International Women’s Day, observed annually on March 8th, celebrates the social, economic, cultural, and political achievements of women while calling attention to gender equality and women’s rights worldwide. Originating from labor movements in the early 20th century, the day has evolved into a global observance recognized by the United Nations and celebrated across more than 150 countries. In 2026, as the technology industry continues to grapple with persistent gender disparities – from representation in technical roles to leadership positions – International Women’s Day serves as a critical moment for reflection, recognition, and recommitment to meaningful change.
The significance of International Women’s Day in the tech sector cannot be overstated. Women remain underrepresented in engineering, development, cybersecurity, and executive roles, despite their substantial contributions to innovation and digital transformation. This observance provides a platform for highlighting the accomplishments of women who are breaking barriers, mentoring the next generation, and reshaping the industry’s future. We’ve invited industry leaders from across the technology landscape to share their perspectives on progress made, challenges that persist, and the actionable steps organizations must take to foster genuine inclusion and advancement for women in tech. Their insights underscore why celebrating women’s achievements isn’t merely symbolic, it’s essential to building a more innovative, equitable, and sustainable industry.
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ZOYA SCHALLER, DIRECTOR OF CYBERSECURITY COMPLIANCE, KEEPER SECURITY
Early in my career, I learned that cybersecurity is a field where your work speaks for you. Audits are thorough, expectations are high and the strength of an organization’s security posture is a direct reflection of the rigor behind it.
International Women’s Day gives me a chance to reflect on the women I’ve worked alongside over the years, women who bring discipline, analytical thinking and resilience to roles that carry real responsibility. Cybersecurity is not an easy field, and the women who build long-term careers here do so because they are capable and committed.
For me, International Women’s Day is about recognizing the women who meet those expectations every day, in roles that demand focus and accountability. That consistency strengthens teams and ultimately strengthens the security of the organizations we support.
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Sarah DuBois, Marketing Director, VergeIO
On International Women’s Day, I reflect on the mentors who helped shape my career – the women who made space, shared knowledge, and showed that leadership in tech marketing is built on impact, not volume.
Today, women in marketing are operators and technologists. We manage automation, drive revenue, and increasingly lead AI adoption inside our organizations. AI is not something to fear – it’s a multiplier. It sharpens strategy, accelerates execution, and gives lean teams leverage.
My advice: use these tools fearlessly. Experiment. Learn fast. Lead with results. When women master emerging technology and mentor others to do the same, we don’t just grow our careers – we expand what leadership in marketing looks like for the next generation.
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Kelly Wells, Chief Operating Officer, Object First
Supporting women in the workplace has been consistently linked to stronger business performance, higher innovation, and better decision-making. Research has found that businesses with greater gender diversity in leadership are more likely to outperform financially. When women are given equal access to leadership roles, professional development, and advancement opportunities, companies benefit from a wider range of perspectives, improved problem-solving, and stronger collaboration. Diverse teams tend to make more balanced decisions and better reflect the needs of customers, which ultimately strengthens competitiveness and profitability.
While the business case is clear, the cultural impact of supporting women in the workplace is just as significant. Inclusive environments foster higher employee engagement, stronger retention, and greater overall morale. When women feel valued and supported through mentorship, equitable pay, flexible policies, and leadership opportunities they are more likely to contribute fully and remain committed to the organization’s success. This reduces turnover costs and builds a more resilient workforce capable of adapting to change and driving innovation.
By supporting women through leadership development, education, and mentorship, companies will see their commitment expand beyond their organization to strengthen local economies and communities. By intentionally supporting women’s advancement, businesses position themselves for stronger performance and sustainable growth.
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Gabi Baldwin, Digital Marketing Specialist for Index Engines
You don’t have to know everything to belong in tech or cybersecurity. Ask the questions. Raise your hand for the project. Sit at the table even if you feel a little underqualified. The industry needs strategic thinkers, creative problem-solvers, and strong communicators just as much as it needs deep technical experts.
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Margaret Hoagland, VP, Global Sales & Marketing, SIOS Technology
On International Women’s Day, we honor the courage of women like Anita Hill, Ruth Bader Ginsburg, and Malala Yousafzai, whose bravery and sacrifice reshaped the future for women everywhere. Their leadership expanded rights, opportunity, and voice. But progress is not permanent. Without our continued vigilance and action, the gains they fought for can be eroded. Let us honor their legacy not only with words, but with sustained action to protect and advance equality for the next generation.
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By Rashmi Sharma, Vice President of Engineering at Recast
As a woman in the technology sector, I have consistently advocated for gender diversity and equity for almost two decades. This year, I am focusing specifically on leadership within risk management and cybersecurity. The need for resilient leaders in the world is greater than ever before, and true resilience is rooted in care. Across the globe, women provide over three-quarters of the world’s caregiving, both paid and unpaid, sustaining entire communities. These responsibilities become even more significant during crises, and I believe this is where resilience is truly forged.
Research consistently demonstrates that women approach risk with rigor, context, and long-term thinking. These qualities are crucial for leadership in organizations, cybersecurity, and any domain where the consequences of poor decisions accumulate over time.
My message is straightforward: If you are a woman with the capability to lead, step forward. Even if you feel uncertain or not fully ready, take on the challenge. True courage means acting despite fear, not in its absence. And regardless of gender, those in positions to open doors should mentor, sponsor, and create opportunities for women. When women lead, whether in risk management, cybersecurity, or broader organizational roles, the world doesn’t just become safer. It becomes smarter and more resilient.
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Shanea Leven, Founder and CEO, Empromptu
International Women’s Day is a reminder that representation in technology isn’t just about fairness, it’s about influence. The systems shaping our world, especially AI systems, are being built now. The voices in the room today determine whose problems get solved, whose data gets represented, and whose safety and opportunities are prioritized.
At Empromptu, we think a lot about trust in AI. Trust isn’t just a technical problem. It’s also a perspective problem. Diverse leadership changes how products are designed, how risks are evaluated, and how impact is measured. When women build and lead AI companies, we broaden the lens through which intelligence is defined and deployed.
For me personally, International Women’s Day is both a celebration and a responsibility. Celebration of the women who paved the way in deeply technical fields long before it was common or comfortable. Responsibility to ensure that the next generation sees AI and infrastructure as places they belong. The future of AI will be shaped by the people who choose to build it. We need that future to reflect all of us.
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Andrea Schulze Dias, VP and CIO at Toshiba Americas
As CIOs, we have a responsibility to lead technology organizations that are both high-performing and future-ready. That means expanding how we think about leadership, including seeing more women shaping those decisions and having a seat at the boardroom table. Innovation comes from diverse operators who bring different perspectives to risk, resilience, and problem-solving. If we want stronger AI governance, smarter infrastructure investments, and prove AI-ROI – we must have our top talent in key positions – and not simply as an initiative but as a business strategy.
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Jenny Lam, Lead Cyber Resilience Advisor, Immersive
One of the most persistent challenges I see in cybersecurity isn’t technical, it’s confidence. I work with highly capable professionals who still question whether they’re technical enough. That doubt is particularly common for women in our industry.
