The Industry Speaks: International Womens’ Day 2026

Justice needs to be baked into the structures that govern our economy, our communities, and our laws.

The Consumer Data Right (CDR) offers a practical way to drive meaningful change. By giving women-led businesses more equitable access to financial data, it can level the playing field, improve access to funding, and support informed financial decisions, helping to address the biases that have persisted for too long.

Moreover, the Australian CDR’s consent model supports survivors of domestic violence, allowing them to seek financial autonomy in a safe and secure way, without alerting those who may pose a risk. This is a unique feature that sets Australia apart from other open-banking frameworks globally.

In fintech and financial services, this means building systems that provide equitable opportunities, safeguard rights, and remove barriers for women and girls. Technology can open doors, but only if it is deliberately inclusive.

Melissa Bischoping
Senior Director of Security & Product Design Research at Tanium

Cyber security has made progress on diversity, but culture, not policy, is still the real barrier. It’s not enough to bring more women into tech; we have to support and retain the talent already here. Too many are still held back by bias, outdated expectations around caregiving, and environments that reward constant availability.

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At the same time, AI presents a genuine opportunity. Used well, it can reduce burnout and help level the playing field, especially for career changers and women returning to the workforce. I didn’t enter tech until I was 30, for example, and innovations like AI are accelerating my learning and building my confidence.

Lisa Lyssand
Chief People Officer, Anomali

One of the most important lessons I’ve learned is that meaningful support is never one-size-fits-all. It’s about giving people what they need, when they need it, in a way that’s authentic and natural, without expectation of anything in return. For some people, what’s most beneficial is getting involved in a formal mentorship program, with stated goals, regular meetings and clear start and end dates. For others, it can be as simple as helping them think through their next step, encouraging them to stretch themselves or instilling the confidence needed to try something new.

For many women in cyber security, the most significant barrier is internal – the pressure to prove their capability and worth in what remains a very much male-dominated industry. As leaders, whatever we can do to enable and empower people, to make their journeys a little clearer or less daunting, is what we should do.

Diana Jouard
Product Manager at Ping Identity

In cyber security, women not only bring diverse perspectives that strengthen how we protect digital trust, but they also help expand what’s possible in a field that’s still overwhelmingly male-dominated. I’ve seen firsthand how curiosity, resilience, and inclusive collaboration drive better solutions, and I’m proud that as women step into leadership, we’re not just shaping technology, we’re shaping a more equitable and innovative future for the industry.

My advice to women considering a career in cyber security is to stay curious and never stop learning. Emerging areas like decentralised identity demand a strong mix of technical knowledge and human-centred skills, while AI and the future of AI agents will need serious security rigour to manage properly – so making investment in a strong core foundation essential. And don’t shy away from the projects that feel challenging – those are often the moments where real growth happens, and confidence is built.

Robab Haider
Director, Expert Services, Asia Pacific and Japan, at Saviynt

International Women’s Day is a powerful reminder that representation matters – not just in numbers, but in influence. In cyber security and technology, progress has been encouraging, yet women remain underrepresented in deeply technical and leadership roles. Creating real change demands sustained commitment to building inclusive pathways, challenging unconscious bias, and ensuring women are given opportunities to lead complex programs, drive strategy, and shape innovation.

I have often been in the minority in leadership rooms, which has reinforced my belief that diverse perspectives strengthen decision-making. Women bring creative thinking, resilience, and a balanced approach to risk and innovation – essential qualities in an industry defined by constant change. At Saviynt, we promote diversity by fostering inclusive leadership, enabling equitable growth opportunities, and building a culture where every voice is heard and valued.

To young girls considering this career path, don’t let self-doubt decide for you. The fear of not fitting in, not being technical enough, or not seeing enough role models is real – but it should never be limiting. Invest in building your skills, stay curious, ask questions, and seek mentors who both challenge and champion you. Competence builds confidence, and confidence builds credibility. This industry rewards problem-solvers and bold thinkers – and there is both space and need for your voice at every level of leadership.

