The industry speaks: Celebrating International Women’s Day 2025

Personally, I have always been passionate about bringing together women with unique skills, talents, and backgrounds and giving them the opportunity to grow and achieve their goals in life, both professionally and personally. There is also a substantial amount of evidence to show that inclusive and diverse teams in organisations are more creative, resilient, and better at tackling complex problems.

Inclusion and diversity should be a top priority for all organisations and form part of the strategy of who they are. At Akamai, we run various programs, including non-traditional hiring programs, to build a robust, diverse pipeline of future tech leaders.

Nurturing a love of science and technology in young women can lead to fulfilling careers in these fields, and there are many success stories we see across the globe that support this view. Organisational culture plays a key role, and that includes providing ample opportunities and clear career pathways for women in technical, non-technical, manager and leadership roles.

I believe it is crucial for young women, especially those from socially and economically disadvantaged backgrounds, to recognise that pursuing leadership roles in the tech industry is possible and achievable. By actively encouraging and creating career pathways, we can foster a culture where female leadership is celebrated and seen as the norm, irrespective of age, race or social background. This approach not only empowers women but also enriches the entire workforce and helps drive innovation.

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Nalini Gowda
Information security analyst at AUSCERT

I initially had no knowledge of cyber security but began by participating in the Cyber Security Champion program. The enrichment program offered valuable insights and impressive knowledge. I’ve had the privilege of connecting with so many brilliant industry experts. The learning and the supportive community I’ve encountered have strengthened my passion for this field. Becoming part of this community has not only broadened my understanding but has also given me a deep sense of purpose. It’s a decision you won’t regret.

Frances Du
Senior security systems administrator at AUSCERT

When I started my degree in information assurance and security, I had very little knowledge of IT beyond my interest in technology and computers. However, through my coursework, I was introduced to computer networking, programming, and information security – all of which I found fascinating.

My advice for girls and women coming from a non-tech background is not to be intimidated. If you have a genuine passion for the field, there are plenty of opportunities and resources to help you learn. I also highly recommend connecting with people in the tech community, both online and in person – it creates a supportive and inspiring learning environment.

Vishaka Wijekoon
Senior information security Analyst at AUSCERT

For women considering a career in cyber security, I recommend focusing on continuous professional development through certifications, training, and staying current with industry trends. The field evolves rapidly, so cultivating a mindset of lifelong learning is crucial for success. Additionally, actively seek mentorship and build a strong professional network to gain insights, support, and guidance from experienced individuals.

Start by mastering foundational concepts and progressively deepen your expertise in specialised areas, such as malware analysis, governance, risk and compliance, or incident response. It’s important to foster confidence in your skills and overcome any self-doubt, as cyber security values diverse perspectives and problem-solving approaches. Finally, cyber security is a dynamic and impactful industry, and women have a significant role to play in shaping its future.

Ghazal Asif
Vice president, global channels and alliances, at Rubrik

This year’s theme for International Women’s Day – Accelerate Action – places a significant task upon our shoulders. At the current rate of progress, it is estimated that it won’t be until 2158 that we achieve full gender parity, which is about five generations from now, according to data from the World Economic Forum. For those of us leading the cyber security industry forward, we need to step outside the box and take more significant and more ambitious strides forward in our goal of increasing representation and creating an inclusive culture. I’m seeing a need for more diverse voices across cyber security. This gap requires organisations to create environments where everyone feels empowered to speak and contribute.

In my role at Rubrik as vice president, global channels and alliances, I am committed to promoting equity and inclusion with fair hiring practices, which means that our final-stage candidates should always reflect diverse groups. This approach has led to 33 per cent of our channel organisation being represented by women. As great as this accomplishment is, achieving higher representation isn’t the only goal towards a truly equitable workforce. Organisations must ensure these employees have the opportunities and support to reach their full potential, which is what I am also keenly focused on at Rubrik. In addition to contributing to talent retention and growth, I strive to foster an inclusive culture where everyone can thrive, emphasising the importance of diversity and equality within our organisation.