When women remain underrepresented in technical and leadership roles, it’s easy to internalize the sense that you constantly need to prove you belong. The high regard we have for technical mastery should be celebrated without detracting from the value of professional skills that underpin and progress our industry. Cybersecurity isn’t solely about technical depth. It requires strategy, communication, judgment, resilience, and the ability to manage challenges under pressure. No one is born with these skills; they are honed and developed just like any other.
This International Women’s Day, let’s stop asking women to behave a certain way to succeed and provide the space for them to own their expertise. This means the space to practise, make decisions, see their impact, to celebrate wins and reflect on improvements. Confidence grows through experience and proving your own capabilities to no one but yourself. When we create that environment, the entire industry becomes stronger.
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Brittany Harrell, Head of Information Security, Nabla
As AI accelerates healthcare innovation, the role of security leaders is evolving from gatekeepers to strategic enablers. Healthcare is deeply personal, and many women bring perspectives shaped by caregiving roles, patient advocacy, and lived experiences navigating the system. That lens becomes especially important when AI systems are trained on sensitive data and begin influencing care delivery – because behind every dataset is a patient.
With that in mind, security leaders can’t afford to operate as the department of no. We’re trained to be risk-aware, and in healthcare those stakes are even higher because patient and provider data is on the line. But AI isn’t something we can turn away from; it’s here. Our responsibility is to lean into it and to sit alongside product and marketing teams during demos, understand the use cases, examine how models are trained, and evaluate what it means for sensitive data. When you bring teams along for that journey, security becomes a shared responsibility, and proactive risk management becomes a pillar of responsible healthcare innovation.
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Diana Jouard, Group Product Manager at Ping Identity
In cybersecurity, 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 cybersecurity is to stay curious and never stop learning. Emerging areas like decentralized identity demand a strong mix of technical knowledge and human-centered skills, while AI and the future of AI agents will need serious security rigor 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.
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Melissa Bischoping, Sr. Director of Security & Product Design Research, Tanium
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.
Globally, women make up more than 40 percent of the workforce, but less than 30 percent of senior leaders, and in STEM, that figure drops to around 14 percent. There’s no silver bullet for increasing representation in security. Rather, it requires a concerted effort throughout the organization with consistent support from the top tiers of leadership. The advantage for women will come from the organizations that invest in their people as much as technology, using AI to strengthen the leadership pipeline, not shrink it. That’s how we ensure women and girls who enter science, technology and cybersecurity are supported to stay, grow and lead.
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Lucie Cardiet, Cyberthreat Research Manager, Vectra AI
In a space that shifts with every new threat, technical depth is not optional, but foundational. Yet cybersecurity remains disproportionately male, not because talent is scarce, but because opportunity has been. When a field built on anticipating blind spots overlooks entire groups of talent, it creates its own gaps.
This industry does not stand still, and neither can we; building technical fluency early, understanding how attackers actually operate, and tracking how techniques evolve over time is what strengthens real-world defense. Do not wait for permission to develop expertise. Curiosity compounds over time, and when women are encouraged to deepen that expertise and not have to worry about their sense of belonging, they not only strengthen their own voice but make it easier for the next woman to enter the room with confidence.
On International Women’s Day, let’s celebrate achievement by staying curious, building technical strength, and caring deeply about the craft that keeps us all safer.
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Sruthi Madhavan, VP of Strategy and Transformation at Zyter|TruCare
For me, International Women’s Day is about making leadership more accessible versus exceptional. I have walked into rooms where I was the only woman, often the only woman of color, where leadership operated on two levels: solving the business problem and navigating how you will be perceived while solving it. International Women’s Day is a reminder that representation changes that dynamic. It reduces the cognitive tax of being the only one and increases the collective intelligence in the room. After all, innovation rarely comes from isolated brilliance. It comes from friction, from tension between perspectives, and from giving first. Giving credit. Giving context. Giving room for someone else’s idea to evolve the conversation.
More than celebration, this day is about building systems where talent does not have to translate itself to be heard and diversity is viewed as not just a moral argument, but a design and risk-management imperative. This is especially true in complex industries like healthcare and AI. The systems that deliver care and innovation reflect the people who built them. When different lived experiences are in the room, different failure modes are surfaced, making products more resilient and effective.
As I think on my own experiences, my advice to others is, do not wait until you feel fully ready. Most rooms were not built with you in mind. Enter them anyway, as confidence grounded in real competence, expertise, and understanding of how the technology works, how decisions get made, how incentives flow travels far. Over time, you will learn that your perspective is not a liability but a differentiator that ultimately widens the doorway behind you and changes the architecture of who gets to lead next.
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Dr. Diana Cano, CIO of Cambium Learning Group
As we recognize the women in history who paved the way for future generations, I’m reminded that there’s still progress to be made. According to the Bureau of Labor Statistics, women hold less than 27% of technology jobs, despite making up nearly half of the workforce. This gap only widens closer to the top, with women holding just 11% of executive positions in the tech industry, and 56% of women leave the field mid-career, McKinsey reports.
Today, technology plays an integral role in every aspect of our lives, yet the gender gap in tech persists. Whether you’re in healthcare, finance, manufacturing, or education, we all use technology to get our jobs done. In that sense, we’re all women in tech. It’s no longer just about breaking in. Even the most seasoned tech professionals still face barriers that need breaking.
Building career resilience in a world of rapid technology changes means being able to say, I know how to use this piece of technology, here’s how I can use it to make an impact. Focus on growing your tech skill set and, just as importantly, on training the people around you to use those tools effectively. Technology is more accessible than ever, which means that with the right mindset, anyone can be a leader.
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Carey Webster, Vice President of Research at Deltek
As we recognize International Women’s Day and Women’s History Month, it’s important to reflect on the progress and continued opportunity for women in government contracting and technology. Companies that invest in developing diverse talent are discovering a simple truth: when multiple perspectives are embraced, innovation and performance follow. In a complex, fast-evolving federal market shaped by AI adoption, modernization initiatives, and increasingly competitive procurement environments, having multiple perspectives represented is both beneficial and essential.
My experience has shown that strong mentorship, peer networks, and inclusive workplace communities play a critical role in advancing women into leadership positions. But individual action matters, too. Women should not wait until they feel 100 percent qualified to pursue management roles. The industry needs their voices at the decision-making table. As government contractors navigate technological transformation and shifting acquisition strategies, inclusive leadership will be a defining factor in driving smarter strategy, stronger teams, and better mission outcomes across the federal landscape.
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Katrina Rice, Chief Delivery Officer, Biometrics Services at eClinical Solutions
Growing up in a Southern family, I was surrounded by a traditional narrative, the breadwinner father and supportive wife. I knew early on that story wasn’t mine.
I became the first in my family to attend college, majored in computer science, and today serve in the C-suite. The journey wasn’t always comfortable. As a Black woman in a male-dominated field, I often walked into rooms where no one looked like me. At first, that felt intimidating.
Over time, I realized something powerful: being different isn’t a disadvantage, it’s a strength. Authenticity is a superpower. Success isn’t about fitting in; it’s about owning who you are and continuously growing into your potential.
While progress has been made, women of all backgrounds still deserve equal representation in boardrooms, classrooms, and legislative halls. Diverse perspectives fuel innovation and better outcomes.
