Why gender equality in tech can’t wait

By Nichola Bates, Managing Partner at Aerospace Xelerated and Head of Global Accelerators and Innovation Programmes at Boeing

The setbacks we are seeing today could potentially undo much of the hard-won progress that women have fought for in recent years. Now, more than ever, it’s time for bold and sustained leadership to break down systemic barriers, create pathways for women, and push for a future where innovation truly benefits everyone.

The economic and social benefits of gender equality are irrefutable. Studies consistently show that economies grow when women participate fully in the workforce. Closing the gender gap alone could add up to $7 trillion to the global economy, according to the United Nations. Yet, despite these compelling statistics, women continue to earn less than men, face more significant barriers to career advancement, and shoulder a disproportionate share of unpaid care work.

The reality is that women are still systematically excluded from the highest levels of influence in the tech industry, even as the world relies on technology more than ever. Gender biases in hiring, career advancement, and recognition persist, and in some sectors, these disparities are widening. It’s easy to argue that the gender equality movement has made significant strides. We’ve seen the rise of women-led companies, increased participation in STEM education, and growing conversations about diversity and inclusion. However, these conversations often remain stagnant and lack meaningful action.

One of the most overlooked aspects of this inequality is the lack of recognition and funding for female tech founders. Despite making up a growing portion of the entrepreneurial landscape, female-led startups receive a disproportionate amount of funding compared to their male counterparts. The underrepresentation of women in technology and leadership roles isn’t just about bias – it’s about missed opportunities for growth, innovation, and diversity of thought. Women in tech often have to work harder to gain the same recognition, and their companies are often undervalued despite their potential.

At Aerospace Xelerated (AX), we understand the importance of breaking these barriers down. We are proud to support female tech founders by offering funding and the mentorship and support they need to succeed. We recognise systemic challenges for female entrepreneurs in the tech space, and that’s why 25% of our portfolio includes female-led teams. In our last cohort, 50% of the teams were led by women – a statistic we are proud of and committed to continuing. We believe that diversity in leadership leads to more innovative solutions and stronger, more resilient companies.

The reality is, we are not yet at a point where gender equality is the norm in tech. Women’s underrepresentation in leadership roles is still glaring, with the glass ceiling persisting in nearly every sector. This is especially true in technology areas like engineering, data science, and coding. Women of colour, in particular, face compounded obstacles. These barriers are not just about fairness – they’re about stalling progress, undermining innovation, and excluding the voices that have the potential to shape a better future.

Tech is in a prime position to lead the way forward. We’re talking about an industry that designs, builds, and deploys solutions that can transform the world. This is not just about creating products for a more equitable future – it’s about building those products with diverse perspectives in mind, ensuring that innovation is inclusive from the outset. Technology companies need to address gender inequality within their ranks, not as a PR initiative, but as a core mission that drives every aspect of their business.

Leaders in the tech industry must take actionable steps to accelerate equity and inclusion, not just by promoting women but by actively dismantling the systems that hold women back. This means rethinking hiring processes, providing equal opportunities for growth and advancement, and fostering a culture where women’s contributions are valued and recognised. Gender bias in decision-making and recruitment must be tackled head-on. Mentorship programmes for women and initiatives that support career development are not just nice-to-haves – they should be integrated into the fabric of every tech organisation.

Empowering allies

Additionally, organisations must address the disproportionate burden that women carry in unpaid care work. As the pandemic demonstrated, women often leave or scale back their careers due to caregiving responsibilities, which further deepens the gender gap in tech. Policies like flexible work arrangements, paid family leave, and accessible childcare support are necessary if we are to truly create an equitable playing field.

But we also need to recognise that true gender equality will not be achieved unless we support men in stepping into caregiving roles. We need to encourage and normalise paternity leave, create environments where men are empowered – not penalised – for taking time off for family, and dismantle persistent cultural expectations that caregiving is a woman’s responsibility.

If men aren't given the tools, support, or social permission to share in caregiving, the burden will continue to fall disproportionately on women, reinforcing the cycle of inequality. Beyond the workplace, the broader societal implications are significant. The absence of nurturing male role models – from fathers, to male teachers, to community leaders – can have a profound impact, particularly on young boys. Fear of stigma often discourages men from stepping into nurturing or community roles, which leaves a void that women, no matter how capable or committed, simply cannot fill alone.

To build a truly inclusive and equitable society, everyone needs to be present and contribute – not just in the workplace but also in homes, schools, and communities. Real diversity, equity, and inclusion require all of us. It’s not about lifting up one group while others step back – it’s about building a culture where shared responsibility leads to collective progress.

It’s also important to recognise that women aren’t just working for themselves but for their communities. Studies show that women tend to reinvest their earnings in their families and communities at higher rates than men, which directly impacts economic stability and growth. When women succeed in the workplace, everyone benefits. Gender equality is not a zero-sum game; it's a collective win for society.

At Aerospace Xelerated, we are acutely aware of how vital it is to drive change in this area. As part of Boeing’s global innovation programmes, we actively work with startups and organisations to accelerate technology development and champion diversity and inclusion. We believe that breaking down systemic barriers in the tech industry isn’t just about benefiting women – it’s about ensuring that the technology we create and use is inclusive, innovative, and reflective of the world we live in. It’s about building a future where no one is left behind.

The need for action is urgent. Policies and initiatives protecting the rights of women and girls are already facing setbacks, and the pandemic has exacerbated the challenges women face in the workplace. But there is hope. We can’t afford to sit back and hope for change – we need to be the change. Every woman who enters the tech field, every leader who makes gender equality a priority, and every organisation that prioritises inclusion is moving us closer to the future we deserve.