Ruma Balasubramanian
President, Asia-Pacific and Japan, at Check Point Software Technologies

For every open role in my organisation, I force our talent acquisition team to search for qualified female candidates to balance out the male candidates. In my prior organisation at Google, we had a balanced team with 50-50 gender representation as well as a diversity of cultures from Singapore, Thailand, Indonesia, Australia, and India.

In many cultures, there are many excuses for women to not be promoted into roles with increasing responsibility. Some that I’ve come across: male colleagues will leave, she won’t have time for evening customer commitments because she needs to be with her family, she can’t travel (for the same reason). I’ve found that asking questions and understanding more deeply what the objections are helps to bridge these challenges. In one instance, we were looking to promote a female leader to a sales management position. I received significant pushback from country leadership because they felt that her male peers (all top performers like the woman we wanted to promote) would leave the organisation. My simple response was – let them. We need to back the person who we think is the strongest fit for the role.

Joanne Wong
Chief marketing officer at Exabeam

‘It takes a village to raise a child’ is an oft-quoted African proverb, one which references our collective responsibility to create a safe, healthy environment in which the next generation can thrive. It’s a sentiment that is readily transferable to the corporate community, certainly where equity and inclusion for women are concerned, and particularly where those women are working in a traditionally male-dominated industry such as ICT.

Building an inclusive and equitable workplace requires all of us to be intentional in fostering an environment where diverse voices are heard, valued, and empowered to succeed. Having spent much of my own career in this rewarding, ultra-dynamic sector, I can attest with confidence to the effectiveness of practical programs that bring us together to support one another and advocate for the changes we need to be able to do our jobs better.

I’m proud to be part of a company that runs ExaGals, an online and in-real-life community dedicated to empowering women at work. Originally launched as a modest internal initiative, its mission has broadened to encompass the provision of mentorship, networking and career development opportunities for early-career women across the tech sector. As well as enabling individual women to advance and grow, it’s helping to combat the global cyber security skills gap by encouraging more female participation in this fast-growing area of need.

Mandy Scott
Principal sales engineer, ANZ, at Fastly

One of the most exciting developments in the tech industry today is artificial intelligence. AI has the potential to be a great equaliser in the workplace, providing new opportunities for women in IT. As AI continues to reshape industries, those who get involved now will be well-positioned to become senior engineers and leaders in the future. Indeed, because AI is a relatively new and rapidly evolving field, there’s still time for women to establish themselves as leaders in this space. Whether it’s machine learning, data science, or AI ethics, there are numerous avenues to explore. By actively participating in AI advancements, we can contribute to shaping a more inclusive and diverse tech industry.

So, take that leap, embrace the opportunities ahead, and be a part of the change that’s shaping the future of IT.

Jaime Li
Senior marketing manager, APAC, at Genetec

Creating openings for promising, non-traditional candidates isn’t always enough. Providing them with ongoing mentoring and support helps them find their feet faster and gain the confidence and competence they need to become genuine assets to the organisation they’ve joined. This takes time and commitment, but it’s also deeply rewarding. Moreover, it’s a great way for those of us in leadership positions to walk the talk on equity and inclusion in our professional lives; it demonstrates the benefits of doing so to the people who work with and for us.

As we celebrate International Women’s Day 2025, I can’t think of a better way to help other women advance than by recognising their potential and backing them to pursue careers, which allow them to realise it.

Renata Bastalic
General manager – people and culture, at Tecala

Equity and inclusion initiatives aren’t an exclusive domain of large corporations. Small and medium-sized enterprises (SMEs) also play a crucial role in this and have the capability to foster an inclusive workplace where individuals of all backgrounds and genders can thrive.

Indeed, you don’t need to be a big business to have these initiatives in place. Having a genuine want to support your employees for them to be at their best needs to be part of your business’s DNA.

