Part 2: Expert Predictions On How The Tech Industry Can Better Support Women

For International Women’s Day, we collected industry expert predictions on how the tech industry can better support women.

 
As of 2022, women make up 28% of the tech industry workforce. Despite Tech being a lucrative and ambitious career, women continue to be underrepresented. Even more so if they are women of colour.

Diversity in the tech sector not only benefits women, but also allows employers to tap into a larger talent pool. However, to continue drawing talented women into the tech sector, we need to work together to ensure they are being supported by the industry as a whole. 

We asked a panel of women who work in tech to tell us how they think women can be better supported by the tech industry.

For more predictions, see part 1 here.
 

 

For any questions, comments or features, please contact us directly.

 

Nikhita Hyett, European Managing Director at BlueSnap

 

 
“Whilst I’m seeing more sales and software development positions being led by women, we still need to see a change in the way diversity and inclusion is discussed. Currently, when the topic comes up, there is a feeling of worry or exclusion, but that goes against everything diversity stands for. To create real change, we need to see more global initiatives encouraging women to embark on a career in tech as well as a shift in culture, where women have the confidence to go after what they want.

“To elevate the fintech sector, it must be viewed as a welcoming environment where everyone can collaborate and challenge preconceived notions. To make tech a home for everyone, we must be flexible with everyone’s needs. As a parent myself, I can say that flexible working hours and work-from-home policies are two big factors that would help attract parents – women and men – to enter the industry.”
 

Dr. Xiangqi Huang, Senior Engineer at Tencent

 

 
“Although we’ve started to see changes and improvements to women being recognised in tech, there’s still many ways the tech industry can better support women and create true equality.

“The tech industry and wider society must start at the beginning. As a mother, for me it starts with supporting children. We must encourage and build initiatives for young women and girls to get excited about technology and change up the narrative, so it’s no longer seen as a ‘boys’ subject.

“The tech industry must also work towards increasing representation of women in the industry. Initiatives such as mentorship programs and internships for example, that help women gain the skills and experience they need to succeed in technology careers are also vital, but we still don’t see enough. Companies should also make a concerted effort to hire and promote women into leadership positions.

“Not only this, companies can foster a culture of inclusion by promoting diversity and creating an environment where all employees feel valued and respected. This can be done by encouraging open communication, providing training on unconscious bias and other diversity issues, and celebrating the achievements of women in tech.

“When we no longer emphasise women in technology or eliminate women, or even emphasise International Women’s Day on March 8, it will be true equality between men and women.”
 

Nicola Mason, Vice President of People at Adverity

 

 
“We need to start looking at more than representation. With one in four top tech positions held by female leaders, progress is both moving in the right direction and has some way to go. While it’s vital to keep removing entry barriers, ensuring women can thrive after they get through the door is equally critical.

“Women continue to bear the brunt of minimal paternity provisions and receive little support during life events, such as the dealing with infertility and menopause. Although the move towards flexible working has helped provide more space to balance their professional and private lives, many still find they are forced out of the sector by a lack of adequate time out, pay, and support.

“Companies must start building people management approaches and cultures that close these gaps and make tech careers genuinely viable for talented women. At Adverity, for instance, we’ve committed to applying enhanced parental policies so that poor leave options in regions such as the US don’t hinder long-term growth prospects. We also support our maternity leave employees with flexible options to encourage and support their return, and continued progression in their career.

“Additionally, supporting work/life balance and flexibility with our Work from Anywhere model, giving managers emotional intelligence training, rolling out a new feedback tool, and offering access to external health coaching alongside good healthcare options has cultivated an environment where our employees feel their individual needs are supported, regardless of gender – rather than ignored or seen as taboo.”
 

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Hayath Hussein, Chief Operating Officer at Com Laude

 

 
“The tech industry is male-dominated, and recognition takes a long time for women to get. It’s taken me fifteen years for example to be recognised as being good at what I do. If you’re not given the chance, how else would you prove that you can do the job? We need to be able to give girls a chance and encourage them by providing the platform to shine. Having women in senior leadership positions can encourage more women into tech roles, which isn’t surprising news. If you don’t see someone like you in a leadership position, then you might think this isn’t your world.

