Beyond immediate product wins, women stepping into leadership roles in the tech workforce have a broader social impact. 

When a chief technology officer is female, or influential women take the lead on major initiatives, it sends a message to girls and women everywhere: you’re welcome, and you can succeed here. They mentor new hires, share career advice to help others climb the ladder, and push for policies that make the workplace better for everyone.

Over time, that ripple effect can reshape the future of the industry for the better, helping tech companies welcome more perspectives, so our digital tools reflect the actual world we live in.

Read our other blog to learn about empowering women in technology.

Hiring women is one thing. Building an inclusive culture is another.

Hiring more women is just the start. You need to create an atmosphere where everyone can thrive day-to-day.

That involves mentorship, fair compensation, clear leadership tracks, and an overall push for equality. Senior execs need to back these efforts — because when leaders champion inclusive growth, it permeates the entire company.

Creating these policies doesn’t have to be complicated.

Simple steps like offering maternity and paternity leave, setting up rotational programs, and encouraging open forums can go a long way. The goal is to let people know they’re valued, no matter their background or identity. Over time, those policies fuel loyalty, innovation, and genuine trust.

Allyship matters, too.

Men who use their platform to amplify women’s voices can open doors for others. Call it what you will — allyship, sponsorship, or just decent teamwork — but it pushes the culture forward.

If you want a workplace shaped by fairness and fresh thinking, inclusive habits have to run deep, from the training room to the boardroom.

Bottom line? More women in tech is better for business.

When the technology industry steps up and brings in voices from different walks of life, it opens the door to stronger solutions, more innovation, and better profits.

RED Global is here to help you make that vision real. We connect organisations with the perfect mix of talent — including women in tech who bring fresh viewpoints and deep expertise.

Ready to support diversity and grow your brand in a meaningful way? Book a strategy call to start developing a blueprint that creates inclusion at every level, from day-one hires to your next wave of leaders.

Let’s work together to spark the next great leap forward in tech.