How to overhaul promotion and pay to advance women and non-binary tech leaders

[Mason68]

I'm a manager at a mid-sized tech firm, and we're revising our internal promotion and compensation frameworks to better support gender equality. While we have good representation at entry levels, the pipeline thins dramatically in senior leadership. We're looking beyond basic pay audits to address systemic issues like sponsorship opportunities, equitable project allocation, and flexible work policies that don't inadvertently disadvantage primary caregivers. I'm interested in hearing from other organizations about concrete initiatives that have measurably improved retention and advancement for women and non-binary professionals.