“I’ve worked with young women for years and a lot of girls have this fear that they’re not good enough. I always tell them they can do it, to believe in themselves and be open to new opportunities. Give yourself the opportunity to learn, fail and stand up again and move on. Give it a try and as a leader, you’ll be amazed by what young women can do if somebody believes in them.”
 

Dr Anna Mandeville, Consultant Clinical Psychologist and UK Clinical Director at Koa Health

 

 
“Only 26% of those in the tech workforce are women. Pay inequity, gendered biases and a lack of work-life balance contribute to the low employment rate of women in tech. To not only attract but retain top women in tech, businesses must support women’s mental health.

“Working women at all levels face specific challenges around mental health. Women are twice as likely as men to be diagnosed with anxiety and three times as likely to experience common mental health problems. Juggling caregiving and work responsibilities, struggling with hormonal changes and trying to keep up with personal relationships leads to increased levels of stress. This can translate to feeling overwhelmed, burnt out or depressed.

“It starts with an organisation making it clear that mental health is squarely on the agenda. Providing comprehensive benefits is the next step. Giving employees access to high-quality digital mental health tools provides an efficient and discreet route to guided self-help and ensures appropriate privacy.

“Discreet access is vital for women who fear they will be seen as weak or unprofessional for asking for help. Tech employers should provide support from trained clinicians if additional intervention is needed. Employers must also measure women’s wellbeing within the workforce as, without this, it’s impossible to drive accountability and positive change.

“This International Women’s Day, I urge tech employers to commit to addressing women’s mental health in the workplace. When women feel supported and psychologically safe in the workplace, they’re more able to bring their best selves and best ideas to work.”
 

Margaret Zablocka, CEO and Founder at Onoco

 

 
“A significant way that the industry can support women is by offering parental leave policies that provide both mothers and fathers with adequate time off to care for their children.

“Research has shown that, when fathers take parental leave, it has a positive impact on women’s careers by promoting greater equality in the workplace. By sharing care, fathers can alleviate the pressure otherwise placed on women to take on the majority of childcare duties, instead allowing them to devote more time and energy to their careers.

“This can be supported with policies and resources including flexible working, access to childcare facilities or subsidies, and internal working groups which encourage open discussion.

“Technology, including apps like Onoco, can also support parents by providing parents with tools to help them manage daily routines, like scheduling appointments and communication.

“A crucial step in supporting women in tech is changing the culture and addressing unconscious bias by fostering more inclusive and welcoming environments through training programs promoting diversity, equity, and inclusion.

“Companies can also support women with mentorship and networking, providing knowledge sharing opportunities and guidance support. These initiatives can help to build more supportive communities and encourage more women to pursue technical careers.”
 

For any questions, comments or features, please contact us directly.

 

Laura Lancaster, VP of Global EV Networks and Partnerships at FLEETCOR

 

 
“International Women’s Day (IWD) is a global day celebrating the social, economic, cultural, and political achievements of women. Celebrated on March 8th and less than a month away, it got me thinking about my own career and the steps I’ve taken to maximise my potential.

“Firstly, I think it’s vital not to specialise too early, a broad commercial background really works in an industry that is still growing. I’ve worked in finance, consultancy, supply chain and various sales and marketing roles across businesses before finding the hugely exciting arena of Electric Vehicles (EVs). All that prior experience has helped me get to where I am today and do what I need to do in my role.

“It goes without saying that you need to work hard in any role to take on but some other key advice I’d give to any women out there would be:

“Hone your skills: Think about starting broadly and specialising later.

“Be prepared to take on new roles: Don’t be afraid to move companies to help build your tech experience and further your skills.

“Networking, networking, networking: You should never underestimate the power of networking for your professional development. It can help you find the right job, close partnerships and sales, plus it keeps your finger on the pulse of your chosen sector.

“Mentoring: This works both ways, find a mentor that can help you in your career development. Having that sounding board helped me in my career and also provided the catalyst for me to help my team members today.

“Passion: This is a little harder to find for many people in the workplace but we should never lose sight of the power that passion plays in our working lives. This could be the role itself or the impact of that role. I love working in the EV industry and playing a key part in the UK’s drive to an electric and sustainable future; and proud to tell my children what I do will plays a part in their future.”
 

