The UK tech sector is chasing global leadership in artificial intelligence (AI), digital infrastructure, and advanced innovation — but one key weakness threatens its momentum. A broken career framework is driving out thousands of experienced professionals every year, with women bearing the brunt of the fallout. Our “Lovelace Report 2025,” in collaboration with WeAreTechWomen, reveals the urgent cost of that talent drain — and what needs to change.

The UK tech industry loses billions every year as skilled women leave

Each year, between 40,000 and 60,000 women leave their roles in the UK tech and digital sector. Some exit the industry altogether. Others take their skills to new employers in search of the advancement their current roles deny them. Either way, the economic impact is significant, as this drain costs the UK economy between £2 billion and £3.5 billion every year. The churn of women moving roles costs an estimated £640 million to £1.3 billion annually, while those who leave tech entirely take with them between £1.4 billion and £2.2 billion in economic value.

This isn’t just a loss of talent — it’s a risk to national capability. The UK government has committed to scaling the national AI workforce and increasing AI research capacity twentyfold by 2030, but the sector is already short between 98,000 and 120,000 professionals. Without structural change, those targets will be impossible to reach. Worse, the future of AI risks being built by a shrinking and unrepresentative segment of the population. If underrepresented groups continue to exit, or are excluded from high-impact roles, the products and platforms shaping our digital future will reflect a narrow worldview.

Women are leaving the tech industry — and it’s not because of childcare

Only 3% of women surveyed cite caregiving as their reasons for leaving the tech sector, which is a striking contradiction of one of the industry’s most persistent myths. Instead, women point to a broken system: 25% say they leave due to a lack of career advancement; 17% because of inadequate recognition; 15% due to pay inequity. Poor culture and lack of support round out the top reasons, with many women navigating a system that sidelines them just when they should be stepping into senior leadership.

These aren’t isolated frustrations. They’re consistent patterns playing out across all levels of seniority. Nearly 80% of women surveyed have recently left or are thinking of leaving their tech roles, due to the reasons cited above. Attrition peaks around the six- to 15-year mark, just when women should be reaching the heights of their careers.

Why women keep climbing but never reach the top in tech

For many women in tech, the middle of their career is where progress stalls. Instead of stepping into senior roles, they’re stuck waiting. More than 75% of women with 11 to 20 years of experience have waited over three years for promotion. For those with more than 20 years in their field, nearly 40% have waited more than five. That’s well above the industry norm of two years, which is the average wait time for men.

Pay falls short too. More than half of the women surveyed earn less than the average for their level of seniority, even though 70% have invested in extra qualifications or leadership training to boost their careers.

Despite these challenges, women’s ambition remains strong. Ninety percent of those surveyed want to move into management, but only a quarter believe it will happen easily. Many face the same obstacles: limited access to high-impact work, unclear pathways to promotion, and systems that continue to reward the familiar rather than recognize potential.

How the UK tech industry can redesign talent development — and keep it

Our report outlines three major shifts that UK tech employers need to make now:

1. Develop and effectively sponsor women talent

Monitor for signs that employees are stuck and intervene with real, meaningful opportunities. Instead of relying on familiarity or defaulting to “safe” choices, match people to projects based on skills and potential, and provide mentoring and guidance to accelerate development. Regularly audit past high-profile programs and track career progression metrics by gender to identify and address bias rooted in proximity or affinity. Implement targeted actions for when individuals — or entire teams — aren’t advancing.

2. Grow and promote opportunity for women on high profile projects

Elevate more experienced women by placing them in leadership roles on high-profile projects and recognizing their achievements through public acknowledgement and awards. Create additional career-building opportunities through appointments to shadow boards or think tanks, helping expand networks and showcase technical expertise. Co-design career paths that span roles, geographies, and business lines to accelerate career progression and sharpen business acumen.

3. Make career pathways crystal clear at every level

Vague expectations keep people stuck. Create written progression frameworks that define roles, competencies, and pay clearly at every level. Then embed those frameworks into regular reviews, development plans, and learning opportunities. Make it easier for people to move between teams and functions, not just up.

This is not a diversity box to tick. It’s a strategic decision with serious implications for competitiveness, capability, and culture. Retaining and advancing women in tech means faster innovation, stronger teams, and more resilient organizations. The companies that act now — by building systems that reflect the skills of tomorrow, not the structures of yesterday — will be the ones that lead the industry forward.