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- Exodus. Movement of (some) People.
Hi, It’s Jen.
I attended Women in Technology’s June virtual forum last week. It was a discussion on the exodus of women from the tech industry (and what we can do about it).
The conversation was a (very) good one, and it sent me searching for the big(ger) picture - the data and the context - of what’s happening in tech, the women who work in the industry, and in tech roles across industries.
Not in tech? Not a woman? Not a big deal! This week’s newsletter has snackable resources to help you become a better mentor, sponsor, and leader, no matter your industry or gender.
In today’s issue:
What’s going on with women in tech
Sustainable success when the terrain is rough
Get (MOAR) involved (a win-win-win scenario)
Read time: 6 minutes
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“It seems like the last layoff impacted more women than men. Am I just being paranoid?”
I was in a skip-level meeting with a member of my team, and I didn’t know the answer to her question. But over time, her gut instinct was proven right.
The overall US economy shows 2025 layoff rates around 1.1%, but tech is going through something different, with 2025 layoffs at 5.5% as of June. The tech sector's unemployment rate has surged to 5.7%, 43% higher than the US national average of 4.2%.
What’s happening in tech isn’t just hiring correction; it's an industry transformation.
Women in tech are 65% more likely to face layoffs than men, even though we’re only 27% of the workforce.
Through June 2025, more than 62,000 US tech workers lost jobs across 141 companies.
Half of all women in the tech industry choose to leave by age 35. That’s 45% higher than the departure rate of men.
 From this weekend’s hike. I hope this reminds you about the benefits of going outside. Do your cortisol levels a solid. | Women in tech also reported burnout at a 28% higher rate than their male colleagues over the past year. It doesn’t surprise me; women continue to be responsible for a greater share of household work outside of work, even when we’re the primary breadwinners. The tech industry is in an upheaval, and reductions in force disproportionately impact women, whether they’re in technology roles, sales, marketing, strategy, or other job functions. |
It’s going to take all of us working together. As a community. To drive healthy change.
Ambition
So if you thought more women were leaving tech, either on their own or because they were caught up in a layoff, you thought right.
The data shows us women's leadership and diverse perspectives aren't just nice-to-haves, they’re ways to speed innovation and increase profitability.
Top 25% gender diverse organizations are 39% more likely to outperform financially than those with less diversity.
Companies with diverse leadership teams are 36% more likely to outperform competitors, and inclusive cultures drive innovation.
So, how do we move in that healthy, profitable direction?
At last week’s Women in Technology virtual forum, there was a good amount of Q&A on the topics of mentorship and sponsorship, two important legs of the professional opportunity stool.
The final leg of the development stool? Ownership.
In other words, we’re the CEOs of our careers. We’re responsible for finding mentees, serving as mentors, and identifying opportunities to act as active sponsors.
And all of it can improve our own career trajectory. Investing in us is good for all of us.
Women with mentors are 77% more likely to still be working in the tech industry after three years, compared to those without mentors.
Research finds that women often have mentorship but lack sponsorship.
tl;dr: Mentors help others grow, and sponsors advocate for their advancement. The exodus of women in tech proves we need both.
There’s also a ton of power in reverse mentoring, which creates opportunities for women at every career stage to contribute their expertise and build relationships with leaders.
One in eight companies plans to eliminate or reduce their 2025 DEI programs.
So, it will take all of us to build community, mentorship networks, and communicate the measurable business value of diverse teams.
GO | DO
This week, make community a priority. Here are three ways:
STUDY up. Get to know the Three Big Myths of Mentoring from Worklife with Adam Grant
BECOME a mentor. If your current company has a mentorship program, get involved. If not, consider joining an Employee Resource Group aligned with your interests. Let group members know that one of your goals is to find a mentee for the rest of this year.
GET (MOAR) active. Consider joining a professional women’s group to expand your horizons.
Get In There
For Your Podcast Queue: “The New Ambition” our next podcast is out this week. Subscribe so you don’t miss it!
Bookmarkable: From WomenTech Network, “Women In Tech Stats 2025” will help you keep your numbers straight and your community compass at true north.
Mentorship Quick Guide: Forbes’ article that shares 14 Tips to Start Off on the Right Foot; insights from coaches and mentorship program owners on what makes a fantastic mentor.