Gender Inclusivity in Tech Hiring: Practical Steps for Diverse Representation

Tech keeps racing ahead. But the team's are building that future? Still the same.

Women, trans, and non-binary professionals are sidelined in the industry, especially in technical and leadership roles. As of 2023, women held just 26.7% of tech jobs in the U.S. For trans and non-binary professionals, the numbers are often invisible. They're not underrepresented, but rather erased.

This isn't about a lack of talent. It’s about structures that weren’t built to include. From biased job descriptions and homogeneous hiring panels to company cultures that underestimate fairness. That's how the imbalance persists.

The cost of this imbalance is steep. Research supports that gender-diverse companies are more innovative, resilient, and up to 25% more profitable. Hence, this imbalance isn't just a lack of talent or diversity issue-it's a structural challenge that limits talent, innovation, and equity.
Also, beyond performance, there’s a moral imperative: when only a narrow slice of society builds our tools, entire communities are left behind. Therefore, achieving gender inclusivity isn't just an HR goal-it's a business imperative and a social responsibility. 

Thus, building truly diverse teams through hiring systems, decision-making, and accountability. In this article, we explore the practical steps tech companies can take to ensure that equity is actionable.

Diagnosing Bias in the Hiring Funnel

Achieving gender inclusivity in tech starts with confronting the often-invisible forces that shape hiring outcomes. Human and algorithmic biases can subtly influence who gets noticed, who advances, and who gets hired. These barriers often surface long before an interview begins, embedded in job descriptions, resume reviews, and assessment design. Companies can move from performative support to measurable progress by auditing every stage of the hiring funnel.

Job Descriptions and Employer Branding

The hiring funnel begins with a job description, but too often, the language subtly signals who “belongs.” Research from Textio and TotalJobs shows that masculine-coded words like “rockstar,” “dominant,” or “competitive” discourage women and non-binary candidates from applying. Inclusive alternatives—like “collaborative,” “creative thinker,” or “team-focused”—draw a wider, more diverse applicant pool.

Additionally, employer branding plays a significant role in shaping candidate perceptions. A company’s website, social media presence, and Glassdoor reviews offer insight into its culture. When diversity isn’t visibly prioritized—such as through representation in leadership, inclusive messaging, or DEI commitments—candidates from marginalized gender identities may self-select out before even applying.

Candidates scan for inclusion signals, like trans-inclusive benefits, flexible work policies, and employee stories that reflect lived diversity.

Resume Screening and Referral Biases

Bias intensifies when resumes hit the review stage, especially when names, pronouns, or career gaps hint at gender. Studies from Harvard have shown that resumes with female or ethnic-sounding names receive fewer callbacks than identical resumes with male or “Anglo” names. Similarly, applicants from non-traditional tech backgrounds—such as career switchers, mothers reentering the workforce, or those with non-binary markers—may be unfairly filtered out by keyword-based applicant tracking systems (ATS) or recruiter assumptions.

Oftenn praised for bringing in “culture fit,” referral programs  can also amplify homogeneity. In tech—where many teams are still male-dominated—referrals replicate existing demographics. While referrals are valuable, relying on them without critical intervention limits access for women, trans, and non-binary professionals.

Interview Process and Technical Assessments

Interviews often reflect bias not in what’s asked, but how it’s asked. Unstructured interviews that rely on “gut feel” or “culture fit” usually favor candidates who mirror the interviewer’s personal bias. For gender-diverse candidates, these vague interactions can result in inconsistent evaluations or premature rejections.

Traditional tech assessments—like whiteboard challenges or high-pressure logic puzzles—often advantage those with elite academic training or prior exposure. These methods penalize candidates who excel in collaborative, real-world problem-solving but struggle under artificial, performative conditions.

More inclusive companies are adopting structured interviews with clear rubrics, behavioral questions, and take-home assessments that reflect actual job tasks.