Monica Eaton, Founder at Chargebacks911

 

 
“Especially in the technology sector, which is reckoning with a large gender gap, we recognise the imperative for higher levels of diversity and representation. Not only is this a moral judgement – it’s also smart business. Varied perspectives make for a more dynamic, in-touch and ultimately sustainable organization. To build technology that works, everyone who uses it
will need to be represented with a seat at the table.

“Our approach to closing this gap is based on three key principles:

“Helping young girls develop a passion for technology early on through STEM education and programs. We tell young girls that if you want to make a difference in the world then tech and finance are two of the most important places to be.

“Hold the door for others by encouraging a company culture of mentorship and advocacy – By teaming up with women at higher stages of their careers, younger women can find out how to bypass the obstacles to career progression from people who have already overcome them. Virtual meetings mean that mentors and mentees can meet from anywhere to come away with specific, actionable advice.

“Encouraging diverse leadership to attract more women to the organization and retain them through inclusive policies – we believe that having someone to guide you on the path to success is one of the greatest assets a budding female entrepreneur can have.

“I’m proud to lead a tech-enabled company where 45% of our leaders are women. While this shows great progress, there is more work to be done.”
 

Tammy Clemons, Chief Revenue Officer at ConnexPay

 

 
“As a woman with over 20 years of payments industry experience, I’ve seen first-hand that women continue to be under-represented. In fact, research suggests only 3% of females report a career in technology is their first choice, and 5% of leadership positions in the technology sector are held by women. With this in mind, it got me thinking about my own career and the steps I’ve taken to maximise my potential.

“I’ve always had the strong mindset to work harder and smarter to grow my career. Earlier in my career, I was regularly the only female at the leadership table. I’m not shy in admitting that I’ve probably had to work a little harder than some male counterparts at times, but I feel the industry is changing, and I know I can also impact that change for future women.

“All through my career I’ve been passionate about mentoring women at earlier stages of their careers – one woman I mentored has gone from a junior payments position to the president of a company. Today, I mentor not just individuals, but whole teams here at ConnexPay, and take pride in helping advance careers wherever I can by tapping into my network and connecting people.

“I feel the more mentoring we all do in this industry, the more we can help the next generation of women reach their full potential.”
 

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Meridyth Park, Head of Marketing at CMC Invest UK

 

 
“During my tenure in Fintech, I’ve seen an incremental improvement in the number of women in the industry. However, there’s still a way to go, as seen by Findexable research finding only 11% of board members are women. Also, only 3% of women choose tech as their first career option. So, support needs to start with education. As an industry, we should be liaising with schools and universities to encourage STEM studies and showcase women in fintech – and the many positives of it!

“As women enter the workforce, there needs to be continued investment in development and training opportunities to enable women in their career growth and support progression to more senior positions.

“Retention can also be a challenging issue for fintechs. Companies should include additional workplace benefits for women through more female-related health initiatives on topics such as pregnancy, pregnancy loss, and menopause. Importantly, clear re-entry paths should be defined for women (and men), who choose to become parents and therefore leave and re-enter the workforce.”
 

Isabela Chick, Partner, Investments and Programme at Deeptech Labs

 

 
“Data has proven that diverse teams outperform non-diverse teams by between 30 and 36% in better decision-making and higher profitability. (sources: Gartner and McKinsey)

“However, less diverse teams are generating more funding than teams with greater diversity, even though this doesn’t lead to better business outcomes. All-women led teams raised 1.9% of VC funds last year, and mixed gender founding teams raised 17.2% with most of the funding going to predominantly white male groups. This is especially surprising when you consider that data shows female founders perform 63% better than their male peers.

“We need to address a female and minority funding gap and also work with well-funded teams to bring broader perspectives and backgrounds into the tech sector.

“Hiring diverse teams and advisors often requires looking outside of your immediate network but the data highlights that it leads to better business results.”
 

Natalie Archibald, VP of People at Clio

 

 
“I am passionate about creating workplace equality through the lens of intersectionality. Empowering a wide array of women with different backgrounds and capabilities opens up a broader opportunity for career development in technology.

“Having Employee Resource Groups dedicated to women in engineering and domestic violence survivors is important and something we do internally. It’s also important to embed pay equity processes and checkpoints across all stages of our assessment, development, progression, and compensation practices. From implicit bias training to pay equity discussions and calibration sessions, prioritizing creating an equitable workforce for all employees is critical.