Nicola Gerber
Vice President Asia Pacific and Japan, at Fastly

Collegiate exchanges, in which help is freely sought and readily given, aren’t just a life affirming reminder that human beings, in the main, are thoughtful and generous creatures whose instinct is to look out for and uplift one another. They also illustrate the value of building and maintaining a network of fellow professionals – peers who understand the environment you operate in, the pressures you experience and the often conflicting priorities you’re forced to contend with.

Those of us in leadership positions in security have a responsibility to ensure we model this dynamic in our workplaces, ensuring they operate in the same supportive manner, as spaces where individuals, both women and men, can give, take, gain and grow. As we celebrate International Women’s Day in 2026 and the progress we’ve made to date, that’s something we can collectively give to the next generation of workers and leaders.

Janine Seebeck
CEO of BeyondTrust

As I’ve advanced into senior roles, I’ve made it a priority to pay it forward by volunteering my time as a mentor, sharing my expertise and guidance with colleagues and emerging leaders. Additionally, I support the next generation outside the workplace by serving as a classroom volunteer for IT Girls, a local Atlanta-based organisation dedicated to increasing STEM exposure for fourth and fifth grade girls. Through hands-on activities and mentorship, I aim to spark their interest in STEM fields, foster awareness, and encourage these young students to envision themselves as future female leaders in technology and science. These experiences allow me to give back to the community and help shape a more inclusive and diverse future in STEM.

Giving back in the IT industry looks different for everyone, and it’s important to find opportunities that feel fulfilling and fit your life. For some, that might be spending time at networking events, engaging in formal mentorship programs, or volunteering for industry initiatives. For others, especially those balancing demanding roles, family, and travel, giving back might mean being intentional with the time you have - reaching out to colleagues who seem to need support, offering advice in the moment, or simply making yourself available when someone calls. Remember, these spontaneous one-on-one conversations and quick words of encouragement can sometimes have the greatest impact, even more than structured programs. The key is to give in a way that’s genuine and sustainable for you – every effort, big or small, helps build a more supportive and inclusive professional community.

Kerri Shafer-Page
Vice President, Incident Response, at Arctic Wolf

Incident response requires rapid analysis, creative problem-solving, and clear decision-making under pressure. Diverse teams bring a broader range of perspectives and approaches to complex problems, which is invaluable when confronting sophisticated cyber threats.

Different experiences and thinking styles help teams challenge assumptions and identify attack patterns that might otherwise be overlooked. In security, that diversity of thought can directly improve detection, containment, and recovery outcomes.

Inclusive leadership plays a key role in unlocking those benefits. Leaders who create environments where every team member feels confident contributing insights regardless of seniority or background will enable faster collaboration and better decision-making during critical moments.

Cyber security is a team sport. When organisations foster inclusive teams with diverse expertise and perspectives, they build stronger, more resilient defences against evolving threats.

Laura Heisman
Chief Marketing Officer at Dynatrace

The rise of AI isn’t just a call for women to adapt; it’s an opportunity for women to lead.

With an estimated 85 per cent of the jobs that will exist in 2030 yet to be created, AI is not only reshaping roles, but entire career journeys. Traditional paths are breaking down, opening doors for women to step into emerging opportunities – and redefining what’s possible for soon-to-be graduates and school-aged girls alike.

This is our moment to help define the future of work and pave the way for generations to come. But progress isn’t automatic. Without intentional action and human connection, women risk being sidelined in this transformation. Learning, experimenting, and getting comfortable with AI isn’t optional. It’s how we remain active participants in shaping what comes next.

The future will be shaped by what and who we invest in today. When we support women and future generations through mentorship, intentional recruiting, training, and shared learning, we don’t just advance opportunity - we build better technology, stronger businesses, and a more inclusive future. It starts with choosing to learn, experiment, and grow with AI. That is the spirit of this year’s International Women’s Day focus, where we “give to gain.”