Diagnosing bias in the hiring funnel means confronting the subtle yet powerful forces that shape who gets noticed, who gets interviewed, and who gets hired. By identifying where exclusionary practices live—whether in a job post’s language, an algorithm’s filter, or an interviewer’s instinct—tech companies can begin to dismantle the barriers preventing a more inclusive and representative workforce.

 Practical Checklist: Diagnosing Gender Bias in Hiring

Recognizing bias in the hiring funnel is only the beginning. To move from awareness to action, organizations must reimagine each stage of their recruitment process—from the language used in job descriptions to the structure of interviews. The following checklist offers practical steps to help identify and correct gender bias in the tech hiring process.

• Audit job descriptions for gendered language and inflated qualification lists
• Ensure visible DEI commitment across branding, imagery, and messaging
• Use anonymous resume review to remove identity-based indicators
• Evaluate referral programs for demographic skew; add diverse sourcing channels
• Train hiring managers on unconscious bias and inclusive interviewing
• Use structured interview formats with clear rubrics
• Replace whiteboard tests with practical, take-home assessments
• Track diversity metrics at each hiring stage to monitor equity

Writing Inclusive Job Descriptions and Employer Branding

Inclusive hiring starts long before a resume reaches the recruiter’s desk. It begins with how an opportunity is framed and how an employer presents itself. A job description isn’t just a list of duties—it’s a signal about who belongs. And in tech, where gender disparities persist, that signal matters more than ever.

Avoid Gender-Coded Language

Words carry weight. Research from the Journal of Personality and Social Psychology and the Gender Decoder tool shows that masculine-coded language—terms like “ninja,” “dominant,” “aggressive,” or “assertive”—can deter women and non-binary candidates, even if they’re well-qualified.

Neutral, inclusive terms like “collaborative,” “team-oriented,” or “adaptable” attract a broader and more diverse candidate pool without compromising standards.

Equally important is avoiding jargon or exclusionary phrases like “fast-paced culture” or “must be thick-skinned.” Such terms can signal a stressful or unwelcoming environment, especially to those who’ve faced bias or burnout. Replace them with transparent, specific expectations that clarify rather than intimidate.

Moreover, companies should focus on essential, role-specific qualifications rather than an exhaustive wishlist. Women, on average, tend to apply only when they meet 100% of the criteria, while men will use at around 60%. Cutting back on “nice-to-haves” can help level the playing field.

• Use inclusive terms like “collaborative,” “team-oriented,” or “proactive.”
• Avoid jargon like “fast-paced” that may feel exclusionary
• Focus on clarity and approachability in tone
• Stick to must-have skills
• Limit “nice-to-haves” or label them clearly

Use tools like Textio or Gender Decoder to review job ads before publishing.

Highlight Inclusive Policies and Benefits

Candidates today are looking for more than compensation—they’re looking for culture. According to the 2024 Women in the Workplace report, companies leading in gender equity consistently promote family leave, menopause and fertility support, caregiver assistance, and mental health resources. These are not perks—they’re signals of respect and belonging.

Candidates want to know they’ll be supported—professionally and personally. Inclusive benefits communicate that your company values diverse life experiences.

Where applicable, mention returnship programs, mental health days, or flexible caregiving policies. Being explicit helps candidates from all walks of life envision themselves succeeding at your company.

Back up your claims with real employee stories or data (e.g., DEI dashboards, testimonials).

Cogent | Ebook | Women and Workplace 2023

Emphasize Flexibility, Pay Transparency, and Equity

Flexibility is no longer optional. Flexibility is key for attracting and retaining underrepresented talent.

Transparency reinforces fairness. Clearly stating remote/hybrid work options, job-sharing opportunities, or core working hours demonstrates your awareness of modern workforce needs, especially for caregivers and underrepresented groups.