To the next generation: get comfortable stepping outside your comfort zone. Learn from those who came before you. Be bold enough to take up space. There is room at the table for all of us. And if the table feels too small, build a bigger one. When women rise, we don’t just participate – we transform the game.
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Jamie Hawkins, Marketing Director, DH2i
For me, International Women’s Day serves as a meaningful reminder that diversity isn’t just a policies and regulations check-box. It truly drives innovation and growth. When a team is made up of people that bring different experiences, perspectives, and backgrounds to the discussion, the team is able to challenge assumptions, better understand the communities they serve or wish to serve, and generate stronger ideas. While it may take a tad more effort and intention to align the team, the outcome is almost always more innovative and ultimately more impactful.
I hope that you, like I do, on this International Women’s Day – and every day for that matter, continue to help build workplaces where talent and hard work are recognized, potential is nurtured, and everyone has access to opportunities. If you are a leader in a hiring position, please be intentional about creating pathways for diverse talent to thrive. And, if you are not a leader or in a hiring role, you can still make a difference! You can mentor, advocate, amplify voices, and foster environments where everyone feels valued and empowered to contribute.
When people have the opportunity to succeed (or fail) based only upon their own true merits, and not a box in which they are thought to fit, no surprise, that’s when true progress happens!
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Chrissay (Zeeman) Brinkmann, Presales Engineer, Leaseweb USA
International Women’s Day is important because, none of the progress women have made just happened on its own people fought for it, repeatedly. I’m glad to be at a company that walks the talk on diversity, not just words on a site, but real opportunities and listening to different perspectives. In tech especially, getting judged on your work instead of who you are is rare, and it makes all the difference. More places need to catch up.
On International Women’s Day, I take a moment to reflect on the people, my mentors, colleagues, and managers who’ve opened doors or backed me up when it counted. And I check that I’m doing my part to pay it forward. Whether that’s making an intro, giving a straight-up endorsement, or just telling someone they’ve got what it takes. Small moves can shift someone’s trajectory in this field.
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Jenny Decker, CFO of Tempo Software
What excites me most about this moment is how quickly the expectations of leadership in technology are expanding. Today’s CFO is expected to be product-aware, data-fluent, comfortable with AI-driven change, and able to synthesize across functions. That broader definition of strategic leadership creates more pathways for women to rise.
What still needs to change is sponsorship at key inflection points. The moments that compound careers – major transactions, restructures, transformative technology shifts – are often high-pressure and high-visibility. Ensuring women are not just participating in those moments but leading them is what will sustain long-term progress.
AI is reshaping how companies operate. We have a real opportunity to reshape who leads them at the same time. Sustaining that progress will come down to ensuring women are consistently positioned to lead in the moments that define companies, not just contribute to them.
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Amy Pelly, CFO of Amperity
In the AI era, International Women’s Day is less about celebration and more about who makes the decisions. As companies spend more on AI, most of the focus is on speed and performance. An equally important question: who controls the investment and manages the risk?
AI strategy is really about capital. Where a company puts its money determines what gets built, what scales, and what fails. When leadership teams include diverse perspectives, better questions get asked, and risks surface sooner. That’s why it matters that women have real authority in finance, operations, and strategy.
As a CFO, I see AI ROI as a discipline. It requires clear goals, defined ownership, and accountability for results. AI should connect to revenue, efficiency, and long-term value, not just technical milestones.
Financial governance is no longer a back-office task. It shapes whether AI becomes a responsible driver of growth or an expensive experiment. The more inclusive the decision-making, the stronger and more durable the outcome.
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Cindy White, CMO at Vasion
Give to Gain is how I’ve lived my career. The women who gave me their time didn’t just change my trajectory; they gave me reason to give back harder because of it. The effort, the commitment, the business impact that was their gain. I’ve seen the same in performance reviews: sincere, immediate feedback is uncomfortable to give, but the leaders it creates are extraordinary. In a Gen AI world where no one has all the answers, the most powerful thing we can do is give what we know, vulnerably and openly, so we grow together. Ubuntu; ‘I am because we are.’ That’s not just a philosophy. For women in tech right now, it’s the competitive advantage.
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Lanika Mamac, GM of Public Sector at Smarsh
In my experience in tech, women rarely wait for permission to collaborate. We build connections before the structure formalizes them reaching across teams, sharing context, offering perspective, and moving the work forward.
As someone who has risen through the ranks, I know those relationships aren’t transactional, they’re layered. We align on strategy and execution, but we also have the candid conversations that help us grow as leaders and people. A quick call to pressure-test an idea. A note before a tough meeting. An encouraging text or GIF. That generosity and authenticity build trust and trust accelerates execution.
Technology is demanding and high stakes. What sustains performance isn’t just capability, it’s connection. Honest debate. Humor in intensity. Ego set aside. Women often bring both a results-driven mindset and an awareness of how decisions impact teams and culture. That dual lens strengthens outcomes.
For me, “Give to Gain” is practical. When we give time and support, we build stronger teams and stronger teams win.
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Becky Trevino, Chief Product Officer at Flexera
Early in my career, the biggest gift I received were managers who gave me trust and cared about outcomes, not optics. They put me in the room, gave me real ownership, and supported me while I learned fast. I try to pay that forward by mentoring and sponsoring women for high-impact work. I share context, open doors, and advocate for them to lead. When we invest in people and teams, everyone gains.
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Samiksha Mishra, Director of AI at R Systems
One persistent misconception about women in AI is that they may not gravitate toward deeply technical or high-pressure engineering roles. In reality, my experience has shown the opposite. Within my own AI team, I have consistently observed that women are proactive, sincere, and highly structured in their thinking. They take ownership of complex tasks, actively explore new tools and platforms, and continuously invest in learning. More importantly, they often bring clarity and discipline to technical discussions, helping guide the team toward well-reasoned and practical decisions.
Leaders can challenge outdated assumptions by creating equal visibility for technical contributions and assigning high-impact responsibilities based purely on capability. When women are given ownership of architecture decisions, model strategy, or client-facing technical engagements, their strengths become evident – structured problem-solving, accountability, and collaborative leadership. The key is intentional opportunity and recognition. Once that environment is created, performance naturally dismantles misconceptions.
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Shelley Seewald, CIO, Tungsten Automation
My path to becoming a CIO was anything but linear. It moved through marketing, development, and start-ups, often as the only woman in the room. I took risks on myself, learned on the fly, and built skills before I felt fully ready. Teaching myself what I didn’t yet know became a pattern. So did raising my hand. Over time, I realized the most meaningful impact I could have wasn’t just in building systems, but in building people.
The most valuable thing any of us has is time. It is finite. We cannot manufacture more of it. Choosing to give our time, whether through mentoring, friendship, sponsorship, or advocacy when someone is not in the room, is one of the most powerful investments we can make. Throughout my career, I have tried to be intentional about that investment. I have mentored women in technology, supported women’s programming in my workplace and community, volunteered as an advocate at a family violence center, and made space for voices that might otherwise go unheard. Those moments do not always show up on a resume. They do not carry titles. But they shape careers, confidence, and possibility.
