In 2025, the tech industry should be seeing more women advancing to leadership roles, but the reality is far more complex.

While women in tech are more visible than ever in terms of hiring and representation, career progression remains stagnant for many, despite the hard work, experience, and skills they bring to the table.

It’s not a matter of competence. Women in technical roles continue to meet or exceed expectations, taking on critical projects, mentoring their peers, and driving results. But for some reason, they’re often overlooked when it comes to promotion opportunities or high-visibility projects.

The issue isn’t a lack of talent. It’s the subtle barriers—cultural and structural—that women encounter every day. These aren’t loud, overt forms of discrimination, but small, cumulative challenges that keep them from breaking through to senior leadership roles.

Women in tech were once also buoyed by the promise of DEI programs, which created a sense of momentum and growth opportunities. Now, as many companies pull back from or “shelve” their DEI initiatives, women in the tech industry are noticing a further slowdown in career growth.

This results in subtle but impactful barriers such as microaggressions, overlooked contributions, and stalled leadership opportunities. This blog explores why career growth is slowing for women in tech and what can be done to address this issue.

Why Representation Without Culture Change Fails

Let’s dispel the myth that women in tech are “DEI hires.” Women in technical roles are there because of their qualifications and expertise, not diversity quotas. The issue lies not in the presence of women but in the subtle biases that still shape career trajectories.

Despite their qualifications, many women are still assigned to “support” roles instead of leadership positions. Visibility is uneven, and women often find themselves excluded from key projects that could elevate their profiles. Their collaborative skills are valued, but they’re passed over for assertive leadership roles that would typically drive career growth.

This dynamic isn’t about the absence of DEI initiatives, it’s about the deep-rooted cultural biases that still influence who gets promoted and who gets the leadership opportunities. Women are often seen as excellent team players, but not as natural leaders in the way that men are, which limits their career advancement.

The Silent Signals That Derail Growth

The real challenge for women in tech lies in the accumulation of subtle, everyday microaggressions and biases. These aren’t loud acts of discrimination, but small, cumulative barriers that over time create a toxic work environment where women feel invisible and unsupported.

When women’s ideas are taken without credit, when they’re interrupted in meetings, or when they’re forced to constantly prove their competence, these signals communicate that they don’t belong in senior roles. Women are often excluded from high-impact decision-making processes, and their contributions are undervalued compared to their male colleagues.

These daily challenges have a significant impact. It’s no surprise that women are still significantly underrepresented in leadership positions, with fewer women being promoted to manager than their male counterparts. This 2024 report highlights that for every 100 men promoted to manager, only 81 women are promoted. 

This “broken rung” at the beginning of the leadership pipeline makes it harder for women to advance, contributing to burnout and a diminished sense of belonging. It’s not that they lack drive or skill, but that the environment fails to provide the recognition and support they need to grow. Over time, this leads to burnout and a diminished sense of belonging, making it harder for women to stay in the industry or advance.

Leadership Tracks: Open in Theory, Blocked in Practice

On paper, many tech companies claim to offer equal opportunities for leadership, but the reality is that leadership tracks often remain inaccessible to women. Leadership traits are typically defined in ways that align more with stereotypically masculine behaviors, forcing women to adopt styles that don’t come naturally to them in order to be seen as authoritative.

Without clear, transparent criteria for promotion, women are left navigating an ambiguous system where progress often feels based more on subjective impressions than consistent performance. As a result, even highly qualified women find themselves passed over for critical leadership roles.

Despite making up 26.7% of the tech workforce, women hold far fewer senior technical or executive roles. This highlights the gap between women’s abilities and the opportunities they receive. Even when qualified, women are often overlooked in favor of male counterparts who fit the traditional mold of leadership.

The Exhaustion of Going Unseen/ The Fatigue of Fighting for Visibility

Burnout in tech isn’t just about long hours; it’s about feeling overlooked despite working harder than others. For women, the emotional toll of navigating constant biases and fighting for visibility is exhausting. They often take on critical responsibilities but receive little recognition, while their male peers are given opportunities to shine and gain credit for similar efforts.

This lack of recognition creates a cycle where women feel like they’re putting in the work but not receiving the rewards. As opportunities for growth become more limited, the question of whether to stay or leave becomes real. Unfortunately, when women face constant undervaluation, many talented professionals choose to leave the industry, taking their leadership potential with them.

What Tech Companies Can Do (That Actually Works)

For meaningful change to happen, companies must move beyond surface-level diversity initiatives and focus on real, structural changes. Transparency is key—whether in promotion criteria, pay practices, or the allocation of high-visibility projects. Women should know exactly what is required for advancement and have access to the same opportunities for growth as their male colleagues.

  • Promotions: Make promotion processes clear, objective, and based on measurable performance, not subjective impressions.
  • Mentorship & Sponsorship: Create formal mentorship and sponsorship programs where senior leaders actively advocate for women, ensuring they are visible and supported in their career advancement.
  • Stretch Assignments: Women should be given the same opportunities to take on high-visibility projects as their male counterparts are. These assignments are crucial for demonstrating leadership potential and growing into more senior roles.

These changes aren’t just about fairness—they’re about creating a stronger, more diverse workforce. Companies that make these efforts will not only support women but also improve their business outcomes by retaining top talent and fostering a more innovative and inclusive culture.

The Role of Male Allies in Advancing Women’s Careers

Male allies are crucial in helping women break through barriers. While women should continue to advocate for themselves, having men actively support them can make a significant difference.

One key area where male allies can step in is amplification. When women share valuable insights, male colleagues should ensure those ideas are heard and credited. In meetings, if a woman is interrupted, male allies should step in and redirect the conversation to give her the space to speak.

Sponsorship is also essential. Male leaders need to actively advocate for the advancement of talented women by recommending them for high-profile projects, pushing for their inclusion in decision-making, and ensuring they have the resources and support to succeed.

Male allies can help shift the power dynamics in the workplace, ensuring that women aren’t just surviving in tech—they’re thriving.

Moving Forward: Rebuilding the Ladder for Women in Tech

The current state of women’s career growth in tech doesn’t have to be the status quo. Change is possible, but it starts with recognizing that the systems in place need to evolve. Women are not asking for special treatment—they are asking for the opportunity to succeed based on their abilities, not their gender.

Companies need to revisit their promotion processes, ensuring they are designed to lift up all employees, regardless of gender. This means clear, unbiased promotion criteria, equal access to mentorship, and active efforts to recognize and reward women’s contributions.

Rebuilding the ladder isn’t just about women’s advancement—it’s about creating a more diverse and innovative workforce. The tech industry thrives on fresh perspectives, and innovation comes from diversity. By making these changes, companies can foster an environment where everyone, regardless of gender, has the opportunity to rise to the top.

Let’s Build a Better Future for Women in Tech

The time to act is now. The industry must move beyond discussing diversity and inclusion and start creating tangible opportunities for women to succeed.

Leaders, managers, and colleagues: you have the power to make a difference. Whether it’s by revisiting promotion processes, advocating for women’s ideas, or creating clearer development paths, we all have a role to play in making the ladder accessible to everyone.

Let’s stop waiting for change and start making it happen. The future of tech is brighter when everyone has the chance to thrive.