Pay transparency builds trust. A report by the National Women’s Law Center found that women, especially women of color, are more likely to be underpaid when salary expectations are negotiated in private. Listing salary ranges or explaining how compensation is determined helps level the playing field and reduces inequity.

Audit Your Employer Brand Through a DEI Lens. Candidates research companies as much as companies screen applicants. Your Glassdoor reviews, LinkedIn posts, careers page, and internal testimonials contribute to your brand. Ensure these reflect generic diversity commitments and visible inclusion in action, such as diverse leadership, inclusive imagery, and real employee stories.

Representation matters. When women, trans, and non-binary professionals see people like themselves succeeding within your organization, they’re more likely to believe they can too.

Quick Checklist: Inclusive Job Descriptions & Employer Branding

•  Use gender-neutral, inclusive language in all job postings
•  Eliminate unnecessary or excessive qualification lists
•  Avoid jargon or language that may signal an exclusionary culture
•  Highlight inclusive benefits (e.g., family leave, mental health, fertility, returnships)
•  Clearly state remote or hybrid work options and flexibility policies
•  Share pay ranges and explain equitable compensation practices
•  Showcase DEI commitments and representation on your careers page and social channels
•  Feature diverse employee testimonials and stories across branding materials

Structuring a More Inclusive Interview Process

Even the most inclusive job descriptions can fall flat if the interview process fails to reflect the same values. Interviews are more than assessments—they’re pivotal moments where bias, representation, and power dynamics play out.

For women, transgender, and non-binary candidates, an unstructured or exclusionary interview can become a barrier, not a bridge.

To ensure fairness and equity, companies must embed structure, consistency, and inclusivity into every stage of the hiring experience.

Train Interviewers to Recognize and Interrupt Bias

Unconscious bias doesn’t stop at the interview door—it often intensifies there. Interviewers may unconsciously favor candidates who reflect their background or communication style, a phenomenon known as affinity bias. This is especially harmful for candidates from underrepresented gender identities, who may already feel like outsiders in tech.

All interviewers should receive mandatory training that goes beyond awareness to action. Effective programs include:

• Education on common pitfalls: how gender bias shows up in interviews, e.g., interrupting women more often or misreading confidence as competence
• Role-playing or behavioral practice to recognize and respond to bias
• Use of bias interrupters—checklists or scripts that keep interviewers focused on skills, not stereotypes

According to Harvard Business Review, companies that train interviewers to actively disrupt bias—rather than simply understand it—see more equitable hiring and promotion outcomes.

Creating Diverse and Balanced Interview Panels

Representation matters at every stage, including who conducts the interview. Homogeneous panels, especially all-male ones, can signal exclusion even before a question is asked. Conversely, balanced panels convey belonging and reflect a commitment to inclusion.

Aim for diversity across gender, race, and functional roles. Diverse panels:

• Help reduce groupthink and individual bias
• Reflect the company’s values to candidates
• Increase the likelihood that underrepresented candidates accept offers

According to LinkedIn’s Gender Insights Report, women are more likely to accept a job offer when a diverse panel has interviewed them.

Tip: Avoid tokenism by rotating participation, and ensure that underrepresented employees aren’t always expected to represent their identity group alone.

Inclusive, Scenario-Based Technical Assessments

Traditional whiteboard or high-pressure algorithmic challenges often disadvantage women and gender-diverse candidates, especially those without a formal CS degree or access to elite interview prep. These methods favor speed over depth and confidence over collaboration.

Instead, use scenario-based assessments that mirror real job tasks:

• Debugging existing code
• Collaborative problem-solving or pair programming
• Designing a system with context
• Take-home assignments with flexible timelines

For Instance, Spotify redesigned its technical interview process around project-based tasks and saw a 20% improvement in hiring success rates for women and non-binary candidates.

Standardize Structure and Scoring

Inconsistent or unstructured interviews leave too much room for subjective judgment. Vague questions like “Why should we hire you?” can reward confidence over competence and reinforce gendered communication norms.