As CIO at Tungsten Automation, I think about leadership the same way. Yes, we build technology. Yes, we drive results. But we also shape environments. We decide whose ideas are amplified, whose growth is prioritized, and who is supported when challenges arise. Leadership is not just execution. It is stewardship. So, on International Women’s Day, I am reminded that progress is rarely a solo act. It happens when we give a part of ourselves to help others move forward. When we advocate. When we mentor. When we create space. And when we choose, again and again, to invest our time in lifting others as they rise.
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Kristy Grant-Hart, Vice President, Compliance Advisory Services, Spark Compliance, a Diligent Brand
The data tells an uncomfortable story.
According to Diligent’s latest analysis, the share of newly appointed women directors has declined for three consecutive years – from 37% in 2022 to 26% in the first half of 2025. In technology specifically, women hold only 14-17% of board seats.
In compliance, we see how diverse teams catch risks that others overlook. Different perspectives help challenge assumptions and identify blind spots. The same holds true at the board level. When boards lack varied viewpoints, it can show up in the technology they oversee.
This year’s International Women’s Day theme is “Give to Gain.” Without equitable access to governance and compliance leadership, tech companies miss opportunities to strengthen oversight and innovation and to serve their gender diverse customer base more effectively.
Addressing this requires transparency in reporting, expanded recruitment networks, and recognizing the strategic value of diverse boards. The trend can reverse, but it requires sustained action.
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Ciara Byrne, VP of Revenue SupportNinja
International Women’s Day is a reminder that my journey from an Irish language student to VP of Revenue at SupportNinja was built on the grit of trailblazers who “bore the weight” of the glass ceiling so I could break it. I’ve seen the era where women had to trade their families for a seat at the table, but have chosen a different path: leading a global revenue strategy while raising my family without a hint of apology. This moment is a call to action to use our hard-earned social capital to mentor the next generation, ensuring they don’t just reach the C-suite, but arrive there with their whole selves intact. At SupportNinja, we’ve proven that when you stop making women “the hard option” and start giving them the room to lead, you gain a more resilient, innovative, and high-performing organization. Let’s stop celebrating how far we’ve come and start ensuring the bar we set for the next generation is higher than the one we had to clear.
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Deepika Chauhan, Chief Product Officer, DigiCert
This International Women’s Day, it’s clear that while women have made meaningful progress in technology, we are still underrepresented, especially in engineering and executive leadership. In many rooms throughout my career, I’ve been the only woman at the table. I know what it feels like to have to earn your presence.
For me, a “give to gain” mindset means looking ahead to who is coming up behind you and asking whether you are actively creating room for them. It means mentoring not as a formal program, but as a responsibility. Inclusion cannot be an initiative that is thrown together haphazardly. It has to be embedded in how we hire, promote, build teams, and how we show up for one another.
At DigiCert, where we are building intelligent trust for the AI era, we often talk about engineering trust into systems from the very beginning. The same principle applies to culture and leadership. As AI agents, models, and machine-generated content become more embedded in our daily lives, trust will define which companies and platforms endure. That trust is built by diverse teams who bring different perspectives to complex problems and who feel empowered to lead.
As a product and engineering leader, and as the mother of a college-age daughter who will inherit the digital future we’re shaping, I believe closing the gender gap in technology is about more than representation. It’s about resilience, innovation, and accountability. When we intentionally create pathways for women to lead, we strengthen not only our organizations but the very foundation of technology innovation.
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Roopa Devarajan, Senior Director of Product Engineering at InvoiceCloud
International Women’s Day reminds me to appreciate the many talented, powerful women who paved the way for me to have my own journey – from starting out as a computer science student writing code full-time, to now, serving as a senior engineering leader at InvoiceCloud. Early in my career, I believed that technical excellence was the key to success but, over time, I realized that a technical foundation is only part of the larger puzzle. Things like influence, communication, and the courage to speak up matter just as much and these values inspired the most meaningful growth in my career. Leaders who encouraged me to join big conversations before I even felt ready and offered that simple vote of confidence – You’ve got this – changed how I saw myself and the impact I could have.
This year’s theme, “Give to Gain,” deeply resonates with me because “giving,” for me, means creating space for healthy debates, building psychological safety in working environments, and investing in learning. At InvoiceCloud, we’ve built dedicated time for skill development into our culture and created communities – like our HERoes employee resource group – to empower women at every stage of their careers. I am a firm believer that when we give others the stage, the mentorship, and the confidence to stretch beyond comfort zones, the impact goes beyond the individual level; it strengthens teams, technology, and our industry as a whole.
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Christina Scannapiego, Head of Content at Kinsta
My editorial instincts come from magazine publishing, where every issue and every story existed for a distinct reason: a unique perspective, a reader, and a moment it was built for. When I moved into tech, I was surprised by how much content was published without any of those things. No real POV, just category noise dressed up as thought leadership. The women who mentored me had zero tolerance for empty publishing. They taught me that the only content worth creating starts with a genuine understanding of who your reader is, what they’re feeling, and what would actually move them. This type of empathy can be the hardest and most important skill in the room. It’s what I look for in the women I work with and what I hope to pass on.
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Stacey Tozer, director, partnerships & alliances at Sharegate
International Women’s Day is a moment to celebrate all women, their achievements, resilience and impact in every industry. In the technology sector, I’ve seen firsthand what happens when women are empowered to build strategy, influence growth and create space for others at the table.
When we move from being included in the conversation to helping define it, the entire ecosystem becomes stronger.
I’ve learned that lasting impact is built on trust, transparency and shared success. The most meaningful progress doesn’t come from individual wins, but from creating environments where partners, teams and future leaders feel heard and supported. That’s especially true for women in technology. When we listen first, amplify diverse voices and intentionally build pathways for others to grow, we expand opportunities.
My hope for the year ahead is that we continue to champion collaboration over competition and action over optics. There is incredible talent across our industry. The more we invest in developing, mentoring and elevating women into strategic leadership roles, the more resilient our channel, and our industry, will become.
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Laura Smith, VP Sales North America, Ivalua
Early in my career, I believed that performance defined success. Over time, I’ve learned that while talent may earn you a seat at the table, it’s character, resilience and authenticity that keep you there and truly shape your impact. On International Women’s Day, I’m motivated by the opportunity to support and elevate more women across procurement and technology.
The procurement industry, in particular, is at a unique inflection point. The function holds influence over key business areas like spend, sustainability, supplier diversity, ethical labor practices and risk management. That influence carries responsibility. The more diverse voices we have at the table, the stronger and more forward-looking our decisions become. When women are visible in leadership and collaboration, we not only challenge the status quo but also enrich our collective problem-solving with different perspectives.
For me, progress also starts with community. Whether through women’s leadership groups, peer networks or simply reaching out one-to-one. Real change happens when we choose to connect, mentor and champion one another. We don’t have to look far to find opportunities to build that support system. It often begins right where we are. It’s important to create space for authentic connection and encourage each other to take risks, pursue growth and lead with confidence. Doing so helps pave the way for the next generation of women in procurement and technology.
