This study, created in collaboration with Duke University, surfaces the lived experiences of early-career women and gender-minoritized individuals in technical roles, pointing to the barriers that shape recruitment, onboarding, skill development, career advancement, and long-term retention. Across these areas, participants shared how bias, unclear pathways, limited support for upskilling, and the burden of “non-promotable” work often undermine confidence and belonging, factors that contribute to attrition in tech.
At Rewriting the Code, we see these findings as a call to action for companies to intentionally build environments where equity, transparency, and support are embedded into everyday structures. From clarifying promotion pathways and strengthening onboarding to investing in manager training, mentorship, and identity-based networks, the opportunities are clear: when organizations prioritize equity and belonging, they not only create pathways for diverse talent to thrive, but also strengthen the future of their workforce.