A latest PwC examine discovered {that a} profession within the tech trade was a primary alternative for simply 3% of feminine college students, and ladies solely make up for 22% of AI professionals. With the most recent wave of firms scaling again on range, fairness and inclusion (DEI) initiatives, girls in tech discover themselves at a crossroads.
Does this sign the top of progress made to this point or a name to motion? This 12 months, the International Women’s Day (March 8, 2025) theme is ‘Accelerate action for gender equality’. And we’re inspecting 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 pattern.
Challenging the tech house
“I entered the tech industry to challenge the outdated notion that it wasn’t a space for women,” says Kate Shaw, senior product supervisor at IPaaS firm SnapLogic. Shaw firmly believes in making a acutely aware effort to interrupt down the boundaries she confronted. “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 marketing consultant on the international cybersecurity agency Palo Alto Networks’ Unit 42 shares an identical 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 instance
While expressing her concern on the anti-DEI motion within the US, Simone Mink, product operations lead at low-code software growth platform Mendix, known as the EU Pay Transparency Directive a step in the correct path. She emphasised the significance 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 administration for APIM at SnapLogic agrees. She seems at IWD as a chance to rejoice the resilience, expertise, and management of girls who proceed to interrupt boundaries in industries historically 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 boundaries
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 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 extra younger girls into expertise and cybersecurity, we’d like seen mentorship and trade engagement in colleges, says Seymour.
She provides: “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 in regards to the stability
It’s necessary to speed up motion whereas additionally recognising the significance of stability and self-care, reminds Charlotte Lucy Hall, co-founder and CMO at Zinc, a platform offering background examine providers for expertise and HR groups. “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 skilled success and motherhood, Grace Ensell, gross sales supervisor 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 promoting firm, 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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