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Cassandra Mack, CISO at TensorWave
As we reflect on this International Women’s Day, and this year’s theme, “Give to Gain,” I’m reminded of the generosity and collaboration across women in so many steps of my life. Early in my tech career, I realized that it wasn’t milestones or success metrics that changed me most, it was the journey itself. This perspective has guided my approach across crucial life changes, proving to myself that I belong in important spaces.
As a woman in tech, I’ve also learned the value of surrounding myself with partners who have skills that differ from my own. By supporting each other where we were weakest, we grow stronger. This spirit of collaboration has challenged me to improve and keep evolving. Collaboration is key – women at TensorWave and in the tech community alike push boundaries, drive meaningful change, and I’m grateful to be part of that journey.
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Tiffany Johnson, Chief Product Officer at NMI
Early in my career, I was often the only woman in the room. Those moments can feel isolating, but they’re also clarifying. You become very aware of which perspectives are present and which are not. Over time I’ve come to see that representation in leadership isn’t symbolic. It directly influences the products we build, the problems we prioritize and the experiences our customers have every day.
In payments and technology, those decisions matter. The way a checkout flow is designed, how friction is reduced, how security is communicated all shape how people experience a brand. Research consistently shows that women are more likely to abandon an online purchase when the experience feels unnecessarily complicated. There is no single default customer. Our users are diverse in how they shop, run businesses and manage risk. The more perspectives we bring into the product development process, the better we understand that diversity and the more inclusive and effective our solutions become.
For me, International Women’s Day is about expanding the range of voices at the table. In the spirit of this year’s theme #GivetoGain, when organizations create space for broader perspectives and more inclusive leadership, everyone benefits. Diverse teams build stronger products. Stronger products serve a broader customer base. That’s the gain.
My advice to women building careers in fintech is to step forward before you feel completely ready. Many of the defining moments in my career came when I took on challenges that stretched me. Women often underestimate their own readiness and accomplishments. Progress happens when capable people choose to contribute their perspective. The more we encourage that across our industry, the better the outcomes for customers and for fintech as a whole.
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Shanthi Rajan, CEO, Linarc
International Women’s Day is an opportunity to look honestly at how the construction industry is evolving and how much potential still exists. Construction has always been a people-driven industry built on problem solving, resilience, and collaboration. Those are not gendered skills. Yet access to leadership roles, field experience, and decision-making opportunities has historically been uneven.
Today, project complexity, contract requirements, and owner expectations have grown significantly. Delivering modern projects now requires strong technical, analytical, and digital skills across both the jobsite and the back office. Rapid technology adoption – from scheduling and cost management to field collaboration, data analytics, and AI-driven insights – is reshaping how projects are delivered. This shift creates a powerful moment to tap into the vast and growing pool of women in STEM and welcome that talent into construction careers.
More women are stepping into project management, operations, finance, and technology roles that directly shape risk, margins, and project outcomes. But progress will not happen on its own. Companies that invest in mentorship, create clear career pathways, and build inclusive jobsite cultures will be the ones that attract and retain the next generation of talent.
Building the future of construction means building an industry where technology and access open the door wider for everyone.
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Suneetha Uppalapati, Head of Client Platform Solutions, WaveMaker
As we mark International Women’s Day, inspired by this year’s theme Give to Gain, I often reflect on a defining moment early in my career when someone offered me their time, their trust, and a seat at a table I had not yet earned. That moment did more than encourage me; it accelerated my trajectory. It shaped a conviction I carry forward: giving is not generosity – it is a strategy and a force multiplier. When leaders expand trust, provide visibility, open access to opportunities, and invest in people’s growth, results compound.
Throughout my career, I’ve seen that people are the true pillar behind every success. Every transformation I’ve led reinforced the same truth: technology enables, but people deliver. From building technology products for global markets to leading enterprise digital transformations – aligning Tech, Product, and Business – outcomes are realized only when teams are engaged, empowered, and supported. I have always chosen to lead with respect, clarity, and accountability, while balancing approachability with a focus on sustainable results and organizational impact. Giving intentionally – through mentorship, coaching, and creating pathways for growth ensures that organizational goals and individual aspirations are achieved. Give to Gain is lived in these deliberate acts; the “how” that creates ripple effects beyond immediate results.
Women don’t just navigate complexity, we build through it, bringing others along. When we give intentionally, we elevate organizations and shape enduring impact. Give to Gain is not a theme for one day; it is a leadership philosophy for every day.
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Jessie-Lee Fry, Vice President of Generative AI & Data Growth at Amdocs
International Women’s Day is both a celebration and a call to action. Across technology, women are shaping the future – leading innovation, building transformative products, and redefining what leadership looks like. Yet progress has never been accidental. Every gain we’ve made has come from women and allies who chose to lift others as they climbed.
As AI and emerging technologies reshape our world, it is essential that women are not only contributing but also helping shape the decisions and direction behind them. Too often, gaps in representation and access still determine who gets visibility, influence, and opportunity.
“Give to Gain” speaks to the power of shared progress. When we take the time to support one another, invite different perspectives into the conversation, and create environments where women can grow with confidence, the impact extends far beyond any one role or team. Small, intentional choices add up, and together they help shape a technology industry that is more innovative, inclusive, and reflective of the world it serves.
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Ali Tager, VP of External Affairs at National Cryptocurrency Association
As we celebrate International Women’s Day, I am proud to recognize the women who are shaping the future of crypto and redefining what leadership looks like across emerging technologies. The digital asset and blockchain space was built on the ideas of decentralization and opportunity. To truly live up to that promise, it must also be inclusive, as there are 55 million (and counting) people using crypto across the U.S. alone. And nearly one-third are women, from single mothers using crypto to gain financial sovereignty to artists taking ownership of their work on blockchain.
But the perception of the industry is full of hype and harmful stereotypes, which can deter anyone from embracing it. So on IWD, let’s celebrate crypto for what it is: a tool created to break down barriers and give equal opportunity to all.
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Vasagi Kothandapani, CEO TrainAI, RWS
When I think about International Women’s Day, I always think about two things – how far we’ve come and yet how far we still have to go. Especially in AI, where the decisions being made in boardrooms and data labs right now will echo for generations.
I lead the TrainAI AI data services practice at RWS, where our teams work directly with the world’s leading frontier model builders to prepare the training and fine-tuning data that powers the next generation of AI. For me, IWD is an opportunity to reflect on whether I’;ve been intentional enough – not just well-intentioned. And there’s a real difference. It’s the difference between saying the right words and taking the right actions – it happens when you make deliberate choices, every day, about who’s in the room, whose voice carries weight, whose idea gets championed when they aren’t in the room, and whose growth you’re investing in.
Here’s something that doesn’t get said enough: In AI and STEM more broadly, women remain strikingly underrepresented – not as a historical footnote, but as a present-day reality. In leadership meetings, client conversations, and industry forums, it’s still common to look around the room and count one woman, or none. That’s not rhetoric – it’s a data point. And in an industry that runs on data, we should probably pay attention to it. The organizations getting this right aren’t the ones with the most polished diversity statements. They’re the ones where the people actively shaping strategy aren’t all the same type of person.
