A latest PwC research discovered {that a} profession within the tech trade was a primary selection for simply 3% of feminine college students, and girls solely make up for 22% of AI professionals. With the newest wave of corporations scaling again on range, fairness and inclusion (DEI) initiatives, girls in tech discover themselves at a crossroads.
Does this sign the tip of progress made to date 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 inspecting what’s at stake for girls 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 house
“I entered the tech trade to problem the outdated notion that it wasn’t an area for girls,” says Kate Shaw, senior product supervisor at IPaaS firm SnapLogic. Shaw firmly believes in making a acutely aware effort to interrupt down the limitations she confronted. “Actual progress comes from actively creating alternatives, difficult biases, and making certain expertise is accessible to everybody. Worldwide Girls’s Day serves as a strong reminder that we should take decisive motion to empower girls to guide, innovate, and form the way forward for expertise. There may be nonetheless work to be achieved, 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 marketing consultant on the world cybersecurity agency Palo Alto Networks’ Unit 42 shares an identical story. “All through my journey as a girl 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 severely. However I’ve additionally had unbelievable help from colleagues who recognise the worth folks carry to this subject — 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 best course. She emphasised the significance of taking swift and decisive steps. “We’d like extra girls in tech, and leaders should lead by instance to handle gender imbalances. We should act now to stop 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 seems at IWD as a possibility to have fun the resilience, expertise, and management of girls who proceed to interrupt limitations in industries historically seen as male-dominated. “It’s additionally a name to motion — to help, join, encourage and uplift the subsequent technology whereas honouring the ladies who’ve frequently confirmed that expertise and management usually are not outlined by gender. The place expertise shortages persist, all of us should take an lively position in mentoring and empowering extra girls to step ahead with confidence. As Mahatma Gandhi mentioned: ‘Be the change you wish to see on the earth.’”
Creating inclusive workplaces and breaking limitations
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 job in main our firm to unicorn standing – not simply by monetary technique, however by championing various voices, fostering innovation, and shaping a tradition that empowers each workforce member,” says Seymour. “What makes me even prouder is being a part of a management workforce that’s 80% girls and is obsessed with laying the foundations for the subsequent technology of leaders in tech and finance. That basis is constructed by motion: embedding monetary literacy and profession improvement at each degree, and making certain our investments – in folks, expertise, and applications are making a office the place everybody has the chance to develop, thrive, and succeed.”
To encourage extra younger girls into expertise and cybersecurity, we want seen mentorship and trade engagement in faculties, says Seymour.
She provides: “It’s additionally useful to speak concerning the nice reward schemes and packages which are usually accessible for a profession inside expertise and cybersecurity specifically, as these are sometimes superb as a way to appeal to expertise and deal with the trade’s vital abilities hole. Applications like CyberFirst from the Nationwide Cyber Safety Centre, which incorporates the CyberFirst ladies competitors, are nice stepping stones for sparking that curiosity. This can be a massively 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 steadiness. Feminine leaders on this trade, though restricted in numbers, are testomony to that.”
It’s all concerning the steadiness
It’s essential to speed up motion whereas additionally recognising the significance of steadiness and self-care, reminds Charlotte Lucy Corridor, co-founder and CMO at Zinc, a platform offering background test providers for expertise and HR groups. “Girls carry so many tasks, for me it was main an organization, a primary time funding spherical, and navigating a tough being pregnant journey unexpectedly – and discovering time for myself was important to succeeding by all of that”, says Corridor. “Taking small moments for your self can assist to reset mentally and emotionally, making certain that we are able to proceed to point out up as our greatest selves, whether or not we’re leaders, companions, mother and father, 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 steadiness between my job and being a mom due to supportive teammates, associates, and household.
“To me, true equality is about creating an equitable atmosphere the place everybody has the identical alternatives and tasks of their careers and private lives. This isn’t to disregard the nonetheless present challenges confronted by girls within the expertise trade, particularly these balancing skilled success with motherhood. We nonetheless have an extended technique to go to realize full gender equality, however I wish 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 turn out 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 position.
“For me, inclusive cultures aren’t simply ‘good to have’ for organisations – they’re important catalysts for fulfillment. When everybody’s voice is actually heard, the complete 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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