Women in tech call for systemic change beyond quotas

Technology, manufacturing and financial services executives are using International Women's Day to call for deeper structural change in their sectors, citing persistent gaps in leadership, access to finance and workplace culture despite years of diversity initiatives.

Commentators from Biza.io, Tanium, Syspro, Epson UK and Fluke argue that progress depends on redesigning systems, not only improving representation. They point to data-sharing frameworks, artificial intelligence and mentoring schemes as levers to shift outcomes for women in male-dominated fields.

Systemic barriers

Jessica Booth, Chief Operating Officer at Australian open-banking firm Biza.io, said many formal structures still work against women and girls despite increased policy attention.

"Too often, systems meant to support women and girls end up reinforcing the barriers they face. From unequal access to financial services to legal frameworks that fail to protect women and girls, systemic discrimination remains a daily reality."

"This year's International Women's Day theme, 'Balance the Scales,' feels timely because it speaks directly to these inequities and the need for systems that are fair, inclusive and accessible, and that centre the rights and safety of all women and girls. Justice needs to be built 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 address long-standing bias.

"Australia's CDR consent model can also support survivors of domestic violence, allowing them to seek financial autonomy safely without alerting those who may pose a risk. This feature sets Australia apart from other open-banking frameworks globally.

"In fintech and financial services, that 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," Booth said.

Booth's comments reflect a broader push in financial technology to align open-banking regulation with social outcomes, particularly for women-led small and medium-sized enterprises.

Cybersecurity culture

In enterprise security, leaders say headline diversity metrics can mask cultural problems that contribute to attrition and stalled progression for women in technical and leadership roles.

Melissa Bischoping, Senior Director of Security & Product Design Research at Tanium, said, "Cybersecurity 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."

"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."

Her remarks reflect growing interest in how automation and AI tools might change workload patterns in security operations centres and product teams, where long hours and on-call expectations remain common.

Leadership pipelines

Manufacturing and industrial technology executives describe similar challenges in progression into senior roles in sectors with long-standing gender imbalances.

Claire Hu Weber, Vice President of International Markets at Fluke, said, "International Women's Day shouldn't just be about representation in manufacturing; it has to be about performance. Ours is an industry built on systems that must operate safely, efficiently and at scale, often under intense pressure."

"When we design electrical infrastructure, production lines or energy systems, blind spots don't remain theoretical for long: they surface as safety incidents, disruption and lost revenue."

"Across STEM industries, only 12% of C-suite roles are held by women. That imbalance isn't just a pipeline concern; it narrows the range of challenge in the rooms where critical decisions are made. In complex operational environments, a lack of challenge doesn't create stability; it creates exposure."

"Inclusion and diversity aren't a gesture or a target; they're how we build industries that can withstand pressure and compete in a rapidly changing world," said Weber.

Hu Weber links gender balance at the top of organisations with operational resilience on the factory floor and in critical infrastructure projects.

Reframing careers

Leanne Taylor, Chief Revenue Officer at enterprise software firm Syspro, said informal sponsorship and a proactive mindset can shape progression as much as formal programmes.

"In an ideal world, we wouldn't need a day to spotlight women. Equality would simply be the standard. The fact that International Women's Day continues to matter reminds us there is still progress to be made. At the same time, it raises awareness, creates space for important conversations and amplifies voices that deserve to be heard. The real goal is workplaces and industries where opportunity and recognition are consistent, not occasional."

"In a typically male-dominated industry, I've only once not had a male leader. But I've been sponsored by many women and men, and I've always tried to approach opportunities with a simple question: 'Why not? Why not me? Why not now?' That mindset has shaped how I lead. Waiting to be invited into the room can mean waiting indefinitely, particularly for women without champions advocating for them."

"That's why I believe in looking beyond job titles and traditional experience to identify people's real strengths. There are often women who haven't been fully recognised or stretched because they haven't followed a conventional path. As leaders, it's our responsibility to create space for them to step forward and sponsor them through opportunities and connections."

"Since I joined Syspro last year, we've brought in and promoted more women than ever before into more senior roles, ensuring their voices and valued opinions are heard and helping accelerate business growth."

"As AI reshapes organisations, we have an opportunity to rethink skills, not just roles. We need to prioritise reskilling, challenge linear career paths and design new roles that reflect the realities of AI-enabled businesses. If we do that intentionally, we can build more inclusive organisations by design, not by exception. Inclusivity is about creating a sense of belonging-where people want to be, and want to succeed," Taylor said.

Her comments highlight how AI-driven change is prompting companies to reassess job design and skills frameworks, which can affect who progresses into leadership.

Mentoring focus

In sustainability roles, mentoring and cross-company programmes are emerging as key tools for retaining and developing women in STEM-focused disciplines.

Taranpreet (Taran) Rai, Corporate Sustainability Manager at Epson UK, said, "International Women's Day is both a moment of reflection and a call to action. This year's theme, #GiveToGain, reflects what I've experienced first-hand: progress happens when people give their time, knowledge and support to others."

"Working across male-dominated industries such as oil and gas and, more recently, technology and printing, I've learned that confidence doesn't come from having all the answers. It comes from asking questions, listening and being supported by those around you. Early in my career, a female manager who encouraged openness and learning made a lasting difference. It showed me the value of mentorship and of creating environments where people feel able to grow."

"At Epson, that mindset is embedded through initiatives such as Mission Gender Equity, our cross-company mentoring programme designed to support the development, retention and progression of female talent. The programme is growing in popularity, reflecting the appetite for guidance, support and shared knowledge across businesses. By giving time, insight and opportunity, participants can accelerate progression while strengthening collaboration across teams."

"#GiveToGain is a reminder that gender equality is not achieved through words alone. It requires action, generosity and shared responsibility. When we invest in mentoring, open doors for others and champion diverse voices, we all benefit. International Women's Day challenges us to keep giving, because the more we support women to succeed, the more innovative, inclusive and resilient our industries become," said Taranpreet.