In the AI space specifically, the stakes are even higher, more technical. The models being built today learn from the data we curate, and if the teams creating and evaluating that data don’t reflect the diversity of the world those models will serve, they’ll embed bias at the foundation right from the start. In AI, diverse teams aren’t just a nice-to-have – they’re a technical requirement for building fair, responsible, trustworthy technology.
My ask of the AI industry: stop treating diversity as a separate program and start treating it as foundational to AI. Invest in women – not just in hiring, but in sponsorship, in leadership pathways, and in ensuring their expertise shapes the products and strategies that will define the AI era. The window of opportunity to get this right is now. Seize it.
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Karina Flynn, People Partner Director, Zadara
International Women’s Day is an opportunity to look beyond the metrics that so often define women’s success and instead honor women for who they are. Many of us were raised by women whose strength was not measured in titles or accolades, but in endurance, courage, and vision. They fought for access to education, financial independence, and opportunity. Because of them, we have doors open that once seemed unreachable.
Yet with expanded opportunity has come expanded expectation. Today, women are often measured by degrees earned, promotions secured, families raised, appearances maintained, and countless other visible benchmarks. The pressure to be exceptional in every dimension can quietly turn strength into perfectionism.
This International Women’s Day, we must move beyond celebrating accomplishments and ask why so many accomplished women still question their worth. A woman’s worth is not a checklist, nor does it rise or fall with productivity. Strength can mean setting boundaries, prioritizing mental health, choosing a different path, or allowing space for reinvention. True progress will come when women are recognized not only for what they achieve, but for who they are, without needing to prove they are enough.
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Jessica Nowlin, Vice President, Tax Research, Vertex
Elevating women in tax is more than just a checkbox; they are part of the engine behind industry innovation, championing collaborative work and fresh ways of thinking. Our unique perspective does more than just challenge the status quo. It breaks down silos and delivers better results.
However, we still have to acknowledge the hurdles. Many women still navigate the ‘invisible labor’ of managing a household alongside a demanding career. If you’re feeling that weight, my advice is to lean into your network. Go beyond attending industry events and intentionally seek out communities of people who resonate with you on a genuine level and understand the unique challenges of your career. These connections forge authentic relationships and can be transformational gateways for both career growth and personal support.
Across industries, even niche ones like tax tech, the support you offer today tends to reverberate throughout your career. It may seem like a small step but when you’re mentoring, coaching, or simply advocating for a peer, you’re creating trust and reliability that is foundational for long-term success. When we stand by one another, we build individual confidence and a stronger, more inclusive future for our industries.
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Wendy Frazier, Chief Technology Officer, Brightly Software, a Siemens company
Enterprise technology today is largely driven by a core mandate: unlock productivity. This is increasingly reshaping leadership across the industry, and more women are stepping into the roles driving it forward. We’re seeing greater representation of women not only in technical roles like front- and back-end engineering, but also in software design, solution-driven architecture, and platform strategy. In decision-making that shapes how organizations operate, how data flows, and how innovation reaches customers, women have a more prominent seat at the table.
Modern software environments demand leaders who are adept at iterating rapidly, learning quickly and recalibrating when plans don’t go as expected. Women have long embodied these traits across industries, but within high-performing technology teams, they’re at an inflection point. As organizations double down on AI, automation, and data-driven decision-making, the next decade of competitive advantage will be shaped by leaders who understand both technical infrastructure and the underlying human impact. The influence of women here will accelerate, strengthening not just the technology itself, but the organizations and markets it serves.
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Jessica Hammond, Senior Director Product Management-AI, Protegrity
This International Women’s Day, I am reflecting on what it means to be a woman building technology at a time when AI systems are gaining unprecedented autonomy. As machines begin to reason, generate and act with increasing independence, the defining question is not only what these systems can do, but who is shaping how they do it. Women are not standing on the sidelines of this transformation. We are leading it.
Over the past decade, I have had the privilege of leading product and engineering teams, scaling autonomous AI systems, and bringing generative AI into secure, regulated environments. One truth has remained constant: how we build matters as much as what we build.
Women in technology are defining this next era of AI with technical excellence, operational rigor and ethical clarity. As capabilities advance faster than the policies surrounding them, our leadership is essential, helping ensure accountability is built directly into the systems we design.
Today, we celebrate the women engineers, product leaders, researchers and executives who are shaping technology with integrity and humanity. On International Women’s Day, we celebrate not only progress, but the women actively building what comes next.
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Kelli Stephens, Director of Product Marketing, Securin
Research shows that companies with strong female leadership provide better returns on?equity,?profits, and?innovation?through decision making. So, why aren’t more companies looking at how they can support and promote women more proactively in the workforce faster?
For example, over the past 50 years, women’s representation in STEM has increased from 8% to about 28%. That’s meaningful progress. But women make up nearly half of the overall U.S. workforce and remain underrepresented in technical roles, particularly in senior positions where major decisions are made.
STEM jobs already account for about a quarter of total employment and are projected to grow much faster than non-STEM roles over the next decade, and if women are not fully represented in these fields, we are limiting the talent driving one of the fastest growing parts of the economy.
When representation declines from junior to senior roles, it highlights a gap in long-term career development for women. Advancement in STEM is not just about entry-level access. It requires sustained support, clear promotion pathways, sponsorship and leadership opportunities over time. Without intentional structures that help women advance across decades-long careers, organizations risk losing experienced talent just as that expertise becomes most valuable.
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Patty Lin, HR & Operations Director, Luminys
International Women’s Day gives me a reason to pause. It is a meaningful opportunity to recognize how far we have come, while also acknowledging that equity is something we still have to intentionally build, especially in the tech industry. Representation has improved, but in many spaces it is still uneven.
Throughout my career, I have often been one of the few women in the room. Those experiences shaped how I view leadership. They taught me to speak clearly, advocate for myself, and make sure others have room to do the same. Presence alone is not enough. People need space to contribute and influence decisions.
For me, that commitment is grounded in straightforward values. The first is equity over equality. This means ensuring individuals have the support and opportunities they need to succeed, rather than treating everyone the same. The second is visibility. It involves actively recognizing and amplifying the contributions of women across all levels of the organization. Finally, advocacy. This requires speaking up in key moments to ensure diverse voices are represented and included in decision making.
For women entering the workforce, your perspective is not something to minimize. It informs how you solve problems and how you lead. Take on challenges even when you feel unsure. Ask questions and build relationships. Growth often comes through discomfort, and confidence builds through action. My hope is that we reach a point where representation feels routine rather than measured. That success is defined not by the barriers we break, but by the impact we make. Ultimately, I hope we reach a point where equality is so embedded in our workplaces that we no longer need a dedicated day to recognize it, because everyone has an equal seat at the table.
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Susan Odle, CEO at StorMagic
International Women’s Day is a time to recognize the progress women have made and reflect on the journeys that drove that progress. When I entered my career in technology more than 25 years ago, the industry was overwhelmingly male dominated. However, I chose to step into that environment and focus on delivering results, while understanding that being a woman was not a limitation. It brought strengths that shape how I lead, communicate and build teams to this day.
I began my career in straight commission sales and worked my way through leadership roles to the CEO seat I hold today. Throughout that journey, I have seen that performance, resilience and discipline ultimately drive success. No career path is linear, and growth comes from learning through each challenge along the way.
