International Women’s Day stands as a beacon of appreciation and acknowledgment for the tireless labour and remarkable achievements of women. And yet so many industries - including the technology industry - are still failing to ensure gender equality.

“Despite efforts to increase gender equality in recent years, women represent under one third of the UK tech workforce,” Karine Calvet, VP Partners EMEA at AVEVA adds. “A number of barriers contribute to this imbalance, from persisting gender stereotypes and unconscious bias to childcare costs and the gender pay gap.”

“To cultivate change, organisations need to demonstrate a genuine commitment to alleviating these barriers, putting beliefs into action.”

As Oylum Tagmac, Senior Director, International Partner Management at Commvault, points out, a gender-balanced workforce has multiple benefits, given “that women and men often approach problems from different perspectives. This diversity of ideas and approaches fosters innovation, which is crucial for making a meaningful impact.”

This International Women’s Day, we spoke to seven technology executives to find out what’s happening in our industry and how organisations can #InspireInclusion.

Seeing is believing

It’s no secret that women make up a small percentage of the tech workforce. Svenja de Vos, CTO at Leaseweb, acknowledges: “There has been progress made across the last few decades, from women making up approximately 9% of the industry in the early 2000s to 28% in 2024; however, 28% is still not enough.”

“The lack of female representation is a double-edged sword which works to perpetuate the tech industry as a male-dominated space. When people do not have mentors or role models to look up to, they are less likely to be able to envisage themselves doing that job. And, while there are numerous men in the tech sector, female role models are few and far between. In fact, a 2023 study revealed that 92% of 18-25-year-old women could not name one famous woman in the industry.”

Shirley Knowles, Chief Inclusion & Diversity Officer at Progress encourages experienced women to overcome barriers in the technology space by giving their time back as mentors and advocating for other women of all levels:

“Building a strong professional network and seeking out mentorship from successful men and women in the tech industry can provide valuable guidance, support, and opportunities for career advancement.” Furthermore, “Women can advocate for gender equality in the workplace by speaking up against harassment, inequality, and bias. They can support L&D initiatives and work towards creating a more inclusive and supportive work environment for women in tech.”

Make STEM an option from day one

Role models in the workforce are a step in the right direction, but if women are only just seeing their potential in technology when they reach adulthood then we’re too late. Introducing the option of a career in STEM must begin much earlier.

Hannah Birch, Managing Director - Digital at Node4 notes that “progress has certainly been made in attracting and encouraging more women into STEM with the number of girls studying computing at GCSE rising for the second year in a row last year. But this doesn’t mean we can take our foot off the brakes. There is still more work to be done to make STEM careers accessible to girls and encourage them to continue on this path after education. Many will choose not to study STEM, even if they are passionate about it, because it continues to be perceived as a male-dominated arena and they don’t see a future career in the industry.

“Schools and technology companies should be working together to present STEM options as fulfilling and exciting careers for women. So many girls are surprised when I talk them through a typical day in my life and tell me that they never realised what a versatile and interesting career it could be. But too often these conversations are happening too late once they have already chosen their subject options and have a plan for their further studies and career. It is crucial we start having these conversations with girls earlier on in their education for when they make decisions that set them up for the future.”

Iju Raj, EVP R&D at AVEVA agrees that globally, “Women remain significantly underrepresented at school, university and career level in STEM subjects. As a priority, AVEVA is actively working to encourage women into STEM. Our employees have volunteered to speak at schools, run coding programs, mentor university students, and lead activities at STEM camps.”

Progress’s Knowles also recommends that education and skill development shouldn’t stop at school, but instead, “Women should continue to educate themselves and develop their skills in technology fields through formal education, online courses, workshops, and certifications. Building a strong technical skill set can help women compete in the male-dominated tech industry.”

Build a welcoming workforce

It’s crucial that, once women are encouraged into the technology industry, the culture that greets them is one that accepts and celebrates women. Knowles adds that “Taking advantage of women-focused tech organisations, networking groups, and communities that provide a platform for collaboration, support, and empowerment is a necessity for women to thrive.”

Wendy Zveglic, VP Engineering at Fluent Commerce, reinforces that culture is yet another challenge, urging organisations to question how inclusive they truly are. “Workplaces are often hostile environments for women, so businesses need to play their part in changing this, creating a culture where women feel safe and supported so they can assert themselves and grow. It’s one thing to successfully recruit women into the tech sector, but another to retain them. Organisations should confront unconscious bias, nurture talent, facilitate professional development opportunities, and reevaluate traditional norms to spearhead the change needed.”

Put it into practice

Organisations must do a better job at making women feel accepted and appreciated, that much is clear. But what initiatives can be put in place to help have more formal processes in place?

Recruitment: “One of the biggest challenges faced by women in tech today is the recruitment process itself,” identifies Fluent Commerce’s Zveglic. “The language used in job descriptions can be crucial in deciding whether to apply for a role. Words like ‘ambitious’, ‘aggressive’ and ‘fast paced’ aren't as neutral as one might think. There are a number of tools that can be used to ensure job descriptions are as unbiased as possible.”

Re-entry: “It's crucial to support women in taking short career pauses and provide re-entry programs upon their return,” emphasises Commvault’s Tagmac. “Embracing flexible work hours and hybrid models can significantly facilitate this transition, offering unprecedented opportunities for women to thrive in their careers while managing familial obligations.”

Representation: “At AVEVA, we’ve set out to increase women’s representation in leadership and decision-making by implementing clear targets to increase gender representation by 2030,” highlights Calvet. “To supplement these targets, we’ve rolled out a number of initiatives, such as interview skills training to ensure our recruitment and selection practices follow DEI best practices. We’ve also set up EmpowHER@AVEVA: a returnship program to help women on a career break to restart their professional journey.”

Calvet concludes with an overarching takeaway from International Women’s Day: “We can’t support women in the workplace and cultivate lasting change unless we understand the drivers behind inequality. Only by reviewing current barriers and taking targeted, meaningful action, can we achieve a more equitable future.”