Cyrus Adaggra
President, Asia-Pacific, at Equinix

International Women’s Day is a timely reminder of how important digital inclusion is for women and girls across Asia-Pacific. In many communities throughout the region, barriers such as limited connectivity, economic inequality and persisting gaps in digital literacy continue to hinder meaningful progress. This year’s theme, “Give to Gain,” resonates deeply with Equinix and the Equinix Foundation’s shared vision to foster a more accessible, sustainable and interconnected digital future for everyone, everywhere. Our impact is grounded in a network-based approach to philanthropy where employees help guide and shape progress at every step. This ensures support is targeted, reaching women and girls who need it most and strengthening families and economies across Asia-Pacific.

From digital literacy and STEM education programs to youth career development initiatives, our Equinix Foundation grant partners are helping reduce barriers to access and open new opportunities where they are needed most. Through close collaboration with local organisations, and by drawing on the time, energy and expertise of Equinix employees, we are working towards a more inclusive digital landscape, where people, regardless of background or geography, can access the tools and support they need to thrive in the digital age.

As we mark International Women’s Day, we reaffirm that real progress in digital inclusion is only possible when we work together and put people at the centre of change. The Equinix Foundation’s work across Asia-Pacific demonstrates the power of delivering resources and opportunities directly to women and girls who need them most. When we give access, skills and confidence, we gain stronger communities, more resilient economies and a more inclusive digital future.

The future of the digital economy will be defined not only by innovation, but by inclusion. When women and girls are equipped to participate fully, our entire region moves forward.

Sonja Johnson
Senior Director, Channels & Alliances, ANZ at Zscaler

This International Women’s Day, the theme “Give to Gain” resonates deeply with me because the greatest gains in my career have come from what I was willing to give: my time, my curiosity, and sometimes my comfort.

Over three decades in tech, I’ve learned that you don’t grow by staying where it’s safe. You grow by saying yes to opportunities that stretch you, even when you’re not completely certain. After years in sales, I pursued a move to service delivery, leading large teams. While I was capable, I realised it wasn’t for me. This experience wasn't a failure; it offered the clarity needed to confidently pivot back into sales leadership with renewed purpose.

I also see “Give to Gain” in how we show up for others. I’ve had many women seek advice on how to take their next step – often informally, through real conversations about confidence, career choices, and making progress in increments.

My message this IWD: give yourself grace to try something new. Apply even if you don’t tick every box. And if the answer is “no,” ask why because understanding the gap is how you turn a setback into your next gain.

Courtney Guss
Director of Crisis Management at Semperis

While the number of women entering cyber security in Australia and globally continues to grow, we still make up less than 25 per cent of the global cybersecurity workforce. Much of the industry commentary focuses on male-dominated environments and persistent pay gaps as reasons women leave the field, while simultaneously labelling many women as coming from “non-traditional” cyber security backgrounds. I find this framing increasingly outdated. Cyber security is no longer an IT problem alone – it is a business risk, an operational resilience challenge, and in some cases, a matter of national security. As the role of cyber has evolved, so too must our understanding of what skills and experience truly matter.

From my perspective, individuals who bring strong business, risk, and operational mindsets add tremendous value to any cybersecurity program. These capabilities are not alternatives to technical expertise; they are essential complements to it. Women who enter cybersecurity from diverse professional backgrounds often bring different perspectives, collaborative instincts, and problem-solving approaches that help organisations tackle complex challenges in more innovative ways. I believe the industry needs to do a better job of thinking beyond traditional career paths and credentials, and instead focus on transferable skills, adaptability, and strategic thinking. When we broaden our definition of what a cybersecurity professional looks like, we don’t just create more inclusive teams – we build stronger, more resilient security programs.

Rachel Jin
Chief Platform and Business Officer at Trend Micro

International Women’s Day is an opportunity to highlight the contribution that women make to the cyber security industry and encourage inclusive pathways for attracting new talent and enabling female leaders to thrive.

The threat landscape has become complex and more sophisticated. AI systems need to be treated as critical infrastructure and proactive security is critical. With AI risk now considered a business risk, cybersecurity is a board-level governance issue and diverse representation on our boards and executive positions is needed to drive an innovative collaboration.

It would be great to see industry and government working together to address systemic barriers and biases that impact equal representation and build capability of women in this era of AI disruption.