IWD: Bias, barriers and breaking through

For me, IWD is deeply personal. As a transgender woman, attending an IWD event early in my transition journey became profoundly affirming.

For the first time in my career, I felt like I truly ‘fit’ among my industry peers. It was an experience that illuminated the power of IWD: a day where ALL women, including intersectional women that have historically been underrepresented, are acknowledged and heard.

Exposing the gender gap: When expertise meets bias

As a ‘late bloomer’ who transitioned well into my career, the gender gap in the tech sector is hard to miss – I have the benefit of seeing it from both sides. While so many of my male colleagues have been supportive, after transitioning I experienced what many women in technology have long endured. I was in a meeting with an internet security provider that I was considering working with, when one of the men in the room started to explain the basics to me. Yep, the dreaded “mansplain”! It’s not the only occasion since that I’ve experienced dismissal, condescension, and having my expertise questioned, simply because of my gender. The contrast was stark—where I was once accepted and respected as part of the “default” in the industry, I suddenly found myself being treated differently, despite my 25+ years of experience. Some of this stems from a damaging and demonstrably inaccurate stereotype: that women aren’t naturally inclined toward technology. Such a perspective seems to forget the immense contributions of women like Ada Lovelace, Grace Hopper, Hedy Lamarr, and the early female programmers who built modern computing’s foundations. It also ignores contemporary leaders at the forefront of current computing hotspots—people like Krysta Svore in quantum computing and Irene Solaiman in responsible AI development.

The true purpose of DEI

In the current political environment, we are being bombarded with talking points that claim diversity, equity and inclusion (DEI) activities aim to advance people without merit. This, too, misses the point entirely; which is that DEI is seeking to redress inherent societal and workplace biases against minorities, including women. It means going beyond token representation, and redressing systematic biases. Businesses must actively challenge these outdated assumptions – not just on IWD, but every other day – through inclusive hiring practices, promoting within teams, and creating and fostering environments where women and others (we’re in this together!) – can thrive. Sometimes the issues that need to be addressed are more obvious, sometimes they are more nuanced, perhaps insidious. It’s important to engage with the folks you are wanting to include within and outside your organisation to find the ‘blind spots’ in your practices that may not be apparent to the dominant organisational culture currently in place.

The case for inclusion: for businesses of all sizes

Beyond being the ‘right thing to do,’ DEI makes good business sense. Companies with diverse perspectives and lived experiences are better at identifying risks, uncovering opportunities, and creating products serving broader audiences. It’s not just about some abstract concept of ‘representation’; it’s about smarter decision-making and stronger outcomes. And inclusion is not just for large corporations, with dedicated DEI departments and teams. Smaller businesses can weave inclusive practices into everyday operations through inclusivity-aware hiring practices, flexible work arrangements, and fostering cultures where employees bring their full selves to work.

Redefining strength: Authenticity in leadership

The different perspectives that DEI brings aren’t just valuable for the technical or operational aspects of our work. They fundamentally reshape how we understand leadership itself. The strength of diverse teams comes precisely from embracing different lived experiences and the varied leadership qualities they bring with them. One harmful leadership myth is that strength means detachment, and that vulnerability, empathy or sensitivity equals weakness. I reject this; true leadership is about authenticity. Leaders like Jacinda Ardern demonstrate that these often maligned traits can be incredibly courageous and inspiring. Women shouldn’t need to adopt a “tough as nails” persona to be taken seriously. Workplaces need to value the full spectrum of leadership qualities, including emotional intelligence and collaboration. Command-and-control approaches are outdated; diverse leadership styles foster innovation and trust, they are essential for navigating today’s challenges.

From one day to every day: Making lasting change

IWD is a powerful day for awareness, reflection and action. But true progress happens in the everyday moments. The barriers women face won’t disappear overnight, but consistent effort can break the “tech bro” culture, creating workplaces where all women including cis, transgender, intersectional flourish. Businesses must commit to sustained change embedded deeply within their organisational DNA, to withstand temporary winds that seek to uproot them. The responsibility extends beyond diversity officers or HR; it belongs to every leader, decision-maker, every team, and every individual. The work of equality isn’t finished. Let’s continue marching forward, making workplaces not just more inclusive, but more successful for everyone.

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