If you’ve worked in tech or finance, you know the drill. There’s always a ‘go-to’ person who gets the big projects, leads the meetings, and, often enough, earns the promotions.
But if you look around, how often is that person a woman? And when women are being promoted or being made visible, how often is their work front and centre? Not nearly enough. That’s the visibility gap in a nutshell — and it’s holding back women in tech, big time, writes Natalie Bowers , founder of niche tech recruiters Bowers Partnership.
The gritty truth: women's work isn't always seen
The visibility gap isn’t just a quiet, little oversight; it’s more like the office’s unspoken secret.
In my years of recruiting, I’ve seen plenty of situations where talented women are overlooked for major projects, despite clearly being the right fit.
Too often, their work gets lumped into the background, and they are left without credit.
A woman can develop a game-changing solution, get the project across the finish line, and…barely get so much as a nod in the organisation’s next update!
The wealth and investments sector is leading the way on female tech leadership roles
Interestingly, within the investments and wealth sector, many IT director and Chief Technology Officer roles are now held by women — a promising sign that some sectors are leading the way.
Often, ESG (Environmental, Social and Governance) principles are behind this shift, as companies increasingly prioritise diversity as part of their social and governance goals.
But across the broader UK tech landscape, women still represent only 5% of leadership positions.
While some sectors may be setting a positive example, there’s much more to be done.
How to close the gap: top three practical, no-nonsense solutions
1. It's time for sponsorship, not just mentorship
Mentorship is nice, but sponsorship is a game-changer.
While mentorship offers advice, sponsorship actively promotes a woman’s work and advocates for her career progression. It’s more than suggesting she works harder – it’s telling the board or the client about the results she’s achieved.
Companies and organisations should identify high-potential women and assign senior leaders to sponsor them.
Imagine if women in tech knew that someone at the top was not only supporting their projects but also actively talking them up to decision-makers. That’s how the visibility gap starts to close – by putting women in the spotlight where they belong.
2. Assign women to high-impact projects (and say so)
Let’s be real — women in tech aren’t looking for participation trophies. They want real assignments, real credit, and real recognition.
So, put them on high-impact projects and actually tell the team, the board, and the clients about it. It’s not extra — it’s just fair.
And here’s the thing — when women are leading these initiatives, acknowledge it. Make it known in team meetings, internal announcements, and project updates. It’s about transparency. Too often, women’s contributions go uncredited or, worse, credited to someone else.
3. Rethink promotion criteria - performance over persona
This whole ‘gravitas’ thing? Let’s be honest, it’s often just code for preferring personalities that feel familiar to decision-makers.
Instead of relying on ‘vibes,’ companies should promote people based on actual work. Who’s delivering, hitting targets, or keeping the wheels on during crunch time? It’s time to value the grit — not just the charisma.
"It Would Be Nice to Get a Girl" -- the tokenism trap
As a recruiter, I’ve lost count of the times clients have casually said:
“It would be nice to get a girl for this one.”
This phrase or sentiment is most often uttered concerning junior tech positions.
That one word — “girl” — speaks volumes, doesn’t it? Every time, I think; ‘Is this even legal?’
And funnily enough, no one’s ever asked me to “Get a Boy” for a role.
This isn’t true diversity or inclusion; it’s just ticking a box. If companies want real change, they need to stop treating diversity as a quick fix or a PR-friendly hire.
Real commitment means valuing women for their skills and potential, not just for how they’ll look on the “Meet Our Team” page.
Put your money where your mouth is
We’ve all seen it — the “We’re committed to diversity and inclusion” taglines on LinkedIn profiles and company websites.
It’s everywhere, like a corporate mantra. But here’s the reality: it’s not enough to just throw up a slogan or slap a stock photo of a diverse group on your “About Us” page.
If companies and organisations truly believe in D&I (Diversity and Inclusion), it’s time to put their money where their mouth is. Invest in meaningful programmes, and support women on high-impact projects.
Why visibility is key: the ripple effect
The ripple effect of having visible women in tech is real — especially when recruitment data tells us that women are nearly three times more likely to apply to those companies that visibly champion diversity. It’s a win-win.
When women lead from the front, it sets the tone for future hires, making the industry look less like a stuffy boys’ club and more like the innovative, diverse place it ought to be.
The bottom line: put women front and centre
So here’s the deal: the visibility gap isn’t just about promoting a few women to senior roles and calling it a day.
It’s about creating a company culture that acknowledges women’s contributions at every level.
By prioritising sponsorship, strategically assigning women to high-impact projects, and reevaluating biased promotion processes, companies can bridge this gap and create a workforce that not only includes women but actively values and elevates their work.
Finally, do you get how significant the visibility gap for women in tech really is?
The visibility gap doesn’t just hold back individual women — it holds back entire industries. If companies genuinely want to thrive, it’s time to start putting their money where their commercial mouths are, ensuring that women’s talents aren’t only recognised but put right at the centre stage.
Natalie Bowers
Natalie Bowers began breaking boundaries in her mid-20s as the first female general manager for one of Europe’s largest systems integrators, navigating a primarily male-dominated “boys' club” to deliver exceptional results for senior IT leaders. With over 30 years of experience in recruitment and executive leadership, she now heads Bowers Partnership, a firm known for placing top talent and driving diversity across tech and finance. Her expertise in talent strategy, leadership recruitment, and DEI initiatives make her a trusted voice for women’s advancement in the industry. Natalie is passionate about creating inclusive, high-impact workplaces and regularly contributes her insights to publications focused on empowering women in tech.
