UK unveils TechFirst push to boost women in digital jobs

The UK government has announced measures to increase female participation in technology roles, focusing on entry routes, paid placements, and pathways back into work after career breaks.

The package includes paid tech placements and support for women returning to the sector after time away. It also includes the TechFirst Girls Competition, which is expected to reach thousands of students across the UK later this year. Another strand is a £4 million TechFirst Women's Programme, which aims to support 300 women into paid tech placements at small and medium-sized businesses, alongside coaching and interview preparation.

A returnship pilot scheme is also included, focusing on experienced software developers who want to re-enter the workforce in senior government technology roles after time away.

The announcement comes amid longstanding concerns about women's representation in UK technology jobs. Women remain underrepresented in the sector, and industry estimates put the economic cost of women leaving technology roles at between £2 billion and £3.5 billion each year.

Focus on retention

Regulatory technology firm REGnosys welcomed the government's acknowledgement of barriers to entry and re-entry into technology roles, but said the longer-term impact would depend on whether the initiatives improved retention and progression as well as hiring.

Leo Labeis, chief executive and founder of REGnosys, linked the measures to wider labour market pressures in digital roles across the UK, arguing that widening access goes beyond representation.

"It's welcome to see the government recognise the barriers that still exist for many women and girls looking to enter the technology sector, particularly for women returning after career breaks to re-enter tech roles. Programmes such as paid placements and returnships are a positive step towards opening up more pathways into the industry. With thousands of digital roles still going unfilled across the UK, widening access to tech careers is not just important for improving representation; it's essential for strengthening the talent pipeline. Supporting women to enter, remain, and progress in the sector can also help create visible role models for the next generation, encouraging more girls to pursue STEM subjects and follow in their footsteps, while helping to unlock a wealth of experience that is too often overlooked. Continued focus on retention, progression and reskilling will be key to ensuring initiatives like this translate into lasting change across the technology workforce."

Company context

REGnosys is a UK-based regtech firm. It pointed to changes in its own technology team as an example of how representation can shift over a short period with sustained attention to hiring practices and workplace culture.

Female representation at REGnosys increased from 0% in 2022 to 38% by early 2024, according to the firm, which attributed the change to a focus on diversity, equity and inclusion within its technology team.

REGnosys also partners with external groups including Next Tech Girls and the WISE Campaign, which encourage women and girls into science, technology, engineering and maths.

Education and returnships

The measures span different stages of the talent pipeline. The TechFirst Girls Competition targets pupils early, aiming to encourage more girls to consider technology careers. The paid placements and the TechFirst Women's Programme target those seeking a first foothold in the industry, or a structured route into technology roles that includes interview preparation.

The returnship pilot scheme targets a separate cohort: experienced developers who have stepped away from the sector and want to move into senior government roles. Returnships are increasingly used in both the public and private sectors to widen the pool of experienced candidates, particularly in tight labour markets.

The package also reflects a broader trend in skills policy, combining training and work placements with efforts to retain experienced staff. Technology employers have pointed to attrition, limited progression routes and the challenge of keeping skills current as factors affecting workforce stability.

Labeis said retention, progression and reskilling would shape whether the measures produced lasting results as roles and tools change.