Motherhood Penalty pushing women out of tech

1 in 3 women plan to leave current tech jobs

Collaboration between Tech Talent Charter and Motherboard Charter lays bare the extent of the factors contributing to the attrition of women in tech, and sets out practical measures tech employers can take to hold on to female talent.

Despite being one of the most innovative and well-paid sectors, the tech industry continues to struggle to retain female talent. 50% of women employed in the tech sector have left it before they hit 35 years of age, and that correlates with the years in which they are most likely to become mothers.

Sociologists identified the existence of the motherhood penalty nearly two decades ago but acknowledgement that it exists hasn't yet led to any real changes - at least not in tech. Essentially, becoming a mother means a woman is less likely to be employed in the first place, will be paid less than both women without children and male colleagues and is less likely to be promoted. Interestingly, the reverse applies to fathers who are more likely to be hired, better paid and more likely to be promoted after they've had children.

Tech Talent Charter (TCC) conducted research into female attrition from tech in 2023 and found that 36% of all respondents had either recently left or were planning to quit the industry rather than move to another tech role. 11.4% of women had left to focus on caring commitments rather than another job (a different but related issue) but 24.8% of the total sample stayed in the workforce in a non-technical role. Among those currently planning to leave their tech jobs (approximately one third,) nearly 35% were planning to change to a non-tech role. These findings suggest strongly that women in technology aren't seeking a career break - they're seeking a different career. Why?

Caring responsibilities are part of the work-life balance

TCC's research found that nearly 40% of women in tech (or recently in tech) agreed that caring commitments influenced their decision to leave their job. Work-life balance was ranked as the most important factor in deciding whether or not to leave a tech job and that applied to women without children as much as it did to those with them. However, when asked to add free text detail to responses, more than half of respondents (51.6%) described caring responsibilities as part of the calculation of that work-life balance despite not listing them as an overt cause. The phrase 'work-life balance' hides a great deal of unpaid work - but usually only if you're a woman.

These findings emphasise the impact that the motherhood penalty continues to have on the tech industry's ability to retain female talent. It also highlights the urgent need for businesses to offer meaningful flexible working options if they want to improve the diversity of their workforces - which most claim to want to do.

"The tech industry is at a crossroad", says Karen Blake, Co-CEO of TTC. "Our research shows the scale at which women leave tech at critical junctures in their lives, often due to the challenges of balancing motherhood and caring responsibilities with career demands. This exodus is a loss for these talented individuals and a significant setback for the industry and UK PLC."

Sophie Creese, Founder of the MotherBoard Charter, said: "There is a proven link between women leaving their jobs and motherhood. This is especially prominent in male-dominated industries, with tech specifically having one of the poorest attrition rates of all industries in the UK."

"While there's a prevailing notion that elevating women to senior roles can address this issue, the stark reality is that without addressing the root cause — the alarming 50% of women that are leaving tech by age 35 — meaningful change remains elusive."

Resource guide for a more inclusive tech workplace

This lack of meaningful change is why TTC and MotherBoard have joined forces to address the motherhood penalty in the tech industry with the launch of a new resource guide aimed at helping businesses to create more inclusive workplaces. The new resource calls on businesses to take ten key steps to tackle the motherhood penalty including flexible working arrangements and supporting women's career development.

"Retaining women, by going beyond the basics of maternity leave, is essential to changing the future landscape of the industry," said Sophie Creese. "That's why I am thrilled to be launching this guide with the Tech Talent Charter so that leaders can start to open the dialogue of how they can go beyond policy by taking tangible actions for a more equitable and inclusive future."

"We all have a role in creating a more inclusive tech industry," added Karen Blake. "Employers can start by rethinking their flexible working policies, investing in career development for women, publishing parental leave policies and creating a more empathetic workplace culture. Individuals can also take action by advocating for change in their workplaces and supporting organisations working to make the tech industry more inclusive."

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