Use structured interviews with:

• Predefined questions aligned with role competencies
• Standardized scoring rubrics for each answer
• Multiple evaluators to cross-validate responses

This approach improves fairness, reduces bias, and increases the predictive validity of hiring decisions.

Quick Checklist: Inclusive Interview Process

•  Train all interviewers on unconscious bias and inclusive evaluation
•  Use structured questions and scoring rubrics
•  Assemble diverse, gender-balanced interview panels
•  Replace whiteboard tests with real-world, scenario-based assessments
•  Provide accommodations without requiring disclosure
•  Standardize feedback timelines and evaluation formats
•  Track and analyze candidate drop-offs and bias patterns

Creating an inclusive interview process isn’t just about fairness—it’s about hiring better, retaining longer, and building a workplace where everyone can thrive.

Beyond the Binary: Inclusive Practices for Trans and Non-Binary Candidates

While many efforts at gender diversity in tech focus on women, a truly inclusive workplace must go beyond the binary. Transgender, non-binary, and gender nonconforming professionals face distinct barriers in hiring and onboarding—from being misgendered or deadnamed to navigating rigid systems and exclusionary language. Creating equitable hiring environments means building processes that actively recognize and support gender-diverse identities.

Use Gender-Neutral Language, Forms, and Systems

The journey to inclusion starts with language. Many application systems still default to binary options—forcing candidates to identify as “male” or “female,” or to select honorifics like “Mr.” or “Ms.” These small but significant design flaws can alienate and deter gender-diverse applicants.

IBM redesigned its global application portal to allow candidates to self-identify gender and pronouns. It removed mandatory gender fields, leading to higher application completion rates among non-binary candidates.

Normalize Pronouns and Inclusive Practices

Respecting pronouns isn’t just courteous—it’s foundational to psychological safety. Making pronoun sharing a standard practice sets an inclusive tone without placing the burden on gender-diverse candidates to educate or correct others.

Strategies:

• Encourage interviewers and employees to share pronouns in email signatures, Zoom profiles, and LinkedIn bios during introductions.
• Use inclusive greetings like “Hi everyone” instead of “Hey guys/ girls.”
• Audit internal documentation and communications for gendered language and update interview templates to be neutral and respectful.

Example: Atlassian encourages all employees to share pronouns across communication platforms, signaling allyship and reducing stigma for trans and non-binary staff.

Provide Inclusive Facilities and Thoughtful Onboarding

Signals of safety and belonging matter. Trans and non-binary candidates assess the job opportunity and whether the company environment affirms and supports their identities. Inclusion must be visible and consistent, from office amenities to benefits and onboarding materials.

Best Practices:

• Offer gender-inclusive restrooms and communicate their availability.
• Ensure dress codes are gender-neutral and inclusive.
• Provide access to gender-affirming healthcare and mental health support.
• Enable name and gender changes in HR systems without requiring extensive legal documentation.
• Include inclusive imagery, language, and policies in onboarding materials.

Salesforce’s benefits include trans-inclusive healthcare and support from a dedicated Trans & Non-Binary ERG, contributing to its repeated recognition as a top employer for LGBTQ+ equality.

Foster Belonging with Community and Allyship

Onboarding should do more than cover policies—it should build community. Designate a point of contact for identity-related questions, and connect new hires with LGBTQ+ ERGs or allies. Consider offering mentorship or buddy programs led by trained advocates.

Pro Tip: Inclusion is a shared responsibility. Train HR, managers, and teammates to support trans and non-binary colleagues, not just ERGs or DEI teams.

According to the 2023 Deloitte Global Inclusion Report, companies with trans-affirming policies see higher employee satisfaction, lower attrition, and stronger psychological safety for all employees, not just those who identify as gender-diverse.

