Empowering women in tech: why we need to be more intentional

As a female leader in the technology industry, you could say I've beaten the odds. According to research from McKinsey (2024), only 11% of executive positions are held by women in tech, which points to a huge gender disparity.

I'm proud of my achievements, of course, and I've worked hard to become a senior HR leader in a scaling tech company. I care about people and their experience at work, and I want to drive positive change. But it hasn't always been easy. When I think back to the early days of my career, it's fair to say that I wasn't always given a voice. Back then, there were fewer opportunities for women at work and there certainly wasn't an abundant supply of female role models to whom I could aspire.

It was actually male allyship and sponsorship that helped to shape the early years of my career. Both were CEO founders and both went out of their way to support me and other women within their organisations, providing us with ongoing opportunities and mentorship.

As I reflect on those leaders today, their support epitomises why men - as well as women - have such an important role to play in redressing gender imbalance. If we are to make real progress, we need everyone to get behind this issue. Most of all, we need consistent effort and intentionality.

Give to gain: intentional multiplication

This is why I'm a big believer in the 'Give to Gain' campaign for International Women's Day. This year's theme recognises that everyone has a responsibility to enable and champion women - and not just once a year, but every single day. International Women's Day presents a valuable opportunity to reflect on where we are now and where we need to get to, but if organisations are not empowering women every day, the significance of this once-per-year event becomes meaningless.  

Give to Gain emphasises the power of reciprocity and support. It also states that, rather than being a subtraction, generous giving is, in fact, intentional multiplication. This hits the nail on the head for me because women's empowerment, done well, creates universal gains. It provides women with the sense of belonging they need to thrive, and it generates new opportunities through increased collaboration and community.

Culture and psychological safety

Culture - both in the workplace and wider society - plays a key role in closing the gender gap, too. Within the same organisation, individual teams and geographic markets, although working towards the same goal, will inevitably sit at different stages on the journey. These nuances must be recognised and navigated intentionally; and ongoing communication is key to ensure all women are included and receive every opportunity to excel. 

Likewise, it's vital that organisations foster the psychological safety that enables women to speak up freely without fear of recrimination. Whether that's expressing a concern, providing constructive feedback, or putting themselves forward for a specific role or project, ensuring that women can do these things, safe in the knowledge that they will not be judged or penalised, is crucial to them feeling valued and seen.

Female role models: seeing is believing

Female role models also provide women with an all-important blueprint. Younger women can bear witness to and learn from these female success stories; real women who are thriving in a male-dominated industry. It sends the wonderful message that "I've done it, and so can you", which, in turn, promotes a sense of belonging. These role models let it be known that female leadership is valued within their organisation, and they encourage other women to follow suit.

The importance of role modelling doesn't sit exclusively within the organisation, however. There is now a plethora of influential female voices on LinkedIn, for example, many of whom I aspire to myself. To name just a few, these include Aimee Young, Melanie Naranjo, and Dr Jo Burrell.

These women are rewriting the narrative for the next generation of women at work and, while we can't deny there is still a significant gap to close, the future of women in tech looks more positive than ever before. 

So what else can organisations do to support women, and give to gain?

1)  Pay transparency

Transparency is a big one, and particularly when it comes to pay. Even in 2026, the gender pay gap remains a frustrating reality. In April 2025, the Office for National Statistics announced that, although the gap has decreased by more than a quarter over the past decade, on average, women in full-time employment are still paid 6.9% less than their male counterparts.

Progress is being made but not fast enough, and transparency presents the best means of acceleration. At HowNow, we've committed to 'Show the Salary' on every one of our job advertisements. Thousands of other UK employers have also signed up to this initiative; a collective group that is leading the charge towards fair and equitable pay - both for women and the wider workforce.

2)    Mentorship and networking

Along with other female leaders in tech, I have a strong personal connection to this cause, which is why I enjoy giving back as a mentor. Mentorship is so important in this context because it provides female employees, often in the early stages of their career, with an approachable ally; someone they can trust and who can share their own knowledge and experiences for their benefit.

Women's networking is also hugely valuable, and this is something we do every few weeks at HowNow. We don't pretend that the tech industry isn't male dominated and we approach these sessions very intentionally. What we aim to do is encourage positive change by sharing stories, exploring new opportunities, showing appreciation, and helping each other to rise. This is the essence of 'Give to Gain' and it needs to become the norm, not the exception. 

Ultimately, the future of work and women in tech requires a collective effort if we are to finally balance the gender equality scale. We need more women's voices, more intentional giving, more active support, confidence-building, and community. This is how we can create a fair and inclusive world of work - one that we'd all wish for our daughters, granddaughters, sisters, and nieces.