Women in Tech: Unlocking £3.5bn Starts with Recognition, Not Rhetoric and our very own Vic Sanders gives her view

The newly released Lovelace Report 2025 makes for sobering reading: the UK tech sector is losing up to 60,000 women every year, costing the economy £3.5 billion in lost productivity, innovation, and potential.

This isn’t a talent pipeline problem — it’s a systems failure. Women aren’t leaving tech because of caregiving responsibilities or lack of ambition. They’re leaving because they’re blocked. The report cites delayed promotions, lack of recognition, pay inequity, and a lack of access to high-impact work as the main reasons women are exiting the sector — often at the very point they should be stepping into leadership roles.

We believe this must change. Progress relies on inclusive systems, transparent development pathways, and recognising potential — not just pedigree. It also requires celebrating the women already driving success across the sector.

Spotlight: Vic Sanders

One of those leaders is our very own Vic Sanders. Vic has built a reputation for steering complex, high-stakes client programmes with precision and calm. She combines strategic vision with deep operational expertise, all while championing collaboration, inclusivity, and delivery excellence across teams.

We sat down with Vic to hear her thoughts on progress, barriers, and what we can all do better.

What’s one thing that helped you break through when your career could have stalled?

One pivotal factor for me was finding mentors and allies who recognised my potential and actively supported my career progression. Their encouragement helped me navigate challenges and provided me with opportunities that might have otherwise been inaccessible. Having an environment that celebrates individuals, regardless of background, allowed me to challenge myself and take ownership of my accomplishments.

What advice would you give to other women who want to lead in tech?

My advice would be to actively seek out roles that challenge you and to advocate for yourself. Don’t wait for recognition; create visibility for your contributions. Build a network of peers and mentors who can support you. Most importantly, believe in your capabilities and don’t shy away from leadership opportunities, even when they seem daunting.

What change would you most like to see across the industry?

I would like to see the establishment of transparent progression frameworks that ensure everyone has equal access to advancement opportunities. This includes regular audits of pay equity, development plans, and promotion processes. We need to create a culture that values diverse perspectives and fosters collaboration, enabling women to thrive and lead in tech.

The Path Forward

As the Lovelace Report states: this isn’t a diversity issue — it’s a strategic one. The UK cannot lead in AI or innovation if its systems drive women out of the room. The good news? The solutions are clear: invest in progression framework, audit your progression, create visibility, and build systems that reflect the future — not replicate the past.

We’re proud to stand behind that vision — and even prouder of leaders like Vic who are already helping to make it a reality.