The industry speaks: Celebrating International Women’s Day 2025

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

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

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

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

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Nalini Gowda
Information security analyst at AUSCERT

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

Frances Du
Senior security systems administrator at AUSCERT

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

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

Vishaka Wijekoon
Senior information security Analyst at AUSCERT

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

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

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

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

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

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

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

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

Joanne Wong
Chief marketing officer at Exabeam

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

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

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

Mandy Scott
Principal sales engineer, ANZ, at Fastly

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

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

Jaime Li
Senior marketing manager, APAC, at Genetec

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

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

Renata Bastalic
General manager – people and culture, at Tecala

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

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

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

Zoe Smith
Human resources generalist at BeyondTrust

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

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

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

Helen Masters
Managing director, APJ, at Smartsheet

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

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

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

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

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

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

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

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

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

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