I don't know about you, but I (sometimes) become a little irritated from continually shouting to the rafters about the need for more women in the tech sector. I’ve done it for most of my career, but at times, I still don’t feel heard (and I know I’m not alone).

While the industry might also feel they are saying the right things, much of what is said is all talk with little action and poor peer visibility to facilitate change.

That’s why I wasn’t surprised when the British Computer Society released figures estimating that the UK tech sector is "missing" half a million women. This follows individuals leaving the sector because of personal circumstances, the impact of the pandemic or not being supported by their organisation.

Current data estimates that women make up anywhere from 20 to 26 per cent of those working in the UK tech sector. This isn’t ideal, but the leaky pipeline begins long before women reach the workplace.  

Growing up, girls were told that they could be anything, achieve anything and had the potential to smash through that glass ceiling all while screaming at the top of their lungs to make sure others knew they were on their meteoric rise to the top.

For those who then moved on to study STEM subjects, this was likely when that championing stopped and they found that there were no peers like them and limited platform to allow them to thrive; marking the start of the leaky pipeline.

But it’s not just those starting out who become disillusioned with the sector. Even role models in the sector - those who are the same gender, sexuality, from the same ethnic or socio-economic background - feel pressure to be an ambassador for future generations.

If the pipeline was self-fulfilling, this pressure wouldn’t exist as there would be enough women to support and champion those coming into the sector and those developing through it.

Enacting any change starts at the grassroots and (I believe) in smaller cohorts. Often, I’ve found that round table conversations are more impactful than large-scale conferences as targeted, action-focused conversations mean that change will happen, and the cycle of challenges being discussed will stop.

We need to maintain a little realism though. For example, it’s no good committing to recruit women who have invested their time in upskilling to re-enter the workforce or train mentors to then change the goalposts at the last minute.

So, when it comes to bringing more women into the sector (and ensuring they don’t escape from the pipeline), it’s time that organisations and the broader sector in general stop overpromising with a side of under-delivery.

Once the ecosystem starts doing that, perhaps I'll be able to save my voice a little…. But until then, I WILL ALWAYS CHAMPION THE INCLUSION OF WOMEN IN THE TECH SECTOR. There, I said it.

Silka Patel is Founder and Chair, Scotland Women in Technology

Agenda is a column for outside contributors. Contact: agenda@theherald.co.uk