Championing women’s equality, inclusion, and empowerment in tech

The tech industry has long been synonymous with innovation and disruption. However, when it comes to gender equality, there is still progress to be made.

Despite evidence that a more balanced gender mix in the workforce can boost performance by 15%, and organisations in the top 25 percent for gender diversity are 27% more likely to outperform their national industry average regarding profitability, women continue to be noticeably underrepresented in the tech sector.

Globally, women comprise only 35% of the tech workforce, with even fewer holding leadership positions. In Asia, the numbers are even more concerning, as women occupy just 14% of executive roles in the industry.

These figures highlight an urgent need for deliberate action to close the gender gap and create opportunities for women to thrive in tech. In honour of International Women’s Day and its theme, For All Women and Girls: Rights. Equality. Empowerment., let us explore how the tech industry can champion equitable and inclusive workplaces.

Breaking down barriers in the tech industry

For decades, women in tech have faced systemic challenges, including underrepresentation, unconscious bias, and limited access to leadership opportunities. Male-dominated workplace cultures have made it harder for women to rise to senior positions, while a lack of visible female role models in leadership compounds the problem.

Some organisations are taking meaningful steps to address these challenges. Microsoft has launched initiatives such as DigiGirlz, which provides high school girls with opportunities to learn about careers in technology, to tackle the underrepresentation of women in STEM from an early age.

Accenture is another example of an organisation that has committed to achieving a gender-balanced workforce by 2025, implementing programmes like mentoring for women and unconscious bias training for all employees.

Strategies for fostering inclusion

Creating a truly inclusive workplace requires more than just hiring more women. It involves cultivating an environment where they can thrive, contribute meaningfully, and advance their careers.

One effective strategy is mentorship and sponsorship. Mentorship programmes can help women navigate the challenges of the industry, while sponsorship ensures that women are actively supported in their career progression by leaders who advocate for them. In addition, having male champions of change at senior levels of the organisation who actively support and sponsor women is also critically important as a strategy.

At Exclusive Networks Asia-Pacific, this is led by our Senior Vice-President for Asia-Pacific and our Regional General Managers in the regions who are strong advocates of diversity and inclusion and actively empower women in the workplace.

Leadership development programmes are equally important. Comprehensive programmes that offer training, mentorship, and networking opportunities to prepare women for executive roles can help create a pipeline of qualified female candidates for senior leadership positions in the tech industry. These programmes equip women with the necessary skills and challenge the status quo by increasing female representation at senior levels.

The importance of organisational culture

A supportive workplace culture is also foundational to gender equity. Regular feedback mechanisms, open communication channels, and recognition of contributions are critical for fostering engagement and retention. Organisations must also address unconscious bias at all levels through training and awareness campaigns.

Exclusive Networks’ commitment to DE&I

At Exclusive Networks, fostering diversity, equity, and inclusion (DE&I) is more than a priority—it is a strategic imperative. As part of our DE&I vision, we have implemented Diversity and Inclusion training for all employees, including unconscious bias training and set clear KPIs to enable the achievement of increasing female representation.

READ MORE: IWD 2025: Building equitable workplaces from the ground up

We are proud of our commitment to increasing female representation at senior leadership and executive levels. To achieve this, we have ensured that women are included in candidate shortlists, expanded female participation in talent development programmes, and invested in training. Importantly, we are very proud of our diverse workforce in Asia-Pacific. Of a total workforce of over 700 employees, 42% of our managers and leaders are women. Most importantly, 50% of our Country Managers are women in Singapore, Vietnam, Indonesia, and New Zealand.

These initiatives reflect our belief that empowering women is not just the right thing to do—it is essential for driving innovation and business success.

A call to action

This year’s International Women’s Day theme, For All Women and Girls: Rights. Equality. Empowerment., reminds us that achieving gender equity is about more than just numbers. It is about creating a world where all women and girls have the opportunities, rights, and resources to succeed.

The tech industry has the power to lead this change. By committing to DE&I, organisations can build workplaces that reflect the diverse world they serve. Whether it is through mentorship, flexible policies, or leadership training, the path to equality starts with deliberate and sustained action.

Exclusive Networks and other organisations across the sector are proving that real change is achievable with a commitment to advancing gender equality. It is time for the tech industry to fully embrace its role as a driver of inclusion, ensuring that the future of work is one where everyone—regardless of gender—is empowered.

About the Author:

Deanna Jenkins is HR Director of Asia-Pacific at Exclusive Networks.