Attracting and retaining the diverse voices needed for digital transformation

As a male leader in recruitment, I’m often asked why building a diverse tech workforce matters. And while I may not have lived the experiences of women in this space, I believe it’s my responsibility—as an ally—to listen, learn, and advocate for change.

Creating a diverse workforce isn’t just about hiring—it’s about building an environment where everyone can grow and thrive. In U.S., women remain underrepresented in tech, making up only 35% of core STEM occupations and even fewer in specialized in areas like cybersecurity. That’s not just a statistic—it’s a signal that we need to do better.

Many organizations are proud of their DEI progress, but we can’t stop here. Without intentional action, gender parity in tech leadership could take decades. And too often, we look at DEI data in aggregate. But real progress comes from digging deeper—by department, by role, by level. For example, if your tech team is 20% women, but only 1% are in cybersecurity, that’s a gap worth addressing. Representation matters—but so do retention and advancement.

Recruiting a diverse tech workforce

Hiring diverse talent starts with recognizing people, not just resumes. Traditional hiring filters can overlook great candidates who don’t follow conventional paths. A skills-based approach opens the door to stronger, more diverse talent.

As my colleague James Milligan has explored, AI in recruitment holds promise—but only if it’s built inclusively. Without input from women, racialized professionals, newcomers, and LGBTQ+ voices, we risk reinforcing the very biases we aim to eliminate.

Eliminating bias in hiring

Bias in hiring is real—and often subtle. Research shows women are less likely to apply for roles unless they meet 100% of the criteria, while men apply 60%.

That’s why job descriptions need to be reviewed through multiple lenses, and why flexibility and hybrid work options should be clearly communicated.

I’ve seen firsthand how bias can influence hiring decisions. A female candidate with short tenures was nearly overlooked—until we noticed she had consistently progressed into more senior roles. Meanwhile, a male candidate with similar job-hopping wasn’t questioned. This is why diverse perspectives in the hiring process are essential.

Retaining and nurturing talent

Hiring is only the beginning. Culture is what keeps people. According to Hays Salary Guide, over 50% of tech professionals leave roles due to a disconnect between company culture and what was promised during interviews.

Supporting female talent

Mentorship and encouragement matter. Many women struggle with impostor syndrome, a phenomenon that affects up to 82% of people, with women disproportionately impacted. Mentorship, especially from other women, can be the support they need to grow. Yet, despite 98% of Fortune 500 companies offering formal mentorship programs only 37% of professionals in the U.S. report benefiting from them, highlighting a significant gap between availability and access.

As a male ally, I know my role isn’t to speak for women—but to stand beside them, amplify their voices, and help create a workplace where everyone feels seen, supported, and empowered.

For further insights into this subject and its impact, download Hays’ Future of Work report, where we offer more advice on these challenges.