Best Companies for Women in Tech

Best Companies for Women in Tech: Where to Build Your Career in 2025

Finding the right employer can define the trajectory of your entire career. For women in tech, the stakes are even higher. The company you choose determines whether you will have access to mentorship, equitable pay, leadership opportunities, and a culture that genuinely supports your growth — or whether you will spend years fighting invisible barriers that hold you back.

The tech industry has made meaningful progress in recent years, but the landscape remains uneven. Some companies have invested heavily in diversity hiring, promotion equity, and inclusive cultures. Others still lag behind with token commitments and little follow-through. Knowing the difference before you accept an offer is critical.

This guide breaks down the best companies for women in tech across every category — from Big Tech giants to high-growth startups. We cover what makes a workplace genuinely great for women, how to evaluate a company before you join, and where to find companies hiring women in tech right now. Whether you are a software engineer, data scientist, product manager, or designer, this resource will help you make a smarter career move.

For a broader look at the challenges and opportunities women face across the industry, visit our comprehensive women in tech pillar page.

What Makes a Company Great for Women in Tech

Not every company that claims to prioritize diversity actually delivers. Before diving into specific companies, it is important to understand what separates the best workplaces for women in tech from those that merely pay lip service to inclusion. Here are the criteria that matter most.

Representation Data and Transparency

Companies that are serious about gender diversity publish their workforce demographics. Look for organizations that release annual diversity reports with specific numbers — not vague statements about “valuing diversity.” Transparency about representation at every level, from entry-level roles to the C-suite, signals genuine accountability. According to recent women in tech statistics, women still hold only about 28% of computing roles industrywide, so companies exceeding that benchmark are doing something right.

Pay Equity Commitments

Equal pay is non-negotiable. The top companies for women in technology conduct regular pay equity audits and publicly share their findings. They close gaps when they find them — not in the next budget cycle, but immediately. Ask about pay equity during the interview process. Companies that have nothing to hide will answer directly.

Parental Leave and Family Support

Generous parental leave policies — for all parents, not just birth mothers — signal a company that understands retention requires supporting employees through major life transitions. Look for at least 16 weeks of paid leave, along with programs for phased returns, backup childcare, and fertility benefits. The best employers also ensure that taking leave does not derail promotion timelines.

Mentorship and Sponsorship Programs

Mentorship connects women with experienced leaders who can provide guidance. Sponsorship goes further — sponsors actively advocate for your promotion and visibility within the organization. Companies with formal programs for both are investing in women’s long-term advancement, not just recruitment numbers.

Employee Resource Groups (ERGs)

Well-funded, leadership-supported ERGs for women in tech create community, amplify voices, and drive policy change from within. Look for ERGs that have executive sponsors, dedicated budgets, and measurable goals — not just a Slack channel with occasional happy hours.

Promotion Rates by Gender

Hiring women is one thing. Promoting them at equitable rates is another entirely. The best companies track and publish promotion rates disaggregated by gender and race. If a company cannot tell you how quickly women advance compared to men, that is a data point in itself.

Flexible Work Arrangements

Remote work, hybrid schedules, and flexible hours benefit all employees, but they disproportionately help women who still shoulder more caregiving responsibilities on average. Companies with genuine flexibility — not “flexible” policies that penalize those who use them — retain more women in senior roles.

Anti-Harassment Policies and Enforcement

Written policies are table stakes. What matters is enforcement. Look for companies with clear reporting mechanisms, independent investigation processes, third-party hotlines, and a track record of taking action. Ask current and former employees about their experiences. Glassdoor reviews and anonymous forums like Blind can provide unfiltered perspectives.

Top Companies for Women in Tech

The following companies have demonstrated meaningful commitment to gender diversity through policies, programs, and measurable outcomes. We have organized them by category to help you find the right fit for your career stage and goals. These are among the best companies for women in tech based on publicly available data, employee feedback, and industry recognition.

Big Tech Leaders

Large technology companies have the resources to implement comprehensive diversity initiatives. While none are perfect, the following Big Tech firms have made significant investments in supporting women in technology roles.

