Beyond Hiring: Why Women Leave Tech—and How to Build Teams Where They Stay and Lead
summary
Claims a startling metric — 50% leave by mid‑career — and links causes to repeated microaggressions, biased promotion and visibility gaps rather than caregiving. Recommends concrete moves: look at gender pay and promotion stats, train leaders in bias recognition and everyday allyship, prioritize sponsorship not mentorship, and audit recruitment and performance tools (including AI) to ensure equal access to reskilling and opportunity.
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chapters (9)
- 0:00Introduction
- 2:29Signs women leave tech
- 5:08Personal exclusion stories
- 10:26Unintentional exclusion and microaggressions
- 12:14Systemic changes for leaders
- 14:45Mentorship vs sponsorship
- 17:14Reviewing gender equity metrics
- 19:23Seeking and giving sponsorship
- 20:47Building inclusive cultures
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