In challenging markets and uncertain times, steady leadership, open communication and diverse perspectives make organizations stronger. My advice for women building a career in any male dominated field, committing to the long game, continuing to learn and leaning into your strengths is not just important, it’s imperative and powerful. Our perspective, persistence and leadership belong in every room where decisions are made.
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Mena Coticelli, Account Director at Theorem
International Women’s Day is a reminder that progress for women at work has to reflect the reality of women’s lives. In advertising and marketing, more women are entering and leading in senior roles. In fact, women now hold roughly 54% of C-suite executive roles in advertising and creative industries. But there is still a gap at the very top and in final decision-making authority. The next step is getting more women into true decision-making roles where strategy turns into ownership.
As a working mother of two young children, I also know there is an invisible load many women carry. Meaningful support has to go beyond statements. It needs to transpire in the form of fully paid leave, flexibility that actually works in practice, and leaders who approach performance with empathy and trust. When companies back up their words with measurable action, women can look beyond just having a seat at the table and instead set their sights on leading it.
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Leanne Taylor, Chief Revenue Officer at Syspro
In an ideal world, we wouldn’t need a day to spotlight women at all. 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, I value the role it plays in raising awareness, creating space for important conversations, and amplifying voices that deserve to be heard. If it encourages reflection, action, and meaningful change, then it serves a purpose. The real goal, of course, is to build workplaces and industries where opportunity and recognition are consistent, not occasional.
In an industry that is typically very male-dominated, I’ve only once not had a male leader. But I’ve been sponsored by many women and men in my career, 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. I’ve learned that waiting to be invited into the room can mean waiting indefinitely, particularly for women who may not have had champions advocating for them.
That’s also why I believe so strongly in looking beyond job titles and traditional experience to identify people’s real strengths. There are often women in organizations who haven’t been fully recognized or stretched because they haven’t followed a conventional path. It’s our responsibility as leaders to create space that enables them to step forward. Sponsor them through opportunities and connections. That’s one of the things I’m most proud of since I joined Syspro last year – we have brought in and promoted more women than ever before into more senior roles, ensuring that their voices and valued opinions are heard and that our business growth accelerates.
Particularly today as AI reshapes organizations, we have a real opportunity to rethink skills, not just roles. We need to prioritize re-skilling, 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 organizations by design, not by exception. Inclusivity is about creating a sense of belonging, where people want to be and they want to succeed.
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Kellee Classey, Head of Human Resources at C3 Integrated Solutions
International Women’s Day is a reminder that progress doesn’t happen because we say it should, it happens because we build it into how we operate. This year’s theme, “Rights. Justice. Action. For ALL Women and Girls,” resonates with me because equity is not abstract. It shows up in hiring decisions, in how pay is structured, and in whether people feel safe raising concerns. Those aren’t cultural talking points, they’re operational choices.
In industries like cybersecurity and defense, we already understand the importance of structure, accountability, and compliance. Equity should be approached with the same rigor. That means clear expectations, consistent decision-making, and transparency around how people grow and advance. When we intentionally design fair processes and hold ourselves accountable to them, opportunity becomes predictable and sustainable – not dependent on who you know or how loud you are. Real progress is measurable. And it requires action.
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Laura Heisman, CMO, 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% 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.”
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Lihy Teuerstein, CEO at IDE Water Assets
International Women’s Day has been around for 115 years. Since its inception, women have made incredible progress, marching toward a gender equal world. Yet, in some industries, like infrastructure, women are still underrepresented. In fact, today, women account for 10.9% of the construction workforce in the United States – a reminder that meaningful work still lies ahead. Industries must continue to prioritize diversity as it strengthens innovation, decision-making, and long-term success within organizations across the world.
At IDE, we’re committed to building a diverse, inclusive, and equitable workplace. This commitment has helped cultivate a strong community of thoughtful, talented women leaders. I have a front row seat to the greatness of this group and today is a good reminder to loudly celebrate the immense impact they have. Here’s to another year of breaking barriers.
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Betsy Doughty, Vice President of Partner Marketing, Hammerspace
Gender equality advances when we choose to build it – deliberately, consistently, and together. Throughout my career, whether leading employee resource groups, running WILD (Women Inspiring Leadership Development), mentoring women at CU Leeds, or learning from mentors myself, I’ve seen that progress doesn’t happen by accident; it happens through intentional connection. The theme Give to Gain reflects what I’ve experienced firsthand: when we give time, advocacy, and opportunity, we gain perspective, growth, and stronger communities in return. What I’ve experienced firsthand is that when we give time, advocacy, and opportunity, we gain perspective, growth, and stronger communities in return. Nowhere is that more evident than in mentorship and networking, and particularly women learning from other women.
Mentorship changed everything for me. Early in my career, mentors recognized my potential before I could articulate it myself. They listened, advocated, and created opportunities that altered my trajectory. They showed me that great mentors don’t hold talent in place – they help it move forward. Over time, I stepped into mentoring roles of my own, offering guidance, opening doors, and supporting women at pivotal moments in their careers. What surprised me most was how much I gained in return: clarity, self-reflection, fresh perspective, and the privilege of watching confident, capable leaders emerge. You don’t need to be at the peak of your career to mentor; you simply need to share what you’ve learned so far.
Networking plays a similarly powerful role. For women, especially, access to networks builds visibility, confidence, and a sense of belonging. Creating intentional spaces for connection fosters shared language around growth and leadership, turning individual success into collective momentum. For me, Give to Gain is not an abstract idea—it’s a lived experience. Every time we choose to lift one another as we climb, we strengthen not just individual careers, but the foundation for lasting gender equality.
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Meaghan Riley, Chief Commercial Officer at Convera
On International Women’s Day, I think about the women who have influenced me – from my mother and grandmothers to the women in technology who showed me what was possible. My grandmother, who passed away last year at 106, lived long enough to see a world where women could open bank accounts, lead companies, and sit on boards.
While we have seen important gains – women now hold just over 30% of board seats in Russell 3000 companies and lead 11% of Fortune 500 organizations. These numbers also tell us that representation at the top remains the exception.
This year’s theme, Give to Gain, is a powerful leadership challenge and asks each of us – especially those in positions of influence – to move beyond good intentions and take concrete action so talent can rise regardless of gender. For me, it’s about investing time, sharing knowledge, and opening doors so that others can go further, faster. At Google, I was proud to serve as an executive sponsor for Launchpad for women, helping thousands of women build AI skills to lead in this moment. At SAP, I saw firsthand how intentional investment in women leaders created a ripple effect that still shapes the technology industry today.
As Chief Commercial Officer at Convera, I believe our responsibility is to move beyond statements to action: mentoring, sponsoring, and creating visibility for women. Progress in gender equity is not a zero-sum game; when women thrive, teams perform better, innovation accelerates, and organizations become more resilient.
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Gabriele Fanta, CHRO at Körber
It’s clear that the organizations that will outpace the market in the decade ahead are those that treat culture as a corporate currency. At Körber, we build on trust, collaboration and performance. This is our operating model as a globally empowered organization. In a fast-moving, AI-enabled world, a healthy and strong culture is key to technology.
