Women make up half the UK workforce but hold only 26% of tech roles, according to the BCS Chartered Institute for IT. In venture capital, the picture is even starker: female entrepreneurs routinely receive less than 2% of the UK's multi-billion pound VC funding each year.
These aren't new problems. But they are problems that specific people and organisations are now working to fix — with data, policy recommendations, and practical action. Here's where things stand.
What the Women-Led High-Growth Enterprise Taskforce Found
The Women-Led High-Growth Enterprise Taskforce, led by Starling Bank founder Anne Boden, published a report examining why the UK's high-growth entrepreneurship ecosystem consistently underserves women. The findings were blunt.
"In 2022, of the UK's multi-billion pound venture capital funding, female entrepreneurs routinely received less than a 2% share of the investments made each year."
That figure hasn't meaningfully improved in over a decade. The taskforce identified several structural reasons: investment teams lack gender diversity (which affects whose businesses get funded), regional investment is heavily concentrated in London, and there aren't enough visible female role models in high-growth sectors to inspire the next generation.
The taskforce made several concrete recommendations. Investment companies should publish the percentage of senior female investment professionals they employ. More firms should sign the Investing in Women Code — a voluntary commitment from financial services organisations to improve female entrepreneurs' access to finance. And regional ecosystems outside London need targeted support to unlock the potential of women-led businesses across the UK.
The Funding Gap in Numbers
Research from Bibby Financial Services adds further detail to the picture.
43% of UK female entrepreneurs face difficulties accessing the cash flow they need to grow their businesses, compared to 29% of male business owners. When it comes to business loans specifically, 62% of female business owners report more difficulty securing finance post-pandemic, versus 57% of their male counterparts.
As Bibby's Chief Strategic Development Officer Lucile Flamand put it: women business owners receive less than half the investment capital of their male counterparts, despite delivering twice as much revenue per dollar invested. The gap isn't about capability. It's about access.
The Global Gender Gap Report estimates that at the current rate of change, it will take over 130 years to close the global gender gap entirely. That's not a reason for pessimism — it's a reason for urgency.
Why the Gender Gap in Tech Matters for Everyone
This isn't just a fairness issue, though fairness matters. It's an economic one.
The UK tech sector is one of the fastest-growing parts of the economy, but it's growing with a significant talent shortage. If half the population is underrepresented in the sector's workforce, that's a massive pool of potential talent being left on the table.
Research consistently shows that diverse teams make better decisions, build better products, and perform better financially. McKinsey's long-running diversity research found that companies in the top quartile for gender diversity are 25% more likely to achieve above-average profitability. Closing the gender gap in tech isn't charity — it's good strategy.
For women considering a career in tech, this context matters too. The demand for skilled workers means opportunities are genuinely available — and employers are increasingly aware that they need to do more to attract and retain diverse talent.
What's Actually Being Done
Progress is slow but real. Here's what's changing.
Policy and investment reform
The Investing in Women Code now has growing (if still insufficient) participation from financial services firms. The Financial Conduct Authority has been urged to introduce diversity-focused consultation requirements. And the taskforce's blueprint for scaling regional ecosystems gives local authorities and business networks a practical framework for supporting women-led businesses outside London — including in regions like East Anglia, where Tech Educators operates.
Education and skills pathways
One of the most effective ways to close the gender gap is to widen the pipeline. Bootcamps and intensive training programmes are particularly valuable here because they remove two major barriers: time and cost. A 12-week Software Development Bootcamp at £5,000 is a fundamentally different proposition to a three-year degree at £27,750 in tuition alone — and the shorter timeline means less career disruption for people with caring responsibilities.
Our bootcamp cohorts consistently include women making career changes from education, healthcare, retail, and administration into tech. The practical, supportive, cohort-based learning model works particularly well for people who might not see themselves as "typical" tech candidates — because there's no such thing.
Community and visibility
Events like HackEd Norwich play a role here too. When 120 students come together for three days of collaborative, hands-on problem-solving, the diversity of the group matters. Seeing women building, coding, and leading tech projects in person — not just hearing about it in statistics — changes perceptions for everyone involved.
Organisations like Code First Girls, Women in Tech, and the Tech Talent Charter are also making a difference by creating networks, mentorship opportunities, and visible pathways for women entering or progressing in the sector.
What You Can Do
If you're a woman considering a move into tech, the data is clear: the sector needs you, the barriers are real but not insurmountable, and the routes in have never been more accessible.
Start by exploring what direction appeals to you. If coding interests you, look at our Software Development Bootcamp. If you want tech skills without programming, the Digital Innovator Bootcamp covers AI, data, design, and project management. If you want to understand AI for your current role, our AI Literacy Bootcamp runs at half a day a week — designed to fit alongside existing commitments.
Funded places are available in several UK regions, which directly addresses the financial barriers that disproportionately affect women entering new fields. Speak to our team to find out whether you qualify.
If you're an employer or business leader, consider how your organisation can contribute. Invest in training for your existing team. Review your hiring practices. Sign the Investing in Women Code. Small, concrete actions compound over time — and the tech sector can't afford to wait another 130 years.
James Adams
James has 8 years with Fortune 200 US firm ITW, experience of managing projects in China, USA, and throughout Europe. James has worked with companies such as Tesco, Vauxhall, ITW, Serco, McDonalds. James has experience in supporting start-up and scale up companies such as Readingmate, Gorilla Juice and Harvest London. James completed his MBA at the University of East Anglia in 2018.