“Implementing gender-neutral parental leave programs also allows all genders and both birthing and non-birthing parents to utilize the program. This includes scoping workloads to adjust to new life stages, pre and post-parental leave programs with salary top-ups, and free in-house coaching services to support new parents adjusting to work/life changes.”
 

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Sylvia Kang, Co-Founder and CEO at Mira

 

 
“It is encouraging to see that women’s health-tech companies have seen an increase in funding in 2022 compared to previous years.

“As women’s healthcare tech companies did significantly better in 2022, in relation to digital healthcare funding, it is expected that the global femtech market will be worth more than $103 billion by 2030—which means that investors are recognizing the potential of the women’s health market, and are increasingly investing in start-ups and companies that are developing innovative solutions in this space.

“And even though women make 80 percent of health care decisions, including the ones to keep their families healthier, the fact that women are still adopting digital health services less than men suggests that there is still work to be done to ensure that these tools meet the unique health needs, behaviours and preferences of women.

“Therefore, it is crucial for the tech industry to expand the focus of femtech beyond just fertility and pregnancy-related services, to encompass all aspects of women’s health, including primary care, menopause support, and chronic conditions affecting women’s reproductive health. By doing so, the industry can better serve the needs, behaviours, and health priorities of women—and bridge the gap in digital health adoption between men and women.”
 

Ellen Sundra, Chief Customer Officer at Forescout

 

 
“The tech industry benefits immensely from women feeling supported. Our inclusion contributes to resolving the skills shortage by opening the tech sector to a whole new talent pool – which can provide a fresh, strategic and technical skillset. While there is still progress to be made, we’re on course to instilling gender equality into the blueprint of our industry.

“However, to fully achieve this, we need male colleagues and leaders to work as our allies. This allyship comes from listening to and acting in accordance with our feedback and experiences.

“By giving women a seat at the table and prioritising their inclusion, we can work to retain and attract new talent in the tech industry. It’s been shown that by offering employees the right career and skills development at work, whether through mentor programs, ongoing learning opportunities, or certification courses, employees are more likely to stay at a company long-term. Companies that focus on retaining women and providing them with the right career advancements can reduce turnover and reap the benefits of a more inclusive workforce.”
 

Deb Ashton, Founder SVP at FinancialForce

 

 
“Firstly, the tech industry must reassess its funding landscape. This is because the current environment remains undeniably biased against female founders. Compared to female counterparts, male entrepreneurs are more likely to be successful when it comes to pitching for funding for start-ups and receiving higher levels of funding. For example, venture funding going to female-only founded companies fell from 3.3 percent in 2019 to 2 per cent in 2022. Tackling this clear disparity in funding access is imperative in encouraging more female entrepreneurs.

“It is also important in increasing the number of women occupying positions at the boardroom level, particularly in the CTO/CIO positions. This would provide a clear indication that women are capable of succeeding in highly technical roles, as well as that the industry is supporting their career progression.

“The industry would also significantly benefit from more firms implementing policies and company cultures which are inclusive to all people – irrespective of gender, background or ethnicity. For example, I have taken on a Co-Executive sponsor role for the ‘FF4Inclusion’ initiative at FinancialForce, where we support our employees by recognising, supporting, and celebrating their individuality and uniqueness. This allows us as a company to foster an authentic and inclusive culture.”
 

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Emily Allinson, Head of User Centred design at Opencast

 

 
“To make real progress, tech companies need to be proactive on this issue. From speaking to other women in tech, it’s clear we all want to feel valued and heard, and it can be exhausting to feel like you’re constantly fighting to carve out space for yourself in a male dominated environment.

“Companies can start with establishing the right tone, speaking directly about topic areas that impact and are important to women. They should also demonstrate their values by showing how they’ve taken practical steps to support, enable, and welcome us.

“As a woman you can feel like the anomaly in tech, and you only have to look at the headlines being dominated by male tech bosses such as Elon Musk to see why. The sector should do more to connect women across the industry, so they can share experiences and become more visible to each another. This would help women feel part of a wider community and make the sector more welcoming for women considering joining from outside of tech.”
 