Microsoft

Microsoft has emerged as one of the best workplaces for women in tech over the past decade. The company reports approximately 33% female representation across its global workforce and has made substantial strides in technical roles specifically. Microsoft’s commitment to equal pay is backed by annual audits, and the company has consistently reported that women earn $1.001 or more for every $1.000 earned by men in equivalent roles.

The Women at Microsoft ERG is one of the largest and most active employee resource groups in the tech industry, with chapters across dozens of global offices. The ERG drives programming around career development, leadership training, and community outreach. Microsoft also offers 20 weeks of paid parental leave for birth parents and 12 weeks for non-birth parents, along with fertility and adoption benefits.

Under CEO Satya Nadella’s leadership, Microsoft has invested in inclusive hiring practices, unconscious bias training, and tying manager compensation to diversity outcomes. The company’s annual Diversity and Inclusion report provides granular data on representation trends over time.

Google (Alphabet)

Google has long been a focal point for conversations about diversity in tech, and the company has responded with significant programs and investment. Google’s workforce is approximately 34% female, and the company has been increasing representation in technical roles year over year.

The Women Techmakers program is Google’s flagship initiative for supporting women in technology. It provides scholarships, community events, visibility opportunities, and resources for women at every career stage. Google also runs extensive unconscious bias training, publishes annual diversity reports, and has invested in pipeline programs through partnerships with organizations like Code.org and Girls Who Code.

Google offers 24 weeks of paid maternity leave, 18 weeks for non-birth parents, and provides on-site childcare at several campuses. The company’s internal Women@Google ERG organizes professional development events, mentoring circles, and leadership summits throughout the year.

Apple

Apple publishes detailed Inclusion and Diversity reports and has been steadily increasing female representation, which now stands at approximately 35% of the global workforce. Apple’s approach emphasizes building an inclusive culture through both hiring practices and internal development programs.

The company offers 16 weeks of paid parental leave, fertility benefits, and has invested heavily in equal pay practices. Apple conducts regular compensation analyses and adjusts salaries to close any gaps. The company has also expanded its Entrepreneur Camp program, which provides intensive technology training and mentorship for women-founded and women-led app development companies.

Apple’s diversity efforts extend to its supply chain and retail operations as well, creating a comprehensive approach to gender equity that goes beyond the engineering floor.

Salesforce

Salesforce has become a benchmark for pay equity in the tech industry. The company has spent over $16 million on pay adjustments since 2015 to eliminate statistically significant differences in compensation between genders. Salesforce publishes the results of its annual equal pay audits, setting a standard for transparency that many companies still have not matched.

With approximately 34% female workforce representation, Salesforce continues to invest in recruitment and retention programs for women. The Women’s Network ERG at Salesforce is one of the company’s most active resource groups, providing mentorship, professional development programming, and advocacy for policy improvements.

Salesforce also stands out for its generous parental leave — 26 weeks for primary caregivers — and its commitment to flexible work through its “Work From Anywhere” model. The company’s Equality team operates with a dedicated budget and reports directly to the CEO.

IBM

IBM holds a unique distinction among technology companies: it has been hiring and promoting women in technical and leadership roles for over a century. IBM hired its first female engineers in the 1930s and appointed its first female vice president in 1943. This long history of inclusion has created a culture where women in leadership positions are normalized rather than exceptional.

Today, IBM continues to invest in programs that support women across the technology pipeline. The company runs Women in Technology councils, STEM outreach programs, and leadership accelerators specifically designed for women. IBM has also been transparent about its diversity data and has made public commitments to increasing representation of women in technical and executive roles.

IBM’s policies include generous parental leave, flexible work arrangements, and comprehensive healthcare benefits including fertility and adoption support. For women seeking a company with deep institutional commitment to gender equity, IBM’s track record is unmatched.

High-Growth Companies

If you prefer the energy and opportunity of fast-growing companies, these organizations combine growth momentum with genuine commitment to diversity hiring tech practices.

Stripe

Stripe has built a reputation for engineering excellence, and the company has worked to ensure that excellence extends to building inclusive teams. Stripe’s engineering culture emphasizes structured interviews, clear rubrics, and evidence-based hiring — all of which help reduce bias in the recruitment process.