In the workplace, providing a platform for diversity, equity, and inclusion is about providing a foundation where all individuals’ unique perspectives and talents are valued, leading to a more innovative, collaborative, and vibrant environment where everyone feels comfortable to bring their full self to work. Introducing programs and practices that enable employees, including women and other minority groups, to navigate life’s various stages and challenges is something that SMEs can do, even with a modest-sized workforce.

Zoe Smith
Human resources generalist at BeyondTrust

If I were speaking to a young woman entering the IT sector today, my first piece of advice would be: be yourself. There will always be challenges, but the most important thing is to take risks and embrace new opportunities. Don’t let fear hold you back from putting yourself forward for projects, leading meetings, or seeking out professional development. A mindset of curiosity and resilience will take you far. Don’t be afraid to ask for feedback – it’s how we improve. And remember, confidence comes from experience, so take the leap and try new things.

Building a support system is also crucial early in a career. Even an informal relationship can make a significant difference. Whether it’s a manager, a colleague, or someone in a leadership position, having someone to guide you through the ups and downs of your career is invaluable. Here at BeyondTrust, we have groups such as “Women & Allies”, which provide women with a safe place to discuss any concerns, personal life and empowerment of one another. It also aims to develop and grow careers for women at BeyondTrust and increase visibility on topics relating to the female experience at the company. In addition, our monthly “Owning you Voice” conversations program enables women to ensure they have the confidence to raise any issues and highlight opportunities.

However, networking is also incredibly important. Attend industry events, connect with like-minded professionals, and seek out communities that uplift and support women in IT. The more we share our experiences and learn from each other, the stronger we become as professionals.

Helen Masters
Managing director, APJ, at Smartsheet

Within the workforce, it is important that we foster an environment where everyone feels valued, supported, and empowered to lead – no matter what role they’re in. When we create a space for change and diverse voices and perspectives, we will unlock new opportunities for success.

Having diverse mentors has been instrumental in my personal and professional growth. Throughout my career, mentors from different backgrounds have offered unique perspectives, experiences, and insights that have helped me navigate challenges, develop new skills, and build confidence as a leader. Their guidance has shaped my leadership approach and reinforced the value of collaboration and adaptability.

For example, I encountered a challenging work dynamic with a colleague early in my career. A female mentor helped me build confidence and develop a strategy for collaboration with this individual, while my male mentor provided additional insights to strengthen my approach to resolve the issue. With their support, I turned a challenging situation into a learning experience that ultimately helped me grow as a leader and laid the foundation for my role at Smartsheet.

Professor Therese Keane
Associate dean of research and industry engagement in the School of Education at La Trobe University

The gender disparity in VCE Computing in Victoria is striking. In 2023, only 123 female students sat the data analytics exam compared to 549 males, while software development had an even greater imbalance, with 1,411 males versus 191 females. This pattern continues at the tertiary level, where men significantly outnumber women in computer science and engineering degrees.

Societal expectations, a lack of visible role models and unconscious biases discourage many young women from pursuing IT-related studies. Those who do often report feeling isolated, experiencing bias or lacking encouragement from teachers and peers. Even after entering the workforce, many women leave IT careers within a few years due to hostile work environments, limited advancement opportunities or difficulties balancing personal and professional responsibilities.

This underrepresentation isn’t just a diversity issue – it has real-world consequences, especially in the age of AI.

Kari Mayfield
Head of diversity, equity and inclusion at Ping Identity

Increasing the representation of women in the tech industry drives innovation and business success by bringing diverse strengths and experiences together, helping to close the longstanding gender gap. To create a more inclusive tech landscape, we must be intentional in our everyday interactions – ensuring all voices are heard, giving credit where it’s due, and fostering an environment where diverse perspectives are valued. Building strong relationships, seeking mentorship, and supporting other women in the industry are crucial steps towards meaningful change.

