A current PwC study discovered {that a} profession within the tech business was a primary alternative for simply 3% of feminine college students, and ladies solely make up for 22% of AI professionals. With the newest wave of corporations scaling again on range, fairness and inclusion (DEI) initiatives, ladies in tech discover themselves at a crossroads.
Does this sign the tip of progress made to this point or a name to motion? This 12 months, the Worldwide Girls’s Day (March 8, 2025) theme is ‘Speed up motion for gender equality’. And we’re analyzing what’s at stake for ladies in tech, how they’re pushing ahead regardless of shifting company priorities, and why true inclusion can’t be handled as a development.
Difficult the tech area
“I entered the tech business to problem the outdated notion that it wasn’t an area for ladies,” says Kate Shaw, senior product supervisor at IPaaS firm SnapLogic. Shaw firmly believes in making a acutely aware effort to interrupt down the obstacles she confronted. “Actual progress comes from actively creating alternatives, difficult biases, and making certain know-how is accessible to everybody. Worldwide Girls’s Day serves as a robust reminder that we should take decisive motion to empower ladies to guide, innovate, and form the way forward for know-how. There may be nonetheless work to be completed, and we should proceed pushing ahead to safe a seat on the desk — not only for ourselves, however for future generations.”
Stephanie Albertina-Wright, principal guide on the world cybersecurity agency Palo Alto Networks’ Unit 42 shares an analogous story. “All through my journey as a lady in tech I’ve confronted challenges, from imposter syndrome to unconscious bias from a small variety of people, the place I felt I used to be being pre-judged or not taken critically. However I’ve additionally had unimaginable help from colleagues who recognise the worth folks carry to this area — no matter their gender.”
Main by instance
Whereas expressing her concern on the anti-DEI motion within the US, Simone Mink, product operations lead at low-code software improvement platform Mendix, referred to as the EU Pay Transparency Directive a step in the correct path. She emphasised the significance of taking swift and decisive steps. “We want extra ladies in tech, and leaders should lead by instance to handle gender imbalances. We should act now to forestall setbacks and guarantee gender equality progresses. Subsequently, it’s essential to carry our corporations and governments accountable for advancing and safeguarding gender equality.”
Kams Narayan, director of product administration for APIM at SnapLogic agrees. She appears at IWD as a possibility to have fun the resilience, expertise, and management of ladies who proceed to interrupt obstacles in industries historically seen as male-dominated. “It’s additionally a name to motion — to help, join, encourage and uplift the subsequent era whereas honouring the ladies who’ve frequently confirmed that expertise and management aren’t outlined by gender. The place expertise shortages persist, all of us should take an lively function in mentoring and empowering extra ladies to step ahead with confidence. As Mahatma Gandhi stated: ‘Be the change you need to see on this planet.’”
Creating inclusive workplaces and breaking obstacles
CFO on the workforce administration platform Deputy, Emma Seymour, pushes for making a office the place everybody can succeed. “IWD is a celebration of progress fuelled by purpose-driven management. As CFO right here at Deputy, I’m proud to have performed a task in main our firm to unicorn standing – not simply by means of monetary technique, however by championing various voices, fostering innovation, and shaping a tradition that empowers each group member,” says Seymour. “What makes me even prouder is being a part of a management group that’s 80% ladies and is obsessed with laying the foundations for the subsequent era of leaders in tech and finance. That basis is constructed by means of motion: embedding monetary literacy and profession improvement at each degree, and making certain our investments – in folks, know-how, and applications are making a office the place everybody has the chance to develop, thrive, and succeed.”
To encourage extra younger ladies into know-how and cybersecurity, we want seen mentorship and business engagement in faculties, says Seymour.
She provides: “It’s additionally useful to speak concerning the nice reward schemes and packages which are typically out there for a profession inside know-how and cybersecurity specifically, as these are sometimes excellent in an effort to appeal to expertise and handle the business’s important abilities hole. Packages like CyberFirst from the Nationwide Cyber Safety Centre, which incorporates the CyberFirst ladies competitors, are nice stepping stones for sparking that curiosity. It is a vastly rewarding and attention-grabbing profession path with loads of alternatives, and there are organisations who will help a path to management and respect the significance of a piece life/household life stability. Feminine leaders on this business, though restricted in numbers, are testomony to that.”
It’s all concerning the stability
It’s essential to speed up motion whereas additionally recognising the significance of stability and self-care, reminds Charlotte Lucy Corridor, co-founder and CMO at Zinc, a platform offering background examine providers for expertise and HR groups. “Girls carry so many obligations, for me it was main an organization, a primary time funding spherical, and navigating a tough being pregnant journey suddenly – and discovering time for myself was important to succeeding by means of all of that”, says Corridor. “Taking small moments for your self may help to reset mentally and emotionally, making certain that we are able to proceed to indicate up as our greatest selves, whether or not we’re leaders, companions, dad and mom, colleagues or multi function.”
On her journey balancing skilled success and motherhood, Grace Ensell, gross sales supervisor at Western Digital UK says: “I’m fortunate to have discovered a stability between my job and being a mom due to supportive teammates, mates, and household.
“To me, true equality is about creating an equitable surroundings the place everybody has the identical alternatives and obligations of their careers and private lives. This isn’t to disregard the nonetheless current challenges confronted by ladies within the know-how business, particularly these balancing skilled success with motherhood. We nonetheless have an extended technique to go to realize full gender equality, however I need to encourage everybody to participate in it.”
Franziska Ferraz, VP of Media Proprietor Improvement EMEA at Criteo, the digital promoting firm, echoes this sentiment. “Fierce prioritisation has grow to be essential, and that is the place robust firm values and management could make an actual distinction,” she explains. “With the flexibleness and belief to carry out on each fronts, this tradition has enabled me to unlock alternatives and proceed to develop in my function.
“For me, inclusive cultures aren’t simply ‘good to have’ for organisations – they’re very important catalysts for achievement. When everybody’s voice is really heard, the whole organisation thrives. My recommendation? Construct a sturdy help community, each inside and outdoors your organization, and don’t be afraid to personal your experience and achievements. You’ve earned your seat on the desk – now declare it.”
Photograph by Brooke Cagle on Unsplash
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