DE&I in the tech sector: are we taking a step backwards?

“Promotions that stall. Women who repeatedly find that their hard work doesn’t translate into advancement, while their male counterparts move up the ladder. These may be subtle indicators, but together they form an unmistakable pattern,” says Lieke Lamb. “And that’s only the beginning. On the third floor, only the women’s toilets exist, forcing them to pass by their male colleagues every time they need the facilities. Or the heating that can’t be turned up by a single degree. It may seem trivial, but this is the reality some women in Tech still endure in 2025. What appears a minor inconvenience can carry far-reaching consequences.

Women in Tech

Lamb serves as CEO of the Future Expertise Centre and Director of Women in Tech Netherlands. For over three decades, she has tracked technological, social and economic trends as an innovation ambassador and futurist. She advises corporations, government bodies, start‑ups and NGOs, and is a renowned international keynote speaker on topics ranging from AI and digital transformation to leadership, innovation, diversity & inclusion, and education.

“We’re genuinely at risk of slipping backwards,” she cautions. Rosanne Ferrari, consultant at Odgers Berndtson Netherlands, spoke with Lamb about the state of women in the tech sector and what leadership can do to reverse the trend.

DE&I in Tech: how does the Netherlands measure up?

“With just 19% of technical roles filled by women, the Netherlands sits below the European average. That’s concerning, given technology’s growing impact on every aspect of our lives. We’ve made considerable strides in diversity, equity and inclusion—no question. Yet right now, alarm bells are ringing, and we risk losing much of what we’ve gained.”

The ‘tradwife’ trend is a step in the wrong direction.

Lamb emphasises that this is not confined to the tech sector. “Across society, we’re witnessing women’s position coming under strain. There’s a palpable sentiment that demands vigilance—social, cultural and political shifts all play their part.”

“Consider the so‑called ‘tradwife’ movement on social media, which extols a 1950s lifestyle and rigid gender roles. It renders women financially vulnerable and, frankly, represents a backward step.”

Lamb observes this pressure firsthand in her work with Women in Tech. “We notice growing scepticism from some companies, even though many of our events are open to all genders. These discussions can be tough, but they also signal a maturing of the debate. We must demonstrate our value as women in Tech rather than adopt a victim mindset.”

Why women are opting out of Tech

Too few women choose a career in Tech, and many leave shortly after joining. The reasons are manifold. “While the number of female students in STEAM (Science, Technology, Engineering, Art and Math) disciplines is on the rise, only 23% enter the tech workforce upon graduation. Of those, a significant number see their careers stall almost immediately.”

An ingrained aspect is corporate culture. “Studies consistently reveal that many tech firms still feel overwhelmingly male‑dominated. There simply aren’t enough provisions to enable women to thrive or to juggle work and family life effectively. Sometimes these are seemingly minor issues—like the women’s loos being confined to the third floor or the thermostat that never quite reaches a comfortable level. But then consider company socials skewed towards male interests, or the lack of clear progression pathways. Many women end up feeling out of place, unseen and undervalued.”

“I always say: one woman is not a woman. It takes at least four before they feel like a group rather than an exception. Organisations must resist the ‘tick‑box’ temptation of hiring a single female hire and calling it a day. Women need to be fully empowered and involved in decision‑making.”

DE&I as a driver of innovation and profitability

The case for change isn’t just about social justice—it’s backed by hard data. “Diversity fuels creativity and boosts productivity. McKinsey’s research shows that companies in the top quartile for diversity are significantly more likely to be profitable. It uplifts workplace morale, enhances individual performance and reduces staff turnover.”

The labour market itself makes the argument compelling: “By 2027, Europe will face a shortfall of between 1.4 and 3.9 million skilled tech professionals. We urgently need to expand the talent pool—and female participation is critical, not only for the economy but for society at large, to avoid a stark gender divide.”

Lamb highlights how bias permeates innovation: “Technological developments have often been skewed by male‑centric design. Take crash tests that, for decades, used only male dummies. Or heart‑failure research conducted on male mice, despite women presenting different symptoms.”

“Women‑specific conditions—such as endometriosis or menopausal symptoms—have been under‑researched for years. When women aren’t part of the innovation sprint, solutions become one‑sided and less effective. A striking illustration: after 180 years, a female designer at TU Delft finally created a ‘duckbill’ respirator tailored for women. 180 years!”

Raising awareness in the boardroom

Change within organisations begins with awareness. “At Women in Tech, we host boardroom sessions where we explore real‑world scenarios. How do you respond to an inappropriate remark? Do you laugh along, stay silent or speak up? Through thought‑provoking statements, we shine a light on women’s lived experiences and challenge behaviours that many have come to accept as ‘just the way things are’. We also offer practical guidance: encourage women to share ideas one‑to‑one after meetings, proactively invite their input and genuinely ask what’s on their minds.”

