On International Women’s Day 2023, the tech industry faces an uncomfortable truth: women leaders are leaving at unprecedented rates. McKinsey and LeanIn.Org have dubbed it “The Great Breakup”—and it’s reshaping the talent landscape.
What the Data Shows
The 2022 Women in the Workplace report revealed a striking pattern: women leaders are switching jobs at the highest rate in years, leaving their companies for organizations with more opportunities, flexibility, and commitment to inclusion.
The math is devastating for retention: for every woman at the director level who gets promoted, two women directors leave.
This isn’t just about the Great Resignation—it’s about women specifically seeking workplaces that match their values and ambitions.
Why Women Leaders Are Leaving
1. Lack of Advancement
Women remain dramatically underrepresented in leadership. Only 23% of C-suite positions are held by women. When advancement feels impossible, talented leaders look elsewhere.
2. Flexibility Demands
The pandemic proved remote work works. Women, who still shoulder disproportionate caregiving responsibilities, particularly value flexibility. Companies demanding full return-to-office are losing talent.
3. Culture Concerns
72% of women in tech report experiencing “bro culture” at work. Subtle exclusions, being talked over in meetings, having ideas credited to others—these everyday experiences drive departure decisions.
4. Better Options Exist
Companies genuinely committed to inclusion are actively recruiting. Women leaders know they have options—and they’re exercising them.
The Cost to Companies
Losing women leaders is expensive:
- Replacement costs often exceed 200% of annual salary for senior roles
- Institutional knowledge walks out the door
- Remaining women see fewer role models and mentors
- Employer brand suffers as departures become visible
And the cycle reinforces itself: as women leaders leave, the workplace becomes less attractive to other women, accelerating departures.
What Smart Companies Are Doing
Creating Real Advancement Pathways
Companies like Ledgy have achieved 50-50 gender parity by making advancement a priority from day one. They don’t wait for women to reach senior levels—they build diverse teams at every level.
Embracing Flexibility
The companies winning the talent war offer genuine flexibility—not just lip service. Remote work options, flexible hours, and results-focused management retain top performers.
Building Inclusive Culture
Open Systems describes DEI as “part of our DNA,” with quarterly initiatives and robust programs. Culture change requires sustained investment, not one-time training.
Active Engagement
Participating in communities like WomenHack signals commitment. It’s one thing to claim diversity matters—it’s another to show up at events where women in tech gather.
The Opportunity for Employers
The Great Breakup creates winners and losers. Companies losing women leaders are feeding talent pools that competitors can access.
For employers genuinely committed to inclusion, this is a moment of opportunity. Exceptional women leaders are actively looking for new homes. The question is whether your company is positioned to attract them.
Connect with WomenHack
WomenHack events bring together women at all career stages—including senior leaders exploring new opportunities. Our speed-interview format creates connections that traditional recruiting can’t match.
Find upcoming WomenHack events and position your company as a destination for women leaders.