Climbing the Tech Ladder: Empowering Women in a Bro Culture World

This is your Women in Business podcast. Welcome back to Women in Business. Today, I want to talk directly about what it means to be a woman navigating today’s economic landscape in the fast-moving, shape-shifting world of tech. We won’t skirt the numbers: in the United States, only about 27% of tech roles are filled by women, even though tech is one of the most dynamic and high-paying sectors out there. Globally, that figure often falls closer to 23%, and when you break it down further, women hold just 20% of software engineering roles in the UK. We see that while women are showing up, the climb to the top is still steep—recent data shows just 8% of chief technology officers worldwide are women, and not a single one of the so-called Big Five—Google, Apple, Meta, Amazon, Microsoft—has ever had a female CEO. But what does this mean for women already in the industry or those thinking about making the leap? First, there’s the challenge and the culture. According to Female Tech Leaders Magazine, more than 70% of women in tech report experiencing a pervasive “bro culture.” That sense of being overlooked or under-supported is real, and it’s no wonder that half of women with tech jobs leave the field by age 35. And yet, amidst these headwinds, there are bright spots: mentorship and sponsorship programs are proving essential. Studies show that women who have both a mentor and a sponsor are not only more likely to stay in tech but are also far more likely to advance into leadership roles. Let’s talk compensation, because economic empowerment matters. Across similar roles, women in tech earn on average $15,000 less than men, according to multiple industry reports. Closing this pay gap wouldn’t just empower millions of women—it would boost the global economy. McKinsey & Company estimates that closing the tech gender gap could add an astonishing $12 trillion to global GDP by 2025. That's why more women learning about AI, data science, and e-commerce—fields where the share of women is slowly rising—need support and visibility. Now, as tech companies grapple with economic uncertainty, waves of layoffs, and new work models, women often face a double bind. The Women in Digital Annual Report from Australia describes a “missing middle”: women’s careers often stall or drop out mid-career, not due to lack of talent or drive, but because of cultural barriers and caregiving responsibilities that aren’t adequately supported by employers. More flexible policies and family support are critical for retention and advancement. So, to spark our discussion, here are some key points for this episode: Why does female representation drop off so sharply by mid-career in tech? How can companies actively address “bro culture” and create a more inclusive environment? What practical steps will close the persistent pay and promotion gap? Is upskilling in AI and emerging technologies the gateway to leadership for women, and what support is needed? How do mentorship, sponsorship, a This content was created in partnership and with the help of Artificial Intelligence AI.