Women’s Equality Day may have started out in the US as a day to celebrate women being granted the right to vote in 1920, but over 100 years after that momentous day, it has now taken on an international importance.
Today it serves as reminder to recognise the challenges that women have faced throughout history to be seen as equals to men, the barriers that so many women still face especially in the workplace, and the steps that must be taken to continue building on the progress that has been made so far.
According to the 2024 Fortune 500, just 9% of CEO roles were held by women, demonstrating a vast imbalance in gender representation in the highest roles, while the gender pay gap in the UK remains problematic as research reveals it may take as long as 40 years to close.
And these statistics are just the tip of the iceberg – there are plenty more that could be used to showcase the issues that women still face in the world of work. This Women’s Equality Day, we spoke to six women in the technology industry and asked them to share their experiences and advice for changing the workplace for the better.
Why diversity is critical to success
Having a gender-balanced workforce is more than just a tick-box exercise. Greater diversity in organisations brings a wealth of benefits to a business as well as the people who work there.
Charis Thomas, Chief Product Officer at Aqilla, has worked in the tech and finance industries for over two decades, “often in environments where accountants and developers dominate – making it largely male-dominated.”
She admits that, “Initially, being in the minority can feel intimidating, but focusing on delivering quality work helps create commonality. Like anyone, you eventually find your tribe.”
She sees the value in this, noting how evidence shows that “greater diversity leads to increased revenue, fosters new thinking, and drives innovation.”
Taran Rai, Sustainability Manager at Epson UK, agrees that particularly in sectors “where women remain underrepresented, it’s more important than ever to spotlight the value of diverse leadership and inclusive innovation.”
Like Thomas, Rai also recognises the benefits of diverse workforces: “Women bring unique perspectives to the table, asking unique questions, identifying overlooked opportunities, and pushing for solutions that benefit not just business, but society and the environment as a whole. I’m proud to work for a company that recognises the importance of fairness, diversity and sustainability.”
Leaders and mentors guide the way
So how do we encourage more women into industries that are traditionally very male-dominated? Seeing greater female representation is crucial, according to Rebekah Lawrence, Senior Technical Writer at StorMagic, as she thinks back over the changes she’s seen since she was a child.
“As a woman born in the 1960s, I was privy to a time where girls were excluded from so many things. For example, I used to attend the training sessions of a local football club, but I was never allowed to take part in actual matches. I only went to the training sessions to make a point.
“But now, nearly sixty years later, I find myself working for a company with a female CEO. And while some of the current political and social discourse is disturbing, her leadership gives me hope for the future, particularly because she embraces her feminine side in her role. Over the course of my career, I’ve noticed many women in leadership positions have had to assume a masculine persona to be successful, so I’m excited to see this changing.”
Lisa Healey, Sales Director at Node4, recommends that female role models of all levels – not just in leadership – are important too: “Mentorship and guidance is key to helping women navigate their careers within fields that are typically male dominated. I always advise young women starting a career in tech to seek out strong mentors who can support their growth and progression. Having someone who can guide you through the complexities of your career, advocate for you and provide expert insight is invaluable.”
Cultural change from top to bottom
Outside of individuals, it’s important to also consider how businesses and industries as a whole can encourage permanent change, too.
Aqilla’s Thomas points out that “The gender pay gap persists in many industries, partly due to historical cultural norms and also because of factors like maternity leave.” Without a substantial change in working culture, these issues simply won’t go away.
“Employers who truly champion gender equality have open cultures where different approaches and perspectives are embraced,” agrees Louise Clements, Global Chief Marketing Officer at WorkJam. “I also think career planning/training is a powerful tool to help both female employees and the companies they work for create working environments where women can thrive and companies can grow. Finally, networking with other women in other teams or departments creates wonderful, supportive working environments.”
“Of course, there is still a lot of work to do,” adds Becky Wallace, Head of People at LearnUpon, “but every day women around the world are making change happen – learning new skills, innovating and sharing knowledge to break down barriers and pave the way for others.”
She similarly believes that achieving change is down to more than just individuals – it must happen throughout businesses. Though she recommends that this should be led from the top:
“As leaders, we have the privilege of creating a culture where everyone belongs. When we talk openly about biases and give our teams the tools to challenge and tackle them, we foster an inclusive learning environment where everyone has the opportunity to grow and thrive.”
We can also look to support from outside of employment, suggests Thomas, who explains that “Not-for-profits such as Women in Tech, Girls Who Code, and Tech She Can do great work encouraging women to enter science and technology fields. Change is happening, driven by the increasing need for diverse roles.”
Steps towards greater diversity
Knowing the best path to take – both as an individual and as an organisation – isn’t always easy, but women already on this journey can share advice to help others:
“Don’t be afraid to assert yourself”
This is StorMagic’s Lawrence’s main message to women in the workplace. “Call out sexist language or behaviour, while understanding that you need to educate the speaker as often it isn’t a conscious attitude. And actively connect with other people who inspire you – whatever their gender is – and learn from them.”
“Let your skills lead the way”
Thomas advises “Organisations [to] continue to hire from diverse talent pools” and “any woman starting out in tech … to find a mentor, find your voice, and let your skills lead the way.”
“Empowering every employee”
LearnUpon’s Wallace reinforces how companies are more successful “when everyone brings their unique perspectives,” so having more open conversations “help create an open space where every voice is heard, valued, and respected. That’s why we run diversity and inclusion programs and host storytelling sessions where people across the company share their experiences.