Inclusion isn’t performative—it’s structural. From your application forms to your interview language and onboarding systems, every touchpoint can affirm or alienate a candidate’s identity. Centering the experiences of trans and non-binary professionals isn’t just the right thing to do—it’s how tech companies attract and retain the diverse talent they need to innovate and thrive.

Beyond Hiring: Onboarding and Retention

Inclusive hiring is only the beginning. To achieve lasting gender diversity in tech, companies must focus on what happens after the offer letter is signed.

Retaining women, trans, and non-binary employees requires sustained commitment and systems that promote equity and opportunity at every stage of the employee lifecycle, from onboarding, performance management, career development, to inclusive workplace policies.

Building a culture of equity and inclusion—where all employees can thrive—is critical to closing this gap.

Employee Resource Groups (ERGs)

ERGs offer crucial spaces for underrepresented employees to find community, mentorship, and advocacy. For gender-diverse professionals, ERGs like Women in Tech, Non-Binary Networks, or LGBTQ+ Alliances help build connections and visibility across the company.

However, ERGs must be more than social hubs. With proper resourcing, they can act as strategic partners in DEI efforts:

• Empowerment: Provide ERGs with dedicated budgets, executive sponsors, and access to leadership conversations.
• Policy Influence: Involve ERG leaders in shaping inclusive benefits, onboarding design, and workplace practices.
• Visibility: Celebrate ERG contributions through internal communications and include their insights in regular DEI reporting.

Example: Microsoft’s ERGs are integrated into company-wide decisions, shaping inclusive hiring practices and advising leadership on intersectional policy needs.

Cogent | Blog | Trans-Inclusive Workplace: 5 Considerations For Companies

Inclusive Performance Reviews

Performance reviews often reflect unconscious bias, impacting who is seen as a “leader” or “top performer.” Women, non-binary, and trans employees frequently receive vague or personality-based feedback, while their cis male peers receive actionable input tied to outcomes.

To build a fairer system:

• Use criteria-based evaluations tied to role-specific outcomes
• Train reviewers to spot and avoid gendered language or tone-policing
• Audit performance scores, raises, and promotions by gender identity and race
• Conduct calibration sessions to ensure consistency and accountability across teams

According to the 2023 Harvard Business Review, women are 1.4x more likely to receive ambiguous feedback than men, limiting their career growth.

Creating Mentorship and Sponsorship Opportunities

Mentorship helps employees navigate challenges; sponsorship propels them forward. Both are essential to retaining and advancing underrepresented talent in tech.

Best Practices:

• Match junior employees with mentors from different functions or identities to offer fresh perspectives and reduce reporting-line bias
• Build formal sponsorship programs where senior leaders actively advocate for high-potential talent
• Offer mentor/sponsor training on inclusive leadership, especially around supporting LGBTQ+ and gender-diverse team members
• Encourage ERG involvement in mentorship matchmaking to ensure community-driven support

Example: VMware’s Power of Difference sponsorship program links diverse talent with executives, improving retention and internal mobility outcomes.

Case Studies and Industry Examples

While the tech sector continues to grapple with gender imbalance, many companies are translating intent into measurable action. Embedding inclusion into hiring, retention, and advancement strategies is not a side initiative but a business imperative—these companies are translating values into quantifiable impact.

Accenture: Embedding Gender Parity into the Culture

Accenture has positioned itself as a global leader in gender inclusion by setting bold goals: achieving a gender-balanced workforce by 2025. As of 2023, women made up 47% of its global workforce and 45% of new hires—figures driven by public accountability, data transparency, and flexible work tailored for women and non-binary professionals. Leadership commitment and annual diversity reports keep progress on track.

Beyond hiring, Accenture invests in mentorship programs for women in tech and has built inclusive infrastructure—gender-neutral restrooms, inclusive onboarding, and trans-inclusive policies—to support all employees regardless of gender identity.

Measurable goals, public transparency, and infrastructure that supports non-binary and trans employees help move DEI from policy into practice.