The company has invested in programs to support women engineers, including mentorship initiatives, internal conferences, and partnerships with organizations that support underrepresented groups in tech. Stripe’s remote-first approach also provides the flexibility that helps retain women in senior roles. The company has been growing its diversity programs alongside its rapid business expansion, signaling that inclusion is a priority rather than an afterthought.

Shopify

Shopify has embraced a “digital by default” philosophy since 2020, making remote work a permanent option for most employees. This approach has opened doors for women who benefit from location flexibility and control over their schedules. The company publishes diversity data and has been transparent about both its progress and the areas where it needs to improve.

Shopify’s parental leave policy is generous, and the company has invested in programs to support parents returning to work. The company also runs Dev Degree, an integrated work-study program that helps create a more diverse pipeline of engineering talent. Shopify’s open culture and commitment to transparency make it a strong choice for women who value authenticity in their employers.

HubSpot

HubSpot has been consistently ranked as one of the best workplaces for women by Glassdoor, Comparably, and other workplace evaluation platforms. The company’s Culture Code — a publicly available document with over five million views — outlines its commitment to inclusion, transparency, and employee autonomy.

HubSpot publishes an annual Diversity, Inclusion, and Belonging report with detailed demographic data. The company offers 16 weeks of paid parental leave, flexible work arrangements, and a global “Women@HubSpot” ERG that provides mentoring, professional development, and community building. HubSpot has also implemented structured hiring processes designed to reduce bias and has invested in unconscious bias training for all managers.

Atlassian

Atlassian’s Balanced Teams initiative sets the company apart in its approach to diversity. Rather than treating diversity as a separate initiative, Atlassian embeds balanced team composition into its core operating model. The company sets specific targets for gender-balanced interview panels, teams, and leadership groups.

Atlassian publishes detailed diversity data, including representation across different levels and functions. The company offers 26 weeks of paid primary carer leave and has implemented return-to-work programs for parents re-entering the workforce. Atlassian’s Team Anywhere program provides flexibility for employees to work across different locations, further supporting retention of women in senior roles.

Datadog

Datadog, the cloud monitoring and analytics platform, has been growing its diversity programs alongside its rapid business expansion. The company has invested in partnerships with organizations like Women Who Code and has implemented structured interview processes to reduce hiring bias.

Datadog’s ERGs, including its Women in Tech group, provide community, mentorship, and professional development programming. The company offers competitive parental leave and has been expanding its benefits to better support women and families. As a company experiencing significant growth, Datadog offers the opportunity for women to take on high-impact roles and advance quickly in a scaling organization.

Enterprise and Finance

The intersection of technology and financial services has created some of the most well-resourced diversity programs in the industry. These organizations combine the stability of large enterprises with serious investment in companies hiring women in tech across all levels.

JPMorgan Chase

JPMorgan Chase is one of the largest technology employers in the world, with over 50,000 technologists on staff. The company’s Women on the Move initiative is a comprehensive program aimed at empowering women in the workplace, expanding women-owned businesses, and improving women’s financial health.

The bank invests over $15 billion annually in technology and has set specific goals for increasing female representation in its tech workforce. JPMorgan Chase offers 16 weeks of paid parental leave, backup childcare benefits, and has implemented programs to support women returning to the workforce after career breaks. The company’s Reentry Program specifically recruits experienced professionals who have taken time away from their careers.

Accenture

Accenture has made one of the boldest commitments in the corporate world: achieving a gender-balanced workforce — 50% women — by 2025. The company has been steadily increasing female representation and has implemented comprehensive programs to reach this target, including targeted recruitment, leadership development, and retention initiatives.

Accenture publishes detailed diversity data, conducts annual pay equity analyses, and has invested in programs like its Women in Technology program, which provides mentoring, training, and career development resources. The company’s Getting to Equal research series has produced some of the most widely cited data on gender equity in the workplace, demonstrating that Accenture does not just talk about diversity — it studies and acts on it.

Deloitte

Deloitte’s Women in Technology program is designed to attract, retain, and advance women in technology roles across the firm. The program includes mentoring circles, executive sponsorship, skills development workshops, and networking events. Deloitte also runs an annual Women in Tech survey that provides data-driven insights into the challenges women face in the industry.

