Why This Matters
McKinsey
You are 25% more likely to outperform financially with gender-diverse leadership
Deloitte
You are 6x more likely to be innovative when teams are inclusive.
Personnel Today
Highlights that replacing employees typically costs between 30% and 200% of annual salary, depending on the role and seniority.
The numbers are clear, but knowing the stats isn't the same as knowing what to do about them.
That's where this course comes in.
What You'll Learn
Even the best-intentioned leaders often fail to recognise the subtle obstacles that women in tech face every day. From being talked over in meetings to being overlooked for stretch projects, these small moments add up and can push talented individuals away. You’ll learn how to spot these barriers and begin breaking them down in your own team.
Most managers think mentorship alone is enough. But women in tech often need more than advice, they need advocates. We’ll unpack the difference between mentorship, sponsorship, and allyship, and show you how to combine them to create real opportunities for your female staff.
Allyship isn’t about big gestures. It’s about small, consistent actions. From amplifying women’s voices in meetings to ensuring credit is given where it’s due, you’ll leave with a set of practical, low-effort habits you can implement immediately to show your team you’re serious about inclusion.
When women feel supported, they’re more engaged and more likely to stay. Allyship builds the trust that drives loyalty, creativity, and performance. You’ll learn how consistent allyship helps reduce turnover, strengthen team culture, and position you as a leader people want to work for.
In today’s tech world, leaders are judged not only by results but by the cultures they create. By practicing allyship, you’ll gain the respect of your team, peers, and organisation. We’ll show you how allyship strengthens your reputation as a forward-thinking, people-first leader.
How Allyship Builds Trust & Retention
Women in tech don’t just leave because of pay, they leave because of culture. When they feel overlooked, silenced, or unsupported, trust erodes and turnover follows. Allyship is how leaders rebuild that trust.
In this lesson, you’ll learn:
- How to create psychological safety so women feel comfortable speaking up.
- Why recognition matters, and how to ensure credit goes where it’s due.
- Small shifts in behaviour that increase loyalty and engagement.
The result? Stronger teams, less turnover, and women who want to stay and grow with your company, instead of looking elsewhere.
How Allyship Escelates Your Leadership Reputation
Today’s best leaders are measured not only by results but also by the cultures they build. Practicing allyship sets you apart as someone who:
Champions fairness and inclusion.
Builds a reputation as a forward thinking , trusted leader
Earns respect from female and male staff alike.
In this lesson, you’ll discover how allyship isn’t just good for your team, it’s good for your career. By showing up consistently as an ally, you’ll gain credibility, strengthen your influence, and stand out as a leader others want to follow.
READY TO BE THE ALLY YOUR TEAM NEEDS?
In just 35 minutes, you’ll gain the tools to support women in tech, build stronger teams, and strengthen your leadership, all for £50.
Recruiting new staff is expensive. Just placing a single advert to hire one new team member can cost more than this entire course, and that’s before interviews, onboarding, and lost productivity.
For £50, you can:
- Strengthen trust and retention with your current team.
- Take practical actions women on your staff will notice immediately.
- Build your reputation as a forward-thinking leader who invests in people.
Losing women in tech costs your company far more than keeping them engaged. This course shows you how to be the reason they stay.