Inclusion starts with small, deliberate actions – inviting someone new to a project, reaching out for coffee, or actively engaging with those outside immediate circles. The multiplier effect is real, and through ongoing intention and commitment from each of us, we can create the culture of belonging that drives progress in the tech industry.

Amanda Spencer
Director, Solutions Engineering, at Cloudflare

Throughout my career in technology, the biggest challenge has been the ongoing need to continually prove myself. Despite progress, biases still persist, often leading to self-doubt and imposter syndrome.

Women in cybersecurity leadership also face a lack of professional networks compared to their male counterparts, which limits access to key opportunities. To drive real change, we need transparent promotion pathways, flexible work options, and a zero-tolerance approach to discrimination. Encouraging more women into cybersecurity through university partnerships, STEM outreach, and industry sponsorships is critical.

As a mentor, I have always believed in a people-first leadership approach, ensuring every team member feels valued and supported. Leading with what is right, not just what is easy, builds high-performing teams. Community initiatives and professional networks have been a game-changer, offering the support that was not there when I started. The focus must be on creating pathways that empower all women and girls to succeed.

Karen Schuman
Commercial Sales Leader at Cloudflare

The biggest shifts I have seen for women in tech are better work-life balance, stronger communities, and more focus on diversity. Maternity leave has expanded, and there are now real platforms to support women leaders. Companies are making progress, but with women still only 17 per cent of the cyber security workforce, there is much more to do. Diversity is not just about hiring more women, it is about ensuring they have the same opportunities to lead, contribute, and shape the future of the industry.

"We need strong mentoring, leadership programs more accessible to women at all stages of their careers, and workplaces where every voice is heard. Many assume cybersecurity or tech sales require a technical background, but that is not the case. When I moved to Australia, I had to navigate a male-dominated culture while staying true to myself. That experience reinforced what I always tell others. Be your authentic self and everything else will follow. This International Women’s Day is a reminder that building a truly inclusive industry means continuing to challenge the status quo.

Prayna Prasad
Head of Marketing, ANZ, at Cloudflare

Supporting women in leadership is not just about giving them a seat at the table but making sure they have the foundation to succeed.

While balancing career and personal responsibilities is a reality for many, workplaces are not always designed with this in mind. When I withdrew my job application after discovering I was pregnant, Cloudflare encouraged me to continue and ultimately offered me the role. That moment showed me what true inclusion looks like in action.

Organisations need to move beyond good intentions and invest in real opportunities. Whether it is funding DE&I initiatives, expanding leadership pathways, or creating spaces for learning and mentorship, these efforts shape more inclusive workplaces and industries. We must rethink how we support women by opening doors and ensuring they have what they need to walk through them with confidence.

Kate Musgrove
Managing Director, Asia Pacific at Bazaarvoice

In today’s current landscape, now more than ever, businesses need to stand firm in their commitment to diversity and inclusion. When these efforts are challenged, staying silent to avoid controversy might seem safe, but silence can be just as damaging as opposition, eroding trust both within teams and with customers.

Diversity isn’t just a moral imperative; it’s a business necessity. Companies that foster inclusive workplaces attract top talent, drive innovation, and build stronger customer connections. In contrast, those that backtrack risk losing trust, both internally and externally.

Beyond the importance of established diversity and inclusion practices, major tech brands can champion gender diversity in leadership through collaboration. Companies need to go beyond internal policies and work together to support the next generation of tech professionals.

One of the most impactful ways to do this is through education and mentorship programs. Right now, women make up only a quarter of STEM university enrolments. Tech companies should partner with schools and universities to encourage more women to study STEM and enter the industry. Additionally, cross-company initiatives, such as diversity-focused leadership programs and networking opportunities, can help women gain the skills and connections needed to step into leadership roles.

But true commitment is about creating environments where diverse voices are genuinely heard. User-generated content (UGC) is a powerful tool for this. Brands need to ensure their product reviews, social content, and testimonials reflect the diversity of their customer base.

The more companies that commit to real action, the faster we’ll see meaningful change.