Nesya Gilad, CMO at Guesty

 

 
“For the tech industry to better support women, companies need to ensure that women aren’t just being hired, but that they have the opportunity to apply for and secure internal promotions. Too often, senior positions and internal professional growth are dominated by men.

“Levelling up and encouraging internal promotions will demonstrate to emerging female talent that the tech industry welcomes women to share their expertise and that the industry is invested in advancing women’s careers. It will serve as role modelling and as incentivisation to younger professionals – women need to see their female peers being rewarded. And of course, it goes without saying, the benefit of growing talent from within for the tech company itself is invaluable.

“We talk a lot about hiring women for senior roles – this is also important – but let’s not forget that we also need to cultivate and elevate talent from within. I’m the product of a great organisation that does just this – and last year I was promoted to CMO at Guesty which puts me in a C-suite that is 50% female. We need to see more of that in the industry.”
 

Sarah Gilchriest, President at Circus Street

 

 
“Despite all the media interest in diversity, the gender gap in tech has largely remained unchanged for the past five years. It’s clear we need more action. This means more targeted recruitment, more focus at an educational level, more upskilling, more gender-neutral training.

“For this to truly happen, we must address the fundamental issue that women are generally more likely to take time out after having a baby, which can impede their career progression. At the same time, a lot of women will also oversee a lot of the responsibility for running the household, childcare arrangements and the like. Then we have the ‘always on’ culture today, along with the pressures of social media. It’s a lot and can be incredibly overwhelming, which it’s why it’s so easy to see why so many women lack confidence and feel like they’re running on empty. We need to talk about this more, work together to help solve these issues and ensure we look after our physical and mental health as a priority.

“At Circus Street, half of our leadership team are female, and I believe a key part of this is because we offer such a supportive, inclusive workplace for all, including those who are parents and have families.

“It’s also incredibly important that we tackle gender disparity at its roots. A common belief is that the lack of available women to staff these sorts of positions starts in the classroom, with girls traditionally discouraged from entering what are perceived to be more ‘manly’ occupations and therefore less inclined to enrol in Science, Engineering, Technology and Maths (STEM) subjects. While this is slowly changing, it has impacted the ratio of females entering tech so far. For me the answer starts at school, as we reframe how kids view STEM topics and allow these to be made more relevant, enlightening and engaging.”
 

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Lydia Kothmeier, VP of Operations at Storyblok

 

 
“It’s really important that businesses, especially those involved in tech, go beyond viewing gender equality and the wider diversity mandate as just another corporate box to be ticked. The reality is that it’s much bigger than that. It’s about breaking age-old biases and barriers and creating a place where every single person – be it male or female – feels equally valued, included and heard.

“For example, it doesn’t matter if we have a part-time or full-time team member or a person who will be on maternity leave for a while. We want to give them the chance to grow at Storyblok, involve them in interesting projects and ensure they are part of our Story. Everyone is welcome to come with suggestions, take over responsibilities or lead a team.

“The right attitude and experience is more important than working hours. Excitement, passion and curiosity isn’t something that can be quantified by figures or charts but must be lived and breathed from the top down. If your team senses a lack of authenticity, it’s likely that they will be less inclined to get on board and the impact of even the most comprehensive diversity strategy will fall to the wayside. In this way, it’s about curating a culture of equality that is not just part of your corporate strategy but deeply ingrained in your entire brand philosophy.”
 

Claire Rollins, CEO at Gladstone Ltd

 

 
“The gender gap begins in school and carries on throughout every stage of women’s lives. With just 3% of women considering a career in technology as their first choice, much more needs to be done at school level to raise awareness and educate females on the rise of technology and the opportunities it can provide. The technology sector must work more closely with the education system, be it through mentorship programmes or dedicated workshops, to inspire and support the future pipeline of female talent.

“Doing so will enable us to debunk the myths that careers in technology are boring and lacklustre, and instead demonstrate the reality of tech jobs which are now highly creative and rewarding. The technology industry has a huge impact on the world and women have an instrumental part to play in the future of the industry.

“There is also much more to be done to support women already working within the industry. Alarming results from a recent study found that women leave their tech jobs at a rate 45% higher than men. The global pandemic exacerbated many of the underlying issues women have faced in the workplace, and now more than ever it’s vital to ensure our current workforce feels supported. Examples of this include return-to-work schemes or sponsorship programmes, which encourage women into technology roles following career breaks and enable them to reach their full potential.