Mozilla: Designing Inclusive Hiring by Default

Mozilla restructured its hiring pipeline to minimize systemic bias. Every job description undergoes a language review to eliminate gendered terms, and hiring managers complete unconscious bias training. For technical roles, Mozilla adopted blind resume screening—removing names, schools, and personal identifiers. 

After implementing blind screening, Mozilla saw a 25% increase in women and non-binary candidates advancing to the interview stage. Structured, skills-based interviews ensure every applicant is evaluated fairly.

Inclusive hiring begins well before the interview. Structured assessments and blind screening drive equitable outcomes in the talent pipeline.

Salesforce: Advancing Women Through Sponsorship

Salesforce’s “Ascent” sponsorship program connects high-potential women and non-binary employees with senior leaders who advocate for their advancement. Regular pay equity audits and transparent mobility programs support this initiative.

The company publishes its DEI metrics annually, increasing promotion rates among underrepresented gender groups and reinforcing leadership accountability.

Sponsorship—not just mentorship—accelerates career progression. Combine it with pay transparency and internal mobility to close the advancement gap.

Atlassian: Systemic Change Drives Measurable Growth

Atlassian focuses less on diversity quotas and more on systemic change. Using tools like Textio, the company rewrote job descriptions for inclusivity and embedded DEI metrics into managerial KPIs. Diverse candidate slates and interview panels are mandated.

These efforts led to a 70% increase in underrepresented group applications and a rise in women in technical roles from 10% to 17% in just two years.

Behavior-based DEI interventions, when combined with measurement and accountability, create lasting cultural shifts.

IBM: Supporting Trans and Non-Binary Employees

IBM was among the first corporations to offer gender-affirming healthcare and has long advocated for LGBTQ+ inclusion. It supports transitioning employees through toolkits and dedicated HR protocols and reflects inclusive gender options in HR systems.

IBM's consistent ranking in the Human Rights Campaign’s Best Places to Work list signals the impact of long-term, sustained inclusion efforts.

Key Takeaway: Proactive policies and resources for trans and non-binary employees foster retention, trust, and belonging.

Industry Trend: Transparency and Public Accountability

Across the tech industry, transparency is emerging as a powerful driver of accountability and progress. Increasingly, companies are publicly disclosing data on gender representation, pay equity, and inclusion efforts, recognizing that what gets measured gets improved. Giants like Google, Microsoft, and Salesforce now publish annual DEI data covering representation, pay equity, and progress benchmarks.

According to the 2024 Women in Tech Global Movement Report, Organizations that publish precise, accessible DEI data saw a 22% increase in job applications from women and a 15% improvement in retention of gender-diverse talent compared to those that did not.

Transparency builds trust. By making DEI metrics public, companies hold themselves accountable and attract candidates who value equity, authenticity, and long-term commitment.

Conclusion: Practical Checklist & Call to Action

Gender inclusivity in tech isn’t a checklist—it’s a culture. And culture is shaped by consistent actions across every hiring, onboarding, and advancement level. From eliminating biased language to offering gender-affirming care, every decision signals inclusion or exclusion.

Inclusion is about more than metrics. It’s about building systems where everyone, regardless of gender identity, has the opportunity to grow, contribute, and lead. Tech companies are building the future. Let’s ensure the people creating it reflect every gender identity and lived experience. Whether you start by redesigning your job descriptions or sponsoring underrepresented talent, the time to act is now.

Because inclusion isn’t just the right thing to do—it’s a competitive edge, a moral mandate, and a key to innovation.

Let’s build a tech workforce that reflects the world we live in.

‍At Cogent Infotech, we believe that innovation thrives on diversity. From inclusive job descriptions to equitable interview practices, we help organizations reimagine hiring systems to attract and retain women, transgender, and non-binary talent. Partner with us to turn inclusion into impact—because a more representative team isn’t just good for business, it’s essential for the future.

Contact us today and build the future, inclusively.