Deloitte offers 16 weeks of paid family leave, flexible work arrangements, and has been expanding its support for women returning to work after career breaks through its “Encore” program. The firm’s commitment to advancing women in leadership is reflected in its board composition and partner promotion rates.

Capital One

Capital One is a technology company that happens to be in financial services, and its tech-forward approach extends to its diversity efforts. The company has built a strong reputation for diversity hiring tech talent, with robust recruitment partnerships, coding boot camp sponsorships, and pipeline programs aimed at increasing female representation in engineering and data science.

Capital One’s Business Resource Groups, including the Women in Tech BRG, provide mentorship, community, and career development. The company publishes diversity data, conducts pay equity analyses, and offers competitive parental leave benefits. Capital One’s investment in modern technology stacks and agile practices also creates an environment where talented women engineers can do their best work.

Startups Making a Difference

While large companies often receive the most attention for diversity efforts, many startups are building inclusive cultures from the ground up. Startups founded or led by women often create environments where gender equity is embedded in the company’s DNA rather than bolted on after years of growth.

Companies with Women Founders and CTOs

Research consistently shows that companies with women in top leadership positions hire and retain more women overall. Startups led by women founders, CTOs, or VPs of Engineering tend to have more balanced teams, more inclusive interview processes, and cultures that naturally support women’s career growth.

When evaluating startups, look for companies where women hold positions of genuine authority — not just advisory roles or titles without decision-making power. Check the company’s engineering blog, conference speaking roster, and patent filings to see whether women are visible in technical leadership. Companies like Canva, Bumble, and Figma (before its acquisition) have demonstrated that women-led tech companies can achieve massive scale while maintaining inclusive cultures.

How to Evaluate Startup Culture as a Woman

Startups present unique opportunities and risks for women in tech. The upside is that you can have enormous impact, advance quickly, and help shape the culture from early on. The risk is that small companies may lack formal policies, HR infrastructure, and accountability mechanisms that larger companies provide.

Here are specific steps to evaluate a startup before joining:

• Look at the founding team and board: Is there gender diversity in leadership? If the entire founding team and board are men, the culture is likely to reflect that.
• Ask about policies: Does the company have written parental leave, anti-harassment, and pay equity policies? Even small companies should have these fundamentals in place.
• Talk to women who work there: Ask to speak with women on the team during the interview process. Pay attention to how many women there are and at what levels.
• Check funding sources: Investors influence company culture. Look for companies backed by firms with track records of supporting diverse leadership.
• Evaluate the growth plan: Ask how the company plans to maintain its culture as it scales. Companies that think about inclusion early build better foundations.

How to Evaluate Whether a Company Is Good for Women

Beyond researching specific companies, every woman in tech should know how to evaluate any potential employer. Whether you are considering a Fortune 500 company or a 20-person startup, these evaluation strategies will help you make an informed decision.

Review Glassdoor and Workplace Ratings

Start with Glassdoor, Comparably, InHerSight, and Fairygodboss — platforms where employees share honest assessments of their workplace experiences. On Glassdoor, filter reviews by “diversity and inclusion” ratings. InHerSight and Fairygodboss specifically collect ratings from women, providing a more targeted perspective.

Look for patterns rather than individual reviews. Every company has dissatisfied employees, but consistent themes about gender bias, lack of advancement, or cultural problems are meaningful signals. Pay special attention to reviews from women in technical roles, as their experiences may differ significantly from those in non-technical departments.

Analyze Diversity Reports

Any company serious about diversity publishes data. Look for annual diversity reports that include specific numbers — percentages of women at different levels, year-over-year trends, representation in technical versus non-technical roles, and intersectional data that breaks down demographics by both gender and race. For the latest industry-wide data, check our women in tech statistics page.

Companies that publish only aggregate numbers without role-level breakdowns may be obscuring disparities. A company might report 45% female workforce overall while having only 15% women in engineering. Insist on seeing the full picture.