“Our own experience shows that, quite bluntly, many men find that hyper‑competitive, ‘alpha’ atmosphere far from comfortable. That gives us hope that, together with a new generation of leaders, we can shift corporate culture.”

“Beyond awareness, it’s crucial that tech firms truly listen to what women need to feel included. Take their concerns seriously and don’t dismiss them as mere whining. Women in Tech encounters this resistance all too often. If companies don’t start acting now, meaningful change will take far too long.”

“Legally, we’ve come a long way towards equal pay for men and women, yet in practice the reality is often different. Women still find their progression blocked despite having the right qualifications. The dismissive quip ‘she must be a shrew’ crops up all too frequently when women display traditionally ‘masculine’ traits. We must uproot these entrenched biases.”

“I believe it’s the government’s role to enact sound legislation, but it’s up to companies to cultivate workplaces that genuinely attract and retain women. Otherwise, initiatives like the ‘Choose STEM’ campaign—launched over 35 years ago—ring hollow. You can encourage girls to study STEM at school, only for them to land in environments that drive them away.”

A cultural shift starts in education

Transforming culture demands myriad small changes. “Often, it’s unintentional behaviours—not driven by malice—that perpetuate bias. This begins in early education.”

“From primary school onwards, children absorb expectations and gender norms. The assumption that ‘tech is for boys’ is all too common. Research shows teachers harbour unconscious biases, and STEM textbooks—physics, chemistry, maths, biology—frequently use examples that resonate more with boys. It becomes a self‑fulfilling prophecy.”

“My own daughter was once set the task of investigating which chemical formulas made nail varnish dry quickest – and it worked. It needn’t be limited to nail varnish, of course, but we must make STEM subjects genuinely engaging for girls. When they see themselves represented, they are likelier to pursue a career in Tech, and we’ll also benefit from more female teachers in maths and science. Research shows that women often bring a different and valuable approach to instruction.”

“Initiatives such as VHTO’s Girls’ Day – which introduces young women to tech and IT companies – are undoubtedly doing vital work to spark interest in the sector. Yet more is required if we are to dismantle entrenched stereotypes for good.”

Put role models centre stage

Role models are crucial to making Tech attractive to women. “Campaigns like those run by Equals – remember the posters of female tech entrepreneurs that appeared on pillars across Amsterdam – can be highly effective. There’s also a clear responsibility for the media. Now that AI systems increasingly rely on publicly available data, it’s risky when women’s achievements are under‑represented.”

“Public broadcasters, for example, could produce high‑quality series on women in history—take Catherine the Great: not focusing on her personal life, but on her championing of girls’ education in Russia and her advocacy for vaccination. Likewise, most current affairs shows still favour male experts when the subject is politics or technology. It’s time for a more balanced line‑up.”

“I see the same imbalance at major events, where too often only male speakers take to the stage. Bring a woman to the main podium—not as a host, but to deliver a specialist lecture on AI and Tech. A fresh perspective like that sparks truly innovative ideas. Through Women in Tech, we support women in navigating such resistance.”

“Of course, men can serve as role models too. Hats off, for instance, to Prince Constantine, who refuses to join any panel unless at least one woman is on it. Such statements and allies are invaluable.”

The role of leadership in DE&I

The critical question is whether tech companies are genuinely committed to DE&I. “Leadership will make or break your DE&I efforts. Without buy‑in from the very top, it remains a mere HR initiative or a buzzword. You need measurable objectives and KPIs explicitly tied to diversity and inclusion—but beware of swinging the pendulum so far that men feel unfairly excluded. And remember: it’s not just about hitting numbers.”

“We’ve seen companies where women simply hit a ceiling. Pair a woman with a male mentor who not only empowers her but actively helps dismantle the often unconscious barriers in her path. That personal connection can be the catalyst that finally propels her career forward.”

“To me, leadership also means that women look at what they can control themselves. Don’t remain stuck in a victim mindset—stand up and assert yourself. While traditionally ‘masculine’ traits in women may still be judged differently than in men, it’s crucial to find your voice. Observe how your male peers navigate their careers, and don’t be shy or overly modest.”

“Business needs a balance of masculine and feminine strengths—a point that investors should also bear in mind when evaluating funding applications from female entrepreneurs.”

Keep the conversation about the future alive

“You can’t transform society or the corporate world overnight, and we must cherish the best aspects of our culture,” Lamb concludes. “I advocate for more women in Tech and leadership roles, but equally for space to raise a family—both for women and men. Building a career is important, yet the younger generation sometimes forgets that life is not infinitely malleable. We need to talk far more about how to shape a future where both are possible.”

“The dialogue on DE&I is far from over. Let current global events serve as an eye‑opener. If we fail to act now, we risk losing the hard‑won gains of previous generations. DE&I is not a passing trend—it is the future of the tech sector.”