Where are all the women in tech?

7 October 2015

Diversity pays off. Managers have known for years, but research in the share price of gender and otherwise diversified companies has now proven this scientifically. Companies who employ more women and minorities create more shareholder value.


“At Hydrogen we capitalise on the strength that women bring to our workforce. Fifty percent of our recruitment consultants are women and so is half of our management team. We are also fortunate to have a woman running our IT department. It has not been easy, but we consciously implemented strategies to attract women and minorities” states Ian Temple, our CEO.


Women seem to have made inroads in most fields; technology however, remains male dominated. At global technology giants, 70% of the workforce is male; Apple (70%), Google (70%) and Facebook (69%). An exceptionally low 9% of CIOs are female.

Diversity and more women on the board is a priority for most companies; especially women who can fill gaps in technology departments, yet 80% of qualified young women avoid taking a single computer science class.


“In today’s world a technical background can have a dramatic impact on a woman’s career and the options are varied and well paid” says Richard Stevenson, manager of our Technology practice. “Dismissing technology doesn’t cut it when the number of jobs that require more technical know-how rises by the day” he concludes.


So why are not enough women choosing tech careers and what can companies do to encourage more young women to enter the field? An interesting research by the Girl Scouts of America found that only 13% of girls (25% of boys) would choose a career in science, technology, engineering or mathematics, however, 74% of those that choose this path, do so after they are explained the impact these careers can have on the world. So clearly early career guidance can expand the pool of female tech talent.

But it is also not unusual to lose tech women mid-career. Research of 716 women in tech showed that 625 have left the industry and have no plans to return to tech (Fortune magazine, October 2014). An unsupportive work environment, extreme work schedules, and unclear rules about advancement and success were cited as major factors in their decision to leave.


Diverse teams promote better decision making, product innovation and higher profits. So what can companies do to attract and retain female tech talent?


“It all starts with the grass roots and our education system and what we are doing there to encourage girls to think about a future in technology. Companies should work with the government to make sure that our future generations are departing the education system armed with the right information and foundation to tackle their career choices. To that end, companies should be actively participating in more internships and work placements” says Amber Hayat, our Head of IT.


“Values and culture play a huge role - companies need to be able to demonstrate a level playing field and have flexible working as an option, not only to encourage women in technology, but to hire and retain talent. With the recent legislation change to allow maternity and paternity leave to shared, all parties – men, women and companies stand to profit from this.



A good friend recently had an interview at a large, global corporation and was offered the role. However, she asked to come back in and speak to a member of staff who was a mother to get a feel for what it was like working there as a parent. The woman she met with spoke so highly of the firms' culture, flexible working and values that she accepted the offer immediately and was recently promoted to a leadership position. Companies need to evolve their views on flexible working and use it as a means of hiring and retaining female talent, those who embrace flexible working often get more productivity out of their staff.


Technology is a wide subject area; it is not just coding and cabling. There are many aspects to technology where women would fare equally, if not bring a little more to the table. In today’s ever changing, digital world, companies need to evolve their business models and strategies and see technology as an enabler. This requires collaboration, detail, adaptability, being able to plan strategically and execute tactically – traits that are present in both men and women” Hayat explains.