Assess the Interview Process

The interview process itself reveals a great deal about a company’s commitment to inclusion. Look for these positive signals:

1. Diverse interview panels: Are women and people of color represented among your interviewers? If every interviewer is a white man, that tells you something about the company’s composition and priorities.
2. Structured interviews: Companies using standardized questions and scoring rubrics tend to make more equitable hiring decisions than those relying on unstructured conversations.
3. Accommodations offered proactively: Companies that ask about scheduling needs, accessibility requirements, and interview format preferences signal awareness of diverse candidates’ needs.
4. Clear evaluation criteria: Ask how decisions are made. Companies with defined rubrics and calibration processes are less susceptible to “culture fit” bias.

Questions to Ask During Interviews

Do not be afraid to ask direct questions about a company’s commitment to women in tech. Thoughtful questions demonstrate that you take your career seriously and help you gather critical information. Consider asking:

• “Can you share your company’s gender representation data, especially in technical roles?”
• “What does your parental leave policy look like, and how do you support employees returning from leave?”
• “How does the company measure and address pay equity?”
• “What ERGs or affinity groups exist for women, and what is their budget and executive support?”
• “What is the promotion rate for women compared to men in similar roles?”
• “Can you describe a recent initiative the company has taken to support women in technical roles?”
• “What is the representation of women on the executive team and board of directors?”

Pay attention to how the interviewer responds. Genuine commitment produces specific, confident answers. Vague responses, deflection, or discomfort suggest the company has not done the work.

Red Flags to Watch For

Identifying what to avoid is just as important as knowing what to seek. Here are the warning signs that a company may not be a supportive environment for women in tech.

Bro Culture Signals

Beer fridges and ping pong tables are not inherently problematic, but when a company’s culture is built around social activities that skew male — think poker nights, sports leagues as team building, or alcohol-heavy events — it often signals a deeper cultural imbalance. Look at the company’s social media, event photos, and marketing materials. If the visual representation is overwhelmingly male and the messaging uses hyper-competitive, aggressive language, proceed with caution.

All-Male Leadership

If the entire C-suite, board of directors, and senior engineering leadership are men, the company has a systemic problem regardless of what its career page says about diversity. Women in leadership positions are not just a symbolic concern — they directly influence hiring decisions, promotion criteria, policy design, and cultural norms. Companies without women in power rarely create environments where women thrive.

No Diversity Data

Companies that refuse to publish diversity data are almost always hiding unflattering numbers. In an era when most major tech companies publish annual diversity reports, the absence of this information is a deliberate choice. If you ask about representation during an interview and receive evasive answers, consider that a significant red flag.

High Female Turnover

Look at LinkedIn to see how long women stay at a company compared to men. High turnover among women, especially at the senior level, suggests systemic retention issues. If you notice a pattern of women joining and leaving within a year or two, the company likely has cultural or structural problems that drive women out.

Tokenism and Performative Diversity

Some companies invest heavily in diversity marketing while doing little to change internal practices. Watch for companies that feature the same small number of women repeatedly in marketing materials, make splashy diversity announcements without measurable commitments, or launch initiatives that quietly disappear after a press cycle. Genuine commitment shows up in data and policies, not just in social media posts during Women’s History Month.

Lack of Formal Policies

Companies that claim to handle issues “informally” or on a “case-by-case basis” are companies without accountability. Formal parental leave policies, anti-harassment procedures, pay equity audits, and promotion frameworks protect women by creating consistent standards. Without them, outcomes depend on individual managers’ goodwill — a fragile and unreliable foundation for a career.

Companies That Hire Through WomenHack

If you are looking for companies hiring women in tech that have demonstrated their commitment through action, WomenHack events are an excellent place to start. Companies that participate in WomenHack are not just passively posting job listings — they are actively investing time, resources, and budget to recruit women in technology.

What WomenHack Events Offer

WomenHack hosts speed interview events that connect women technologists directly with hiring managers and recruiters from leading companies. The format is designed to level the playing field: every attendee gets face time with multiple employers, and the structured format reduces the bias that can creep into traditional networking events.

Here is how it works:

1. Pre-event matching: Candidates submit their profiles and preferences before the event. Companies review profiles and identify candidates they want to meet.
2. Speed interviews: On the day of the event, candidates rotate through short, structured interviews with multiple companies. Each conversation is an opportunity to learn about the company’s culture, roles, and growth plans.
3. Follow-up: After the event, companies extend invitations for full interviews to candidates they connected with. Many attendees receive multiple interview invitations within days.

