12 June 2025
Grace Tattersall took part in a panel discussion at the World CIO 200 event at Aga Khan Centre in London this week, which discussed women in tech and overcoming gender bias, mentorship, and women leading AI innovation. Grace reflects on her experience and thoughts in the short blog below.
In my 20+ years as a recruiter, I have consistently supported clients in reducing barriers to recruitment and promoted diversity in the workplace, with a particular emphasis on closing the gender gap in the tech industry.
The rise of AI is in every headline and often touted for its potentially negative connotations; however, in today’s fast-paced digital world, tools like Microsoft Copilot are transforming how we work – allowing us to focus on ideas rather than perfect punctuation or structure. This freedom is especially valuable when tackling complex and nuanced topics, such as gender diversity in the workplace.
What emerged from our panel was a powerful conversation about persistent challenges and the path forward.
Persistent Challenges
One of the panel members shared a powerful statement which resonated deeply with the audience, “I don’t want to be categorised as a ‘Woman in Tech’”. It reflects a common sentiment among women in the industry: the desire to be recognised for their talents — their skills, creativity, and impact — without their gender becoming the headline.
At the same time, we can’t ignore the reality. Gender continues to shape how people experience their careers, from access to opportunities to how their contributions are perceived.
During the session, I shared some recent data that underscores just how persistent these imbalances are.
These figures highlight that while we may not want to be labelled or limited by gender, the conversation around equity and representation in tech is still very much necessary.
The future of work demands that we embrace the full spectrum of gender identity and expression. True inclusion means recognising and valuing every individual – not just as a statistic, but as a contributor to innovation and progress.
Progress ebbs and flows – a step forward in one direction doesn’t mean there aren’t two steps back elsewhere. That’s why it is so vital that we look to future and the many ways, big and small, that we can close the gaps.
The Path Forward
The journey to inclusivity in tech is a never-ending road, true inclusivity means you are always striving to make things better and close even the smallest of gaps. We’ve come a long way, but there is still a long way to go. We are fighting a snake with several (systemic) heads that continue to impact progress; thankfully, the silver lining is that we can clearly identify how to remove these barriers to success.
Mid-career dropouts: Many women are forced to leave their roles due to lack of flexibility or support, particularly with menopause issues and dependant/caring responsibilities. As this industry is historically male-dominated and the aforementioned issues disproportionately affect women, there is a lag in the understanding of how making reasonable accommodations can allow the women in their organisation to thrive.
Incorporating flexible working and/or remote working wherever possible is an integral part of the puzzle. Providing menopausal support is also key; by 45-55, most men are hitting their career peak but for women, this is usually when menopause hits the hardest and with close to 4 million women employed in the UK in this age group, a lack of menopausal support means they have to take a big step back and not the step forward they deserve.
Tick box inclusion: Unfortunately, it can be hard to tell from the outset whether an organisation’s diversity efforts are truly inclusive—or simply performative. Proactive hiring can help open doors and address systemic imbalances. However, if the support doesn’t carry past the hiring process, it can lead to feeling like a “diversity hire”, which in turn leads to imposter syndrome and affect retention.
Education: Early exposure to STEM is crucial, yet role models remain scarce. Representation at the top starts with visibility and support at every level, from the classroom to the boardroom. As a speaker and advocate, I believe in showing up—on panels, at keynotes, and in schools—to share experiences and encourage the next generation to pursue careers in tech.
Male allies: Change cannot start at the bottom, and in most industries, particularly this one, it is primarily men who hold the power. For an industry-wide transformation to occur, those in power must truly listen and utilise their influence and resources to create the vital (and often achievable) change.
Natalie Schofield, Head of CDIO Programmes for the West Yorkshire ICB reminded us of a crucial truth: digital transformation isn’t just about adopting new tech. It’s about people, culture, and inclusion.
These aren’t just statistics and studies, they’re personal stories, moments of doubt, resilience, and growth. One reflection stood out: realising that being the only dissenting voice in the room doesn’t mean you’re wrong. In inclusive environments, diverse perspectives are not only welcomed—they’re essential. Leadership in today’s world must be grounded in empathy, openness, and a genuine commitment to listen, even when it’s uncomfortable.
Learn more about how tech companies can push for more women in senior roles.
With over twenty years’ recruitment experience, Grace specialises in executive search and selection for C-level and senior technology leadership appointments within the public and not-for-profit sectors. Actively supporting clients to reduce barriers to recruitment and to promote diversity in the workplace, Grace brings tailored solutions for both permanent and interim leadership roles.
Grace joined the AQ team in 2022 to further expand our work in technology & digital and data appointments; prior to joining the team she built an impressive track record recruiting mid to senior level roles for global charities, UK membership bodies, central and local government and leadership teams within the higher education sector. Grace works with personal integrity, vision, energy, and passion to support her clients and candidates through the recruitment process and beyond. You can connect with Grace on LinkedIn or email her at grace.tattersall@andersonquigley.com.