“We’re reaffirming our commitment to learning as a catalyst for equality. We encourage other organisations to take real, practical steps to advance gender inclusivity, like offering learning opportunities, creating space for open dialogue, and empowering every employee to be part of the change.”
The future is bright
This Women’s Equality Day, Node4’s Healey hopes that “companies take the opportunity to reaffirm their commitment to fostering an inclusive and supportive environment for women. Diversity in the workplace is essential, as it brings a wide range of perspectives, opinions, and approaches to problem-solving. Women should feel empowered to engage fully, share their ideas on projects, and contribute meaningfully to their organisations.”
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Empowering women at work this Women’s Equality Day
ARTICLE SUMMARY
Women’s Equality Day may have started out in the US as a day to celebrate women being granted the right to vote in 1920, but over 100 years after that momentous day, it has now taken on an international importance.
Today it serves as reminder to recognise the challenges that women have faced throughout history to be seen as equals to men, the barriers that so many women still face especially in the workplace, and the steps that must be taken to continue building on the progress that has been made so far.
According to the 2024 Fortune 500, just 9% of CEO roles were held by women, demonstrating a vast imbalance in gender representation in the highest roles, while the gender pay gap in the UK remains problematic as research reveals it may take as long as 40 years to close.
And these statistics are just the tip of the iceberg – there are plenty more that could be used to showcase the issues that women still face in the world of work. This Women’s Equality Day, we spoke to six women in the technology industry and asked them to share their experiences and advice for changing the workplace for the better.
Why diversity is critical to success
Having a gender-balanced workforce is more than just a tick-box exercise. Greater diversity in organisations brings a wealth of benefits to a business as well as the people who work there.
She admits that, “Initially, being in the minority can feel intimidating, but focusing on delivering quality work helps create commonality. Like anyone, you eventually find your tribe.”
She sees the value in this, noting how evidence shows that “greater diversity leads to increased revenue, fosters new thinking, and drives innovation.”
Taran Rai, Sustainability Manager at Epson UK, agrees that particularly in sectors “where women remain underrepresented, it’s more important than ever to spotlight the value of diverse leadership and inclusive innovation.”
Like Thomas, Rai also recognises the benefits of diverse workforces: “Women bring unique perspectives to the table, asking unique questions, identifying overlooked opportunities, and pushing for solutions that benefit not just business, but society and the environment as a whole. I’m proud to work for a company that recognises the importance of fairness, diversity and sustainability.”
Leaders and mentors guide the way
“As a woman born in the 1960s, I was privy to a time where girls were excluded from so many things. For example, I used to attend the training sessions of a local football club, but I was never allowed to take part in actual matches. I only went to the training sessions to make a point.
“But now, nearly sixty years later, I find myself working for a company with a female CEO. And while some of the current political and social discourse is disturbing, her leadership gives me hope for the future, particularly because she embraces her feminine side in her role. Over the course of my career, I’ve noticed many women in leadership positions have had to assume a masculine persona to be successful, so I’m excited to see this changing.”
Cultural change from top to bottom
Outside of individuals, it’s important to also consider how businesses and industries as a whole can encourage permanent change, too.
Aqilla’s Thomas points out that “The gender pay gap persists in many industries, partly due to historical cultural norms and also because of factors like maternity leave.” Without a substantial change in working culture, these issues simply won’t go away.
She similarly believes that achieving change is down to more than just individuals – it must happen throughout businesses. Though she recommends that this should be led from the top:
“As leaders, we have the privilege of creating a culture where everyone belongs. When we talk openly about biases and give our teams the tools to challenge and tackle them, we foster an inclusive learning environment where everyone has the opportunity to grow and thrive.”
We can also look to support from outside of employment, suggests Thomas, who explains that “Not-for-profits such as Women in Tech, Girls Who Code, and Tech She Can do great work encouraging women to enter science and technology fields. Change is happening, driven by the increasing need for diverse roles.”
Steps towards greater diversity
Knowing the best path to take – both as an individual and as an organisation – isn’t always easy, but women already on this journey can share advice to help others:
This is StorMagic’s Lawrence’s main message to women in the workplace. “Call out sexist language or behaviour, while understanding that you need to educate the speaker as often it isn’t a conscious attitude. And actively connect with other people who inspire you – whatever their gender is – and learn from them.”
Thomas advises “Organisations [to] continue to hire from diverse talent pools” and “any woman starting out in tech … to find a mentor, find your voice, and let your skills lead the way.”
LearnUpon’s Wallace reinforces how companies are more successful “when everyone brings their unique perspectives,” so having more open conversations “help create an open space where every voice is heard, valued, and respected. That’s why we run diversity and inclusion programs and host storytelling sessions where people across the company share their experiences.
“We’re reaffirming our commitment to learning as a catalyst for equality. We encourage other organisations to take real, practical steps to advance gender inclusivity, like offering learning opportunities, creating space for open dialogue, and empowering every employee to be part of the change.”
The future is bright
This Women’s Equality Day, Node4’s Healey hopes that “companies take the opportunity to reaffirm their commitment to fostering an inclusive and supportive environment for women. Diversity in the workplace is essential, as it brings a wide range of perspectives, opinions, and approaches to problem-solving. Women should feel empowered to engage fully, share their ideas on projects, and contribute meaningfully to their organisations.”
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