Why Company Participation Matters

When a company attends a WomenHack event, it is making a tangible investment in diversity hiring tech talent. These companies have committed budget, sent hiring managers, and dedicated time to meeting women candidates. This level of investment signals that diversity is a priority in their hiring strategy — not just a line in their values statement.

Companies that regularly participate in WomenHack events span every category — from Fortune 500 enterprises to fast-growing startups. Many of the companies listed earlier in this guide have participated in WomenHack events across cities worldwide. To see which companies are attending upcoming events in your area, check the WomenHack events page.

For a broader list of events focused on women in technology, including WomenHack and other conferences and meetups, visit our women in tech events guide.

Industry Breakdown: Which Tech Sectors Are Best for Women

Not all tech sectors offer the same opportunities for women. Understanding which industries are leading in gender diversity can help you target your job search more effectively. Here is a sector-by-sector breakdown of where women are finding the most supportive environments.

Healthcare Technology

Healthcare tech — including companies building electronic health records, telemedicine platforms, clinical research tools, and health data analytics — tends to have higher female representation than other tech sectors. The healthcare industry overall employs more women, and health tech companies often attract talent from healthcare backgrounds, creating a more balanced workforce. Companies like Epic Systems, Veracyte, and Flatiron Health have been recognized for their inclusive cultures and female representation in leadership.

Education Technology

EdTech is another sector where women have found strong representation. Companies like Coursera, Khan Academy, Duolingo, and 2U have benefited from the education sector’s existing gender balance while building technology-first cultures. EdTech companies often emphasize mission-driven work, collaborative cultures, and flexible schedules — all factors that support retention of women in technical roles.

Financial Technology

Fintech has been a mixed landscape for women. Some fintech companies — particularly those focused on consumer financial products — have built diverse teams and inclusive cultures. Companies like Ellevest (founded specifically to serve women investors), Stripe, and Square have been recognized for their diversity efforts. However, fintech companies with roots in traditional finance or cryptocurrency may carry cultural baggage that is less welcoming for women. Evaluate each fintech company individually.

E-Commerce and Retail Technology

E-commerce and retail tech companies like Shopify, Etsy, and Stitch Fix have generally achieved higher female representation than other tech sectors. The proximity to consumer-facing products and marketing-focused cultures tends to attract more diverse workforces. Etsy, in particular, has been frequently recognized for its commitment to gender diversity in engineering.

Cloud and Infrastructure

Cloud computing and infrastructure remain among the most male-dominated sectors in tech. Companies like AWS, Google Cloud, and Microsoft Azure are investing in diversity programs, but representation numbers in infrastructure roles tend to lag behind other sectors. Women interested in this space should target the companies with the strongest track records and most established support systems.

Artificial Intelligence and Machine Learning

AI and ML have significant gender diversity challenges, with women representing a particularly small share of AI researchers and engineers. However, growing awareness of bias in AI systems has sparked investment in diverse hiring for AI teams. Companies and research labs that prioritize ethical AI — such as those with diverse leadership and advisory boards — tend to offer more inclusive environments. This is a sector where women’s participation is critically important, as diverse teams build more equitable AI systems.

Cybersecurity

Cybersecurity has one of the lowest female representation rates in tech, with women holding only about 25% of cybersecurity jobs globally. However, the massive talent shortage in cybersecurity means that companies are actively recruiting women and offering training programs to help career changers enter the field. Companies like CrowdStrike, Palo Alto Networks, and Fortinet have invested in programs specifically aimed at increasing female representation in security roles.

How to Find Companies Hiring Women in Tech

Knowing which companies are great for women is only half the equation — you also need to know where to find open roles and make connections. Here are the most effective channels for discovering companies hiring women in tech.

Diversity-Focused Job Boards

General job boards like LinkedIn and Indeed are useful, but diversity-focused platforms can be more efficient for finding employers who are actively seeking women candidates. These specialized job boards curate opportunities from companies that have committed to inclusive hiring:

• Built In: Features company profiles with diversity data, employee reviews, and curated lists of best places to work for women and underrepresented groups.
• Tech Ladies: A community and job board specifically for women in tech, with vetted job listings from companies committed to gender diversity.
• Hired: A platform where companies apply to interview you, which can help reduce bias in the initial outreach phase.
• PowerToFly: Connects women with remote and flexible roles at companies that have been evaluated for their diversity practices.
• Elpha: A professional network for women in tech that includes a job board, community discussions, and company reviews written by women.