“More than ever, the technology sector needs to rally together to support women seeking a career in technology, as well as those already present within the sector. The gender imbalance in technology doesn’t just represent a missed opportunity for women and society, but also for business and the economy at large.”
 

Jill Gates, VP Culture and People at Ensono

 

 
“Despite some important progress towards gender equality, the tech industry still needs to do more to support and nurture women’s careers by providing support, training, and skills development at all levels.

“Ensono’s Speak Up 2022 research revealed that 67% of women said they had experienced discouragement or setbacks while pursuing a career in technology and the tech ecosystem can be a difficult place for women. Tech firms must bake equality and inclusivity into every part of their business, ensuring that women are not overlooked and undervalued.

“Hybrid working appeared initially to have levelled the playing field by providing people with more flexible working options. But as more people have returned to the office, there is a risk that workplace culture privileges men, with women more likely to take up opportunities to work remotely.

“Tech firms need to put inclusivity at the heart of their operations, ensuring every employee – no matter who they are – has the opportunity to thrive and be successful. The tech industry is a vibrant and exciting space and should be leading the way in supporting women, by prioritising their development within the industry and providing the necessary incentives and flexibility to allow more women to flourish.”
 

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Monika Radclyffe, Director of Innovation Programmes at Plexal

 

 
“As a professional working in the tech sector and mother to three young children, companies in this space must consider parental leave for their employees and how they can support women returning to work after maternity leave.

“Tech startups, which are typically male-dominated, often only acknowledge their parental leave policy when an employee starts expecting a baby. And many women are too self-conscious to ask their employer about the policy, worried they’ll be treated differently once their boss finds out they’re planning to start, or grow, their family. This can be prevented through an easily accessible policy that’s distributed to staff when employed, enabling staff to plan.

“It’s a woman’s choice to decide how long she’s on leave and it’s important, especially in the fast-moving tech world, they’re returning to the same job. Leaving your baby at home to re-enter work isn’t easy, so offering a phased return, flexible or part-time working are all steps that can be taken to help adjustments for employee and employer. Thankfully Plexal is a family-friendly organisation that puts people first, which I took great comfort in. Having children is a major life milestone, so the sooner companies recognise this and accommodate staff accordingly, the sooner they’ll attract and retain more diverse talent.”
 

Mai Haissan, Lead NetSuite Consultant at Excellent Zephyr

 

 
“Tech employers have a vital role to play when it comes to supporting women in the tech sector. They could work harder to debunk myths around women in the industry, e.g. it’s often perceived that women are too risk-averse to succeed in building a large scalable tech business. In reality, however, tech roles are diverse and women can be equally, if not more, successful in tech roles as men. Tech companies should communicate exactly what different roles entail so women are empowered to make more informed choices.

“Although we’re hearing more about successful women in tech, tech companies could work harder to showcase more female tech role models to encourage future generations of women to follow suit. Seeing real life examples of women achieving success in tech can help break down barriers – many women have been conditioned to believe that they can’t learn the necessary skills to succeed in the sector.

“Educators also have the power to inspire and support women in tech. Schools should promote the benefits of working in tech to girls at a young age so they can work to get the necessary skills and qualifications early on, setting themselves up for a fruitful career ahead.”
 

Meri Williams, CTO at Pleo

 

 
“When it comes to diversity and inclusion, we need to figure out how to make a real difference rather than just paying the topic lip service. Sometimes that means getting deeply involved – being accomplices, rather than mere allies.

“To guarantee that businesses are attracting and retaining a diverse workforce, it needs to better support women. This starts with building an inclusive environment where women feel seen, heard and safe. Where we start is by putting ourselves in their shoes.. Consciously or subconsciously, they are asking themselves: “Will I be respected here? Can I be myself and be successful here?” For many business leaders, the answers women give can provide a roadmap on what needs to change.

“Better support for women also starts before the workplace, and tech companies need to invest more in training and scholarships. My own experience working with girls in my hometown of Stellenbosch, South Africa, and with Women in Technology scholarships at the University of Bath, has shown me how crucial it is to show women that this industry can be an exciting one for them. They win, and through accommodating diverse minds – ones that drive creativity, innovation and even revenue – businesses can too.”
 

