A recent PwC study found that a career in the tech industry was a first choice for just 3% of female students, and women only make up for 22% of AI professionals. With the latest wave of companies scaling back on diversity, equity and inclusion (DEI) initiatives, women in tech find themselves at a crossroads.
Does this signal the end of progress made so far or a call to action? This year, the International Women’s Day (March 8, 2025) theme is ‘Accelerate action for gender equality’. And we are examining what’s at stake for women in tech, how they’re pushing forward despite shifting corporate priorities, and why true inclusion can’t be treated as a trend.
Challenging the tech space
“I entered the tech industry to challenge the outdated notion that it wasn’t a space for women,” says Kate Shaw, senior product manager at IPaaS company SnapLogic. Shaw firmly believes in making a conscious effort to break down the barriers she faced. “Real progress comes from actively creating opportunities, challenging biases, and ensuring technology is accessible to everyone. International Women’s Day serves as a powerful reminder that we must take decisive action to empower women to lead, innovate, and shape the future of technology. There is still work to be done, and we must continue pushing forward to secure a seat at the table — not just for ourselves, but for future generations.”
Stephanie Albertina-Wright, principal consultant at the global cybersecurity firm Palo Alto Networks’ Unit 42 shares a similar story. “Throughout my journey as a woman in tech I’ve faced challenges, from imposter syndrome to unconscious bias from a small number of individuals, where I felt I was being pre-judged or not taken seriously. But I’ve also had incredible support from colleagues who recognise the value people bring to this field — regardless of their gender.”
Leading by example
While expressing her concern on the anti-DEI movement in the US, Simone Mink, product operations lead at low-code application development platform Mendix, called the EU Pay Transparency Directive a step in the right direction. She emphasised the importance of taking swift and decisive steps. “We need more women in tech, and leaders must lead by example to address gender imbalances. We must act now to prevent setbacks and ensure gender equality progresses. Therefore, it’s crucial to hold our companies and governments accountable for advancing and safeguarding gender equality.”
Kams Narayan, director of product management for APIM at SnapLogic agrees. She looks at IWD as an opportunity to celebrate the resilience, talent, and leadership of women who continue to break barriers in industries traditionally seen as male-dominated. “It’s also a call to action — to support, connect, inspire and uplift the next generation while honouring the women who have continually proven that talent and leadership are not defined by gender. Where talent shortages persist, we all must take an active role in mentoring and empowering more women to step forward with confidence. As Mahatma Gandhi said: ‘Be the change you want to see in the world.’”
Creating inclusive workplaces and breaking barriers
CFO at the workforce management platform Deputy, Emma Seymour, pushes for creating a workplace where everyone can succeed. “IWD is a celebration of progress fuelled by purpose-driven leadership. As CFO here at Deputy, I’m proud to have played a role in leading our company to unicorn status – not just through financial strategy, but by championing diverse voices, fostering innovation, and shaping a culture that empowers every team member,” says Seymour. “What makes me even prouder is being part of a leadership team that is 80% women and is passionate about laying the foundations for the next generation of leaders in tech and finance. That foundation is built through action: embedding financial literacy and career development at every level, and ensuring our investments – in people, technology, and programs are creating a workplace where everyone has the opportunity to grow, thrive, and succeed.”
To encourage more young women into technology and cybersecurity, we need visible mentorship and industry engagement in schools, says Seymour.
She adds: “It’s also beneficial to talk about the great reward schemes and packages that are often available for a career within technology and cybersecurity in particular, as these are typically very good in order to attract talent and address the industry’s significant skills gap. Programs like CyberFirst from the National Cyber Security Centre, which includes the CyberFirst girls competition, are great stepping stones for sparking that interest. This is a hugely rewarding and interesting career path with plenty of opportunities, and there are organisations who will support a path to leadership and respect the importance of a work life/family life balance. Female leaders in this industry, although limited in numbers, are testament to that.”
It’s all about the balance
It’s important to accelerate action while also recognising the importance of balance and self-care, reminds Charlotte Lucy Hall, co-founder and CMO at Zinc, a platform providing background check services for talent and HR teams. “Women carry so many responsibilities, for me it was leading a company, a first time funding round, and navigating a difficult pregnancy journey all at once – and finding time for myself was essential to succeeding through all of that”, says Hall. “Taking small moments for yourself can help to reset mentally and emotionally, ensuring that we can continue to show up as our best selves, whether we’re leaders, partners, parents, colleagues or all in one.”
On her journey balancing professional success and motherhood, Grace Ensell, sales manager at Western Digital UK says: “I’m lucky to have found a balance between my job and being a mother because of supportive teammates, friends, and family.
“To me, true equality is about creating an equitable environment where everyone has the same opportunities and responsibilities in their careers and personal lives. This is not to ignore the still existing challenges faced by women in the technology industry, especially those balancing professional success with motherhood. We still have a long way to go to achieve full gender equality, but I want to encourage everyone to take part in it.”
Franziska Ferraz, VP of Media Owner Development EMEA at Criteo, the digital advertising company, echoes this sentiment. “Fierce prioritisation has become crucial, and this is where strong company values and leadership can make a real difference,” she explains. “With the flexibility and trust to perform on both fronts, this culture has enabled me to unlock opportunities and continue to grow in my role.
“For me, inclusive cultures aren’t just ‘nice to have’ for organisations – they’re vital catalysts for success. When everyone’s voice is truly heard, the entire organisation thrives. My advice? Build a robust support network, both inside and outside your company, and don’t be afraid to own your expertise and achievements. You’ve earned your seat at the table – now claim it.”
Photo by Brooke Cagle on Unsplash
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