This year’s IWD theme, ‘Give to Gain,’ resonates deeply with our leadership approach. Leaders who empower the people gain quality, resilience, and achieve accountability. Culture is a growth asset, not an HR topic. Progress happens when technology and people move aside ahead—our job as leaders is to design the culture that makes innovation and value creation sustainable and to grow our people.
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Monica Kumar, CMO at Extreme Networks
This International Women’s Day, remember progress accelerates when we give back. And when we give, we gain. If you’ve had a mentor, become an inspiration to someone else. If you’re a team leader, advocate, and champion your people. If you’re beginning your journey, honor those who help you by paying it forward. When we lift each other up, we create a brighter future for everyone.
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Dwan Jones, Director of Inclusive Strategies and Engagement, Center for Cyber Safety & Education at ISC2
Cybersecurity will be defined by the people shaping its leadership and direction. In a profession entrusted with protecting critical systems and global economies, that responsibility carries weight. Expanding women’s representation across technical, nontechnical and executive roles influences how risk is understood, how strategy is set and how trust is built in the systems that power our daily lives.
The decisions organizations make now about advancement, visibility and authority will determine sustainability of the field in the years ahead. Progress will not happen by default. It requires sustained, collaborative and deliberate action. Initiatives like the Global 50×50 Initiative, powered by the Center for Cyber Safety and Education and ISC2, reflect that commitment, working toward a future where women represent 50% of the cybersecurity workforce by 2050. On International Women’s Day, we reaffirm our commitment to ensuring women are positioned to shape the future of cybersecurity at every level.
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Jennifer LuPiba, Vice President of Marketing, Cayosoft
I didn’t grow up planning a career in cybersecurity; I was on track to teach 7–12 language arts. But while finishing my master’s, I was also doing marketing for a Microsoft partner and fell hard for this industry. Cybersecurity moves fast. It matters. Identity security, especially, is the lifeblood of an organization. You’re protecting access to everything, people, data, operations. It sits at the intersection of technology, geopolitics, human behavior, and risk. It’s fascinating and deeply meaningful work. I realized I could help organizations tell that story, enable sellers, and elevate leaders. And I never looked back.
To promote diversity in cybersecurity, leaders have to be intentional. Diverse voices are there, but they may not be the loudest or most self-promotional. If you want different perspectives, you have to actively seek them out, ask for help finding them, and be deliberate about who you elevate on stage, in front of analysts, and in the media. When I chaired a conference, I was challenged to increase speaker diversity. Instead of getting defensive, I asked for help and that changed everything. The talent was there. We just had to look differently and widen the circle.
On a personal level, I am a mom of five children. I’ve experienced the bias firsthand. I was once passed over for a promotion because I was pregnant. I’ve also been quizzed on show floors to prove I actually understand Active Directory. Those moments didn’t define me, they sharpened me. My advice? Align yourself with leaders who value performance over assumptions, build a strong support system, and walk into every room knowing you belong there.
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Lorri Janssen-Anessi, Director of External Cyber Assessments, BlueVoyant
I find myself reflecting on how profoundly cybersecurity is changing, and how women in this field are uniquely positioned to lead in this moment. The threat landscape is no longer solely driven by human attackers working over weeks or months, it is increasingly shaped by automation, AI-enabled reconnaissance, and constant scanning at machine speed. There is a decisive transition from reactive to proactive defense, and security forward resilience. In the midst of this evolution, the role of women in cybersecurity is becoming more critical, not less. Women continue to shape strategy, influence risk decisions, and lead the shift to innovative and proactive thinking.
So many of my female colleagues came into cyber through unconventional paths that include the military, intelligence, engineering, policy, or governance. That diversity in experience is an advantage in a field that now demands systems thinking and cross-disciplinary leadership. As this field evolves, the ability to connect technical insight with strategic context is essential.
For me, International Women’s Day is a moment to recognize that the evolution of cybersecurity and the rise of women in cyber leadership are happening in parallel. We are mentoring the next generation, modernizing security practices, and helping organizations understand the real risk. The future of cybersecurity will not be defined by tools or technology, but by the people who are shaping it. It is important that women continue to have a seat at that table.
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Angela Spease, CEO, ISSE Services
I didn’t grow up planning to work in cybersecurity. My path evolved as I stepped into leadership within our company and saw firsthand how critical security is to national defense and to the organizations that support it. What keeps me here is the mission. Cybersecurity isn’t just technical work — it’s about protecting people, preserving trust, and strengthening the systems our country relies on. Once I understood that impact, it became more than a career path; it became purposeful work.
As a woman in a defense-focused industry, there have been moments when I’ve had to establish credibility quickly and clearly. I learned early that preparation, professionalism and persistence matters. Over time, results speak louder than assumptions. As a leader who wants to promote diversity, the answer isn’t complicated: create access, mentor intentionally, and hold high standards for everyone. The defense community needs diverse perspectives because complex threats demand broad thinking — and strong leadership makes room for both.
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Mary Yang, Fractional CMO, Neon Cyber
On International Women’s Day, I find myself reflecting on my journey in cybersecurity—from the technical rigor of MITRE to the high-pressure environment of cyber startups. My career has taught me that strategic growth is impossible without a culture that prioritizes professional excellence over exclusionary stunts.
Innovation is born from the ability to spot patterns and play out ‘what if’ scenarios that others miss, but this requires high-performing teams that have cognitive diversity.
And to entice diverse, high-performers to join the field or to stay in it, we must build environments where women can leverage their natural curiosity to solve complex challenges without requiring them to navigate unprofessional industry norms. This means moving past the era of “Hacker Summer Camp” relics—like the topless-optional pool parties that are still happening today—and toward spaces that foster genuine collaboration.
Trust, which is so critical in cyber, gets built by working together to deliver authentic, research-driven value and outcomes. I hope anyone who’s in a position of power in this industry takes the chance to reject outdated thinking around “networking events” that would embarrass or enrage your mother or your partner and to focus instead on how to create a safe space for imagination, innovation, and experimentation.
Let’s commit to being the architects of a professional community where we measure success not just by the win, but by the integrity of the environment we’ve built for the next generation of cyber professionals.
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Holly Grant, SVP AI Acceleration & Strategy at DXC Technology
The breakthroughs happening in AI right now don’t come from technology alone — they come from leaders willing to build in uncharted territory. This moment demands something specific: the willingness to sit with complexity, challenge assumptions, and design for people, not just systems. And I’ve watched women in my career consistently step into that space — often when others won’t.
At DXC, we’re building AI-native products from the inside out — stress-testing them across our 115,000-person organization before they ever reach a client. It can be messy, and it’s always iterative work. It requires teams who aren’t afraid to question whether the elegant solution is actually the right one.
What I’ve learned is that inclusive innovation isn’t a philosophy you declare — it’s a practice you protect. It means creating rotational opportunities so emerging talent gets real reps, not just exposure. It means building cultures where experimentation is expected, not rewarded as exceptional. And it means being honest that AI will reshape every role in the enterprise — and ensuring women are involved in shaping how, not reacting to it after the fact.
This is what drives me: building technology that makes every person’s contribution exponential. Today, I’m grateful for the women who showed me what that looks like.
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