Eduarda Camacho
Chief Operating Officer at CyberArk

International Women's Day is a powerful reminder of the importance of self-belief and rejecting limiting stereotypes. During my first tech job interview, I was told that, despite my strong work experience, being a foreign woman without a background in engineering would hold me back. But my heritage and gender are strengths, not weaknesses, and they do not define my career. Strength and ability are not bound by gender. This year’s theme, Accelerating Action, reinforces that collective effort drives workplace equality. By supporting one another, amplifying each other’s voices, and working towards breaking down these barriers, we can build a more inclusive and equitable world for all.

Michele Lemmens
APAC Head of Business Sustainability & CTO at Tata Consultancy Services

International Women's Day reminds us to reflect on the contributions of women and identify opportunities for us to grow as diverse businesses. For the tech industry to keep up with the pace of change, we need to see more diversity in our leadership. Diverse thought and leadership are crucial for steering tech organisations through an uncertain and complex future, which is why it’s more important than ever for women to have a seat at the table when it comes to deciding what this future looks like. Currently, less than a quarter of senior management in STEM-qualified industries are women, and only eight per cent of CEOs are female. These statistics desperately need to change if tech organisations want to thrive in every aspect of their business, whether it is attracting talent, remaining relevant to consumers, progressing collaborations or reaching strong collective outcomes. According to the Workplace Gender Equality Agency, representation of women isn’t just about reaching a diversity quota – it also makes good “business sense”. An average-sized organisation stands to gain $52m to $70m in market value by increasing the number of women in leadership. If businesses want to remain competitive, attract talent, and maintain relevance, collaborating with diverse voices and focusing on collective outcomes is critical.

Female leadership can only exist when there are more opportunities in technology for women at every level of the workforce. At TCS, we recognise the importance of nurturing and empowering women in tech roles. Our initiatives, such as the goIT Girls program, are designed to equip young women with the foundational skills and knowledge to thrive in the technology industry, whether it leads to roles in IT, cyber security, data science or software development. GoIT Girls is a week-long work experience program for female secondary students that offers exposure to real-world business challenges, senior tech executives and employability skills. The confidence, capabilities and connections this program instils is invaluable in opening doors for young women, onto a path of becoming an integral part of shaping our industry’s future. By investing in the development of female leaders, we can harness the full potential of diverse perspectives. Ultimately, more women in the workplace will lead to more innovative solutions and a more resilient industry. We want to see more female representation in the tech industry, and more women cultivating bold and innovative ideas to drive our industry forward.

In today's rapidly evolving business landscape, driven by advancements in AI and increasing cyber threats, businesses must become more adaptive than ever. According to the World Economic Forum, misinformation and disinformation continues to be one of the leading short-term risk in the year ahead, highlighting just how integral it is for businesses to continue evolving their risk management. Having consulted businesses looking to future-proof their services, digital transformation and talent diversity are critical to playing the long game. They’ll also need to prioritise sustainability and climate risk to ensure resilience and long-term growth.

Jo Bradbury
Head of People & Culture, at NCS Australia

With just 29 per cent female representation within Australia’s tech industry, yet 1.3 million new workers required by 2030, to sustain the sector’s growth, it is clear there is a critical need to ‘Accelerate Action’.

As individuals, businesses and an industry we need to urgently take steps to attract women into the workforce and help to retain and advance those already within the sector for our industry to continue to compete on the world stage. We need to go further than just the development of DE&I initiatives and instead take steps to ensure the comprehensive buy-in of equal and inclusive policies and practices.

As an industry, we need to hold ourselves accountable to accelerating action towards achieving gender equality. A focus on data-driven goals, supported by stakeholder buy-in and driven by leaders and managers on a day-to-day basis, will help to ensure organisational cultural buy-in, resulting in a far greater impact.

Bringing people in on the journey to shift cultural attitudes and ways of thinking is critical in ensuring both hiring targets are achieved, and long-term and the sustained development and retention of female talent across an organisation.