Rebuilding Diverse Tech Teams After the 2023 Layoffs
As the dust settles on the most significant tech layoffs in a generation, forward-thinking companies face a crucial question: how do we rebuild teams while protecting—and advancing—diversity gains?
The Stakes Are High
The 2022-2023 layoff wave didn’t just reduce headcount—it rolled back diversity progress. Women were 65% more likely to be laid off than men. DEI teams were often among the first cut. Years of recruitment efforts evaporated in weeks.
But here’s the opportunity: the same disruption that threatened diversity has created the deepest talent pool in years. Thousands of skilled women technologists are actively seeking new roles. Companies that act now can build more diverse teams than ever before.
Learning from the Layoffs
The disproportionate impact on women revealed structural vulnerabilities:
Concentration Risk
Women were overrepresented in functions like HR, recruiting, and marketing that faced the deepest cuts. Building diversity across all functions—including engineering and product—provides resilience.
Seniority Gaps
With women more concentrated at junior levels, last-in-first-out policies hit them hardest. Investing in promotion pathways protects diverse talent.
DEI as Cost Center
Companies that viewed diversity programs as expenses cut them quickly. Those that see DEI as strategic investment maintained their commitments.
A Playbook for Rebuilding
1. Act Now on Available Talent
Top women technologists from major companies are on the market. WomenHack events are seeing unprecedented attendance as candidates explore opportunities. The window to recruit exceptional talent won’t last forever.
2. Audit Your Remaining Team
Post-layoff, assess your team composition. If cuts disproportionately affected women or underrepresented groups, acknowledge it and create explicit plans to rebalance.
3. Integrate DEI Into Strategy
Rather than standalone DEI teams vulnerable to cuts, integrate diversity objectives into every hiring manager’s goals. Make diverse hiring everyone’s responsibility.
4. Partner with Communities
Organizations like WomenHack maintain relationships with talented women throughout their careers. Partnering with these communities provides consistent access to diverse talent pools.
What We’re Seeing at WomenHack
Our events in early 2023 have been remarkable. Attendance is up. Candidate quality is exceptional. And importantly, companies are showing up—recognizing that downturns are opportunities for those willing to invest.
Companies like Ledgy, X by 2, and Guestlogix have demonstrated what’s possible. They’ve built diverse teams not through quotas, but through intentional engagement with communities where talented women gather.
The Long View
Research consistently shows diverse teams outperform. McKinsey found companies with gender-diverse executive teams are 25% more likely to achieve above-average profitability. That advantage doesn’t disappear in a downturn—if anything, it becomes more important.
Companies that maintain diversity commitments through difficult periods send powerful signals to current and future employees. They build reputations that attract top talent for years to come.
Take Action
The talent is available. The opportunity is clear. The only question is whether your company will act.
Connect with WomenHack to access the deepest pool of women tech talent in years—and start rebuilding your diverse team today.