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Dr Rashmi Mantri, Founder at British Youth International College (BYITC) Supermaths

 

 
“International Women’s Day on 8 March is an opportunity to celebrate the huge contribution of women to the world. The question for a woman like me, a computer scientist PhD, academic and software trainer, is what can the tech industry do for women? Even now, decades after the problem was widely acknowledged, too few women and girls are active in the tech sector. Why should that be?

“I do not hold with foolish notions of conspiracy. No, the culprit is more likely apathy and lack of interest on the part of tech industry leaders.

“So on the eve of this year’s International Woman’s Day, what is the solution?

“I would nominate three things that could make a big difference in engaging more members of a group that, after all, forms more than half the population.

“First, the tech industry should be forthright in promoting able woman and, critically, in publicising these same woman in their advertising and PR approaches.

“Second, employers should be incentivised, perhaps by the government or preferably by the market, to offer women the most helpful packages to encourage them do great work. That means facilitating flexible hours and childcare support.

“Third, the collective voice of the industry should focus on making STEM subjects a preferred option for girls in school.
Do all of these things and watch the women, and the tech sector, thrive as never before.”
 

Louise Read, Founder at SaaS MRKTING

 

 
“Number one, provide strong role models. During my career, I’ve had the privilege of working for many technology businesses and not one of those has been led by a female and the majority had boards heavily represented by males not women. Early in my career I craved having someone I could look up to and aspire to be in the future.

“Another thing we still see in the industry is women fearing having to tell employers news of being pregnant. And sadly we still hear stories of women working through miscarriages, pain or sickness, and IVF – yet still turning up to work every day with a full smile on their face because they have to or else be pushed out before their news is shared, or not be considered for a promotion or new project they’ve been working three years to prove they can be part of. We need to move away from this fear culture and create business cultures that both support and celebrate families.

“Pay equity must also be improved. Pay rates should not be determined based on a person’s gender (or race, age, religious affiliation, sexual orientation, etc.). The industry can do better at helping women to understand their wealth. Not knowing whether you’re being underpaid and being told by senior executives that you’re too ambitious, is the real problem for many women in the industry.”
 

Louise Fellows, Vice President, Northern Europe at HashiCorp

 

 
“Creating a culture where women can thrive must start at the top. Often it relies on the diverse perspectives that come from having more women in senior positions. Women must be in the room when key decisions are made or ideas generated.

“Some people, particularly women, find it more difficult than others to provide challenge in the workplace. Their views may be underrepresented and they maybe be overlooked when it comes to opportunities for progression. Companies can help foster an effective and inclusive feedback culture – to the benefit of all. Different communications mechanisms can support different engagement styles.

“Imposter syndrome, whereby an individual feels like a fraud and doubts their ability to perform in a given role, is a reality for many people including a lot of women. Effective line management can help build confidence as can mentoring and peer support groups.

“When women opt to follow careers in technology, a lack of senior female role models can mean there is no-one for them to look up to or seek advice from when things get tough. It’s important women can see clear pathways to success.”
 

Nicola Rieke, Solution Architect Manager at NVIDIA

 

 
“We all have different personalities, with diverse backgrounds, history, talents, and goals. It is worth embracing and cherishing this. But to celebrate diversity, we must work harder to create equality.

“For me equality is not about simple statistics – percentages can be a measurable indicator, but it is more complicated than that. Equality does not necessarily take root if everyone is treated the same. To reach true equality, we need equity. Everyone deserves to have the means and access to the support they individually need to be successful. So, I am happy that this year’s theme for women’s day is equity!

“And it is crucial that we work together on that. I have had the pleasure of being able to grow within groups that strive to provide fair opportunities to all, both in academia (Prof. Nassir Navab’s chair at Technical University of Munich and the MICCAI Society) as well as my professional career at NVIDIA – but I do not take it for granted.

“It may often fall to allies and those in positions of power to help create a supportive forum, but it is also on us as women in the industry to speak up and discuss ideas and solutions. We cannot expect anybody to make us successful – this would be unfair with the risk of creating another kind of bias. It is on us to communicate with our peers to clarify what we need to be successful or how to create supportive environments, for example in Women In Tech groups. Try it out!”
 

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