Technology leadership is evolving at a remarkable pace. New titles are emerging, responsibilities are shifting, and the pressure to deliver innovation has never been greater. But in one crucial area, progress is slower than many had hoped, and that is gender diversity at the top. 

For all the conversations about equality in the workplace, women remain significantly underrepresented in the most senior technology roles across Europe, and the gap is particularly visible in the C-suite. Eton Bridge Partners’ latest CxO Technology Pathways Report offers a striking snapshot of just how big that gap is and where a handful of countries and sectors are showing that it doesn’t have to be this way. 

Katie Hevey, Partner in Eton Bridge Partners’ Digital & Technology Practice, explores what the data tells us about gender diversity in tech CxO roles, and how the Nordic approach is offering valuable lessons for the rest of Europe. 

A gap within the gap 

When we examined the numbers, one fact stood out – across Europe, only one in ten tech CxO appointments in 2023/24 went to women. That’s 90% male, and it’s a sharper imbalance than in other C-suite positions where our Global CFO Pathways report found women accounted for 20% of appointments in finance leadership. 

The picture gets even more uneven when we split the data by role. Just 8% of CTO appointments were women, compared to 15% for CIOs. This difference may reflect how these roles are perceived and where the talent pipeline comes from. CIOs often have broader transformation and business oversight, drawing from disciplines where female representation is stronger. CTO roles are still strongly linked to engineering-heavy career paths, which remain male-dominated. 

Sectors tell a similar story. Pharmaceuticals and biotech lead the way with 17.6% of tech CxO appointments going to women, while business services trail at just 6.7%. That’s not a small variation, it’s a signal that sector culture, priorities, and talent development practices have a real impact on representation. 

A Nordic bright spot

Geography offers some encouragement. Sweden leads Europe with almost 17% of tech CxO appointments going to women. Germany, by contrast, is at 9%.

Sweden’s edge isn’t just cultural, it’s structural. The country was the first to introduce parental leave in the 1970s and now offers up to 480 days of paid leave to be shared between parents, compared to 273 days in the UK. That flexibility helps retain more women through the stages of life and career where attrition is highest.

This is supported by a broader cultural emphasis on equality and inclusive education, including early engagement for girls in STEM subjects. That combination of policy and culture strengthens the leadership pipeline, ensuring that more women reach senior roles and have the opportunity to step into the C-suite. 

Preventing the leadership pipeline drop-off 

Our report also highlights what I often see in practice – the “mid-career drop-off”. Too many women exit the corporate world at middle management, long before they reach the leadership tier. The reasons are varied: family commitments, lack of flexibility, or a belief that advancement opportunities simply aren’t there. 

The impact is straightforward. By the time organisations are hiring for tech CxO roles, the pool of potential female candidates has already shrunk dramatically. For boards serious about changing the balance, this is where the intervention needs to start. 

Driving progress from the top

The Nordic model offers a blueprint that includes supportive parental leave, flexible working, and cultural norms that encourage shared responsibility. But boards don’t have to wait for government policy to move. Companies can implement sponsorship programmes to guide and advocate for high-potential women, create structured return-to-work initiatives, and actively challenge the assumption that the best candidates will always come from the same networks. 

At Eton Bridge Partners, we’ve seen the impact of this approach first-hand. As noted in our report, around 40% of our tech CxO appointments over the last 12 months were women – a figure significantly higher than the European market average of 10%. That outcome didn’t happen by accident. It came from deliberately widening the search, challenging assumptions about what a “qualified” candidate looks like, and being proactive in engaging female leaders who might otherwise be overlooked. 

The choice ahead 

Closing the gender gap in technology leadership isn’t about ticking a box; it’s about building a talent pipeline that promotes sustainability and growth. The Nordic example proves it’s possible. It’s now up to the rest of Europe to decide whether we want to follow suit, challenge our own norms, and take the deliberate steps required to make change happen. 

Because if we do, a future where women are far better represented among tech CxOs is not just possible – it’s entirely within reach. 

If you’d like to explore the findings from our CxO Technology Pathways Report in more detail or discuss practical steps for improving diversity in your own leadership team, get in touch to continue the conversation.