WomenHack Events

WomenHack events remain one of the most effective ways to connect directly with companies hiring women in tech. The speed interview format gives you face-to-face access to hiring decision-makers in a structured, bias-reduced environment. Unlike job boards where your resume might be one of hundreds, WomenHack events guarantee personal interaction with every participating company.

WomenHack events are held in cities worldwide throughout the year. Check the upcoming WomenHack events to find an event near you or a virtual event you can attend from anywhere.

Networking Events and Communities

Building relationships with other women in tech is one of the most powerful career strategies available. Join communities and attend events where you can learn from others’ experiences and discover opportunities through warm connections:

• Women Who Code: Global nonprofit with local chapters, coding events, and a community of over 350,000 women technologists.
• Girls in Tech: International organization offering hackathons, boot camps, and networking events.
• AnitaB.org: The organization behind the Grace Hopper Celebration, the world’s largest gathering of women technologists.
• Lesbians Who Tech: One of the largest LGBTQ+ technology communities, with an annual summit and regional events.
• Black Girls CODE: Focused on young women of color, but also a community that connects professionals and mentors.

For a comprehensive directory of events and conferences focused on women in technology, visit our women in tech events page.

Diversity Career Fairs

In addition to WomenHack events, diversity-focused career fairs provide structured opportunities to meet with companies that are investing in inclusive hiring. Look for events hosted by organizations like the National Society of Black Engineers (NSBE), the Society of Hispanic Professional Engineers (SHPE), and the Society of Women Engineers (SWE). Many of these events include technology-specific tracks and connect attendees with roles at leading top companies for women in technology.

Company Career Pages and Diversity Sections

Many companies maintain dedicated diversity and inclusion sections on their careers pages. These pages often include information about ERGs, diversity statistics, inclusion initiatives, and targeted recruiting programs. If a company you are interested in does not have this information readily available, that itself is a useful data point.

Referrals from Women in Your Network

Employee referrals remain one of the most effective ways to get hired, and referrals from women who already work at a company give you the added benefit of an insider perspective on the workplace culture. Do not be afraid to reach out to women at companies you are interested in — most are happy to share their experiences and refer strong candidates. LinkedIn makes it easy to find connections at target companies, and communities like Elpha and Women Who Code facilitate warm introductions.

Building a Career at a Company That Values You

The companies and strategies outlined in this guide represent a starting point for your search. The tech industry is evolving, and new companies are emerging as leaders in gender equity every year. What remains constant is the importance of choosing an employer that matches your values and supports your growth.

As you evaluate potential employers, remember that the best companies for women in tech are not necessarily the ones with the flashiest diversity marketing. They are the ones with the data, the policies, the programs, and the track records to back up their commitments. They are the companies where women hold real power, where pay equity is verified through audits, where parental leave is genuinely supported, and where speaking up about problems leads to solutions rather than retaliation.

The women in tech movement has created more options and more leverage for women technologists than ever before. Use it. Research thoroughly, ask hard questions, and choose a company that does not just want to hire you — but is committed to helping you succeed.

The right company will not just tolerate your presence — it will invest in your leadership. Choose wisely, and do not settle for less than you deserve. The tech industry needs your talent, and the best employers know it.

Take the Next Step: Connect with Companies Hiring Women in Tech

Ready to find your next role at a company that genuinely supports women in technology? WomenHack events connect you directly with hiring managers at companies hiring women in tech through a unique speed interview format. Every company at a WomenHack event has made a deliberate investment in diversity recruiting — so you know they are serious about inclusion before you even walk through the door.

Browse upcoming WomenHack events and register today.

Whether you are exploring your first role in tech, making a strategic career move, or returning to the industry after a break, WomenHack events provide a direct path to employers who value what you bring to the table. Companies at WomenHack are not just filling seats — they are building diverse teams that drive better business outcomes.

Your next career move starts here. Find a WomenHack event near you and start connecting with the best workplaces for women in tech.