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We're back! We're thrilled to announce the return of our interview series, Women in Law, where we shine a spotlight on the extraordinary women making waves in the legal world. Join us as we delve into their journeys, explore their challenges and triumphs and celebrate their remarkable achievements. Anna is a partner in the Herbert Smith Freehills LLP corporate practice in Dubai specializing in mergers & acquisitions, joint ventures and investments with particular focus on the Middle East. Anna is regularly involved in award winning and other high-profile transactions in the region that span a number of sectors. In addition to executing transactions in the energy and infrastructure sectors, Anna advises on digital infrastructure and TMT transactions. Anna studied law and obtained her master's in law from the University of Warsaw in 2005 and subsequently moved to the UK to pursue her career in law in London. She re-qualified as a solicitor in England and Wales in 2013. She spent over 13 years working for two US law firms in the City of London before moving to Dubai and joining Herbert Smith Freehills in 2018 as a senior associate. Anna was first promoted to of Counsel in 2023 and elevated to partner in May 2024. Anna is frequently commanded by her clients for her exceptionally pragmatic approach to transactions, enabling them to navigate complex legal challenges with ease. Why did you decide to pursue a career in law? I didn’t always know I wanted to be a lawyer. In fact, I considered other paths. At one point at a very young age, I even thought about joining the army – I admired the discipline and resilience it required, and honestly, some of those skills would be helpful in law, too! While I had considered pursuing an MBA immediately after completing my master's degree, I ultimately chose to move countries and requalify in the UK, believing that this path would provide me with the most meaningful opportunities to advance my career. Looking back on your career, what are some key moments that have helped or hindered you in getting to where you are? There have been many key moments, both positive and challenging, that have shaped where I am today. Early on, studying law in two different languages and legal systems and requalifying in a very competitive market in London was a significant hurdle and achievement, that taught me the value of determination, hard work and persistence. Ultimately, moving firms to prove myself further and eventually relocating to Dubai to accelerate my career were key decisions that allowed me to challenge myself in new ways and grow. On the flip side, there were times when I faced doubts about whether I belonged in certain rooms, especially being a woman in a traditionally male-dominated industry. But each obstacle has made me more determined and shaped my leadership style. Each of these steps has been part of my evolution, and over the years I have learned that resilience and adaptability are key to navigating any obstacle. My promotion to of Counsel and then Partner earlier this year were major milestones, and currently, I am the only female partner in the office, which is something I am incredibly proud of. Having said all that, I know I wouldn't have been able to achieve all this without the support of amazing colleagues and mentors along the way. Do you believe there’s a glass ceiling for women in the workplace, and has it changed? I do believe the glass ceiling still exists in many industries, including law, though progress is being made. I have experienced certain challenges in my career, but I have not faced prejudice based on my gender; I’ve always thought of myself simply as a lawyer, focusing on being the best I can be. Today, we’re seeing more women in leadership roles, and I am proud to be among them. Yet, women still encounter less visible challenges, whether in the form of bias, societal expectations, or balancing family life with a demanding career. While strides have been made, there’s more to be done. Through evolving recruitment practices, mentorship, diversity initiatives, and challenging outdated norms, we can create further change. I’m encouraged by the support women offer each other, and that keeps me hopeful that the glass ceiling will continue to crack. What do you think the legal industry can do to improve diversity & inclusion? The legal industry has made progress, but there’s still room for improvement. First and foremost, we need more than just diversity in numbers—we need inclusion at every level, where everyone’s voice is heard and valued. This can be achieved through better representation in leadership positions and by ensuring that recruitment practices are truly inclusive. Broaden recruitment criteria to include candidates with diverse life and career experiences will create a more inclusive environment and enrich teams with new perspectives. Mentorship and sponsorship programs for underrepresented groups can make a huge difference in retaining diverse talent. The industry also needs to focus on creating a supportive environment where people can bring their authentic selves to work without fear of judgment. As part of my new role, I make it a priority to champion diversity and inclusion, and I encourage others to do the same. What advice do you have for young women looking to make a career in your industry now? My advice to those starting their legal careers is that hard work is essential, but in today’s world, it’s also crucial to be resilient, proactive and open-minded. The legal world is evolving, so it’s crucial to stay alert to change and seek out opportunities, even if they’re outside your comfort zone. Your career may not be a straight line, it may have twists and turns, but each step, whether a success or a setback, adds to your growth. The most successful lawyers are often the ones who are authentic and have taken unique paths to get where they are. Success is as much about resilience and adaptability as it is about effort. Focus on building core skills and surround yourself with a network that supports and challenges you. And, most importantly, stay true to your values and who you are.
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