{"id":109495,"date":"2026-03-11T09:03:26","date_gmt":"2026-03-11T09:03:26","guid":{"rendered":"https:\/\/www.lafosse.com\/?p=109495"},"modified":"2026-03-11T09:20:59","modified_gmt":"2026-03-11T09:20:59","slug":"women-in-tech-how-to-get-promoted-and-negotiate-pay","status":"publish","type":"post","link":"https:\/\/www.lafosse.com\/insights\/women-in-tech-how-to-get-promoted-and-negotiate-pay\/","title":{"rendered":"Women in tech: how to get promoted and negotiate pay"},"content":{"rendered":"

Women in tech are not lacking ambition. What many are lacking is a system that makes career progression feel possible, and the tools to navigate one that often\u00a0doesn’t.<\/span>\u00a0<\/span><\/p>\n

The numbers make uncomfortable reading. Women in tech wait, on average, three to four years to advance, compared to the two-year industry norm. They earn 16% less per hour than their male counterparts. And one in four leaves the industry altogether when progression stalls.<\/span>\u00a0<\/span><\/p>\n

These\u00a0aren’t\u00a0personal failings.\u00a0They’re\u00a0structural ones. But while systemic change takes time, there are practical steps women in tech can take right now to strengthen their position in the conversations that shape their careers.<\/span>\u00a0<\/span><\/p>\n

As CMO at La Fosse, and through the work we do with\u00a0<\/span>UNBOUND<\/span><\/a>, our community for women in tech and transformation,\u00a0I’ve\u00a0spoken with hundreds of women navigating these exact challenges.\u00a0Here’s\u00a0what\u00a0I’ve\u00a0learnt.<\/span>\u00a0<\/span><\/p>\n

1. Stop waiting until you feel ready<\/h2>\n

This one comes up\u00a0again and again. Women are often encouraged (explicitly or implicitly) to wait until\u00a0they’re\u00a0fully ready before making a move. In tech, that usually means waiting too long.<\/span>\u00a0<\/span><\/p>\n

Promotion conversations should be grounded in evidence, not feelings. If\u00a0you’re\u00a0already delivering outcomes at the next level, leading projects, influencing decisions, driving results,\u00a0that’s\u00a0your signal.\u00a0Don’t\u00a0sit on it.<\/span>\u00a0<\/span><\/p>\n

If\u00a0you’re\u00a0already\u00a0operating\u00a0at that level, make it visible. Promotion conversations should be based on impact, not perfection.<\/span>\u00a0<\/span><\/p>\n

2. Frame promotion discussions as business cases\u00a0<\/span><\/h2>\n

The strongest promotion conversations in tech are structured like business cases, not appeals. Talk about outcomes, not effort. Show how your work has increased revenue, reduced risk, improved delivery, or strengthened capability.<\/span>\u00a0<\/span><\/p>\n

Map your current responsibilities against the role you want. If\u00a0you’re\u00a0already doing the job, say so. If\u00a0you’re\u00a0not quite there, ask what specifically needs to happen and by when. Clear criteria\u00a0turns\u00a0vague feedback into a roadmap.<\/span>\u00a0<\/span><\/p>\n

3. Prepare for salary negotiations like a business conversation<\/h2>\n

Salary negotiations can feel intensely personal. But reframe them:\u00a0they’re\u00a0business conversations about value.<\/span>\u00a0<\/span><\/p>\n

Research market benchmarks.\u00a0<\/span>La Fosse’s annual Salary Index i<\/span><\/a>s a useful starting point. Understand internal salary bands where possible. Come prepared with specific examples of measurable impact. The more factual the conversation, the less emotional labour you carry.\u00a0You’re\u00a0not asking for a favour.\u00a0You’re\u00a0aligning pay with contribution.<\/span>\u00a0<\/span><\/p>\n

If the organisation struggles to engage transparently, that information is valuable too. It could signal an unhealthy culture.<\/span><\/p>\n

4. Don’t internalise structural barriers as a confidence problem<\/h2>\n

Research consistently shows women are less likely to negotiate salary or proactively seek promotion. But this\u00a0isn’t\u00a0a confidence deficit.\u00a0It’s\u00a0a rational response to opaque systems.<\/span>\u00a0<\/span><\/p>\n

When promotion frameworks are unclear and decisions happen behind closed doors, hesitation makes sense. Instead of assuming you need to be more assertive, seek clarity. Ask direct questions about progression pathways, salary bands, and expectations. The clearer the system, the easier it becomes to advocate within it.<\/span>\u00a0<\/span><\/p>\n

5. Build allies and visibility before you need them\u00a0<\/span><\/h2>\n

Career progression rarely hinges on a single conversation. Advocacy starts months before the promotion meeting, in how visible your work is and who understands your impact.<\/span>\u00a0<\/span><\/p>\n

There’s\u00a0a meaningful difference between mentors and sponsors. Mentors offer guidance. Sponsors put your name forward, recommend you for opportunities, and advocate for you in rooms where decisions are made. Women in tech need both.<\/span>\u00a0<\/span><\/p>\n

Build relationships with senior colleagues who will actively champion your progression, not just\u00a0advise\u00a0you from the sidelines.<\/span>\u00a0<\/span><\/p>\n

Why career progression for women in tech still matters<\/h2>\n

Data from La Fosse’s\u00a0<\/span>UNBOUND initiative<\/span><\/a>\u00a0shows that 43% of female career exits are driven by a lack of clear progression. Inflexible working and limited support for skills development compound the problem.<\/span>\u00a0<\/span><\/p>\n

When progression feels unclear or inaccessible, staying stops making sense. But while we push for systemic change, women in tech\u00a0don’t\u00a0have to wait for the system to catch up.<\/span>\u00a0<\/span><\/p>\n

Don’t\u00a0wait to be recognised. Track your impact. Ask clear questions. Prepare thoroughly. And remember, negotiating pay or promotion\u00a0isn’t\u00a0being difficult.\u00a0It’s\u00a0being strategic.<\/span>\u00a0<\/span><\/p>\n

About the author<\/h2>\n

Lucy Kemp\u00a0is Chief Marketing Officer at La Fosse and a passionate advocate for building workplaces where people can do their best work. She leads La Fosse’s UNBOUND initiative, a community for women in tech and transformation that brings together mentorship, events, and peer connection to support career growth at every stage.<\/span>\u00a0<\/span><\/p>\n

If this resonated with you,\u00a0<\/span>UNBOUND<\/span><\/a>\u00a0is open to women working in tech and transformation roles across the UK. Whether\u00a0you’re\u00a0looking for a mentor, want to connect with a community that gets it, or simply want to stay close to the conversations that matter,\u00a0we’d\u00a0love to have you involved.<\/span>\u00a0<\/span><\/p>\n

Find out more and join the UNBOUND community\u00a0<\/span>here<\/span><\/a>\u00a0<\/span><\/p>\n

\u00a0<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

Women in tech are not lacking ambition. What many are lacking is a system that makes career progression feel possible, and the tools to navigate one that often\u00a0doesn’t.\u00a0 The numbers make uncomfortable reading. Women in tech wait, on average, three to four years to advance, compared to the two-year industry norm. They earn 16% less<\/p>\n","protected":false},"author":52264,"featured_media":87686,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":"","_links_to":"","_links_to_target":""},"categories":[680],"tags":[],"class_list":["post-109495","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-women-in-tech"],"acf":[],"yoast_head":"\nWomen in tech: how to get promoted and negotiate pay - La Fosse<\/title>\n<meta name=\"description\" content=\"Women in tech wait twice as long for promotion and earn 16% less. 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