Navigating Remote Work for Women in the UK Technology Industry: Breaking Barriers or Reinforcing Glass Ceilings? A Mixed-Methods Approach

Abstract

This thesis examines the impact of remote work on women’s career progression in the United Kingdom’s technology industry. The COVID-19 pandemic lockdown in 2020 accelerated the adoption of remote work, reshaped traditional workplaces and created both opportunities and challenges. For women in tech, a sector still marked by male dominance, glass ceilings, and persistent gender stereotypes, understanding these dynamics is crucial for advancing equity and inclusion.
This research utilised an explanatory sequential mixed-methods design. Quantitative data from women in the UK tech sector were used to assess how remote work influences performance evaluations, skill development, mentorship, access to informal networks, and promotions. Subsequent qualitative interviews explored the reasons behind the emerging patterns, offering a deeper understanding of these women’s lived experiences. This dual approach provided a comprehensive view of the effects of remote work.
Findings revealed a paradox: while remote work offers valued flexibility, autonomy, and improved work-life balance, it simultaneously intensifies barriers to advancement including reduced visibility, limited informal communication, and diminished access to mentorship and networking, which undermine career growth. A novel insight that emerged from this research was the reversal of the traditional promotion sequence. In physical offices, visibility to management often precedes recognition: employees are noticed through presence, participation, and informal interactions, which then lead to acknowledgment and possible promotion. In virtual organisations, this order is inverted. Recognition must come first, typically through measurable performance and deliverables, before visibility to management is established, and only then does promotion become possible. This shift has profound implications for how women’s contributions are evaluated and rewarded in remote contexts.
Hybrid models, combining remote flexibility with in-person presence, appear to mitigate some constraints by sustaining visibility, collaboration, and culture building. However, structural inequities persist, particularly in male-dominated environments where informal networks remain central to mobility. The study concludes that remote work alone does not resolve long-standing barriers faced by women in technology. Instead, it underscores the need for intentional strategies to support women’s development and recognition. By contributing to debates on gender, technology, and remote work, this research offers practical recommendations for organisations and policymakers committed to building more equitable and inclusive professional virtual environments in the UK tech sector.
Keywords: Remote Work, Women in Technology, Career Progression, Visibility and Recognition, Gender Equity, Hybrid Work Models