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Noshaba Jabeen, Partner Account Manager, Redington
“Honestly, I don’t see a gender gap, we’ve progressed significantly in bridging it. The real issue isn’t the lack of women in tech, but how their voices are received. Assertiveness is mistaken for aggression, confidence for arrogance. The real ‘action’ we need is to normalize strong female leadership without questioning it. Let women lead, speak, and challenge the norm – without second-guessing. When inclusion stops being a “diversity KPI” and starts being the norm, that’s when we’ll know we’ve truly accelerated change, personally and professionally.”
Neetha Menon, Operations Manager – Marketing, Intellisoft
To foster a truly inclusive workplace, organisations must ensure a safe and respectful environment, supported by clear anti-harassment policies. Bias training and inclusive cultural practices should be implemented to enhance diversity. Fair recruitment and equal pay structures are vital to promoting equity. Creating networking opportunities and celebrating visible role models further strengthens support for women in tech, encouraging greater participation and leadership.
Kinnari Gandhi, HR Manager, Mitsumi Distribution
To close the gender gap and build a more equitable, diverse future, the tech industry must take immediate, impactful action—starting with a cultural shift that values diverse perspectives, inclusive recruitment, zero tolerance for discrimination, equal opportunities for growth, and pay equity. Consistent commitment to these principles will drive lasting change.
Sabine Salloum, Partner Business Manager – South Gulf, Commvault
Accelerating change means removing barriers—not just identifying them. In tech, women are still underrepresented in core functions like sales and engineering, with the gap widening at leadership levels. Too often, diversity becomes a priority only when it’s already a problem. True progress requires intentional hiring, clear growth paths, and mentorship that empowers women to rise into leadership. When we create space for more women in strategic and technical roles, we build real role models—and help the next generation believe their place in tech isn’t just possible, it’s expected.
Nigina Bender, Head of Sales – META & Pakistan, Jabra
To truly accelerate action, the tech industry must move beyond surface-level initiatives and implement real, systemic change. First, companies should reimagine flexibility—not as a favour but as a strategic advantage—by normalising remote work, outcome-based performance metrics, and on-site childcare. Second, leadership pipelines must be actively built, not just encouraged, with sponsorship programs that push women into decision-making roles. Third, tech conferences and panels should mandate gender balance, ensuring women’s expertise is seen and heard. Lastly, men must be active allies, driving policy changes that make diversity the norm, not an afterthought. Change happens when action is intentional.
Gunika Arora, Marketing Manager – EMEA Emerging Markets, Quest & Kyriba
“Closing the gender gap in tech requires bold, measurable action—now. Companies must prioritise equitable hiring, ensure pay transparency, and create inclusive workplaces where women can thrive. Investing in mentorship, and leadership development will empower the next generation. Leaders must be held accountable for progress, tying diversity goals to business success. AI and technology should be leveraged to eliminate bias, not reinforce it. True innovation comes from diverse perspectives, and accelerating action today will shape a more inclusive, equitable future for all. The time for change isn’t tomorrow – it’s now.”
Lena Halbourian, Senior Regional Marketing Lead – EMEA’s Emerging Markets – CEE, CIS, and META, Commvault
Accelerate Action isn’t just a theme. It’s a call to do more and faster. In tech, closing the gender gap requires real commitment, not just conversation. Companies must actively sponsor women, not just mentor them. Pay gaps should be audited and fixed. Diverse hiring must be intentional, with clear paths for women into leadership. Seeing women at the top isn’t just inspiring, it’s necessary for real innovation. Flexible work should be the norm, not a privilege. And men must step up as allies, using their influence to open doors. The time for slow change is over. Let’s accelerate action, together.
Aparna T. A., Senior Enterprise Analyst, ManageEngine
First, leaders should actively mentor and sponsor junior women, ensuring they have the same support provided to men to rise into leadership roles. It’s also crucial to increase the representation of women at tech summits, giving them platforms to inspire others and showcase their contributions to the industry.
Rania Wehbi, IBM Business Unit Leader, Gulf Business Machines (GBM)
To close the gender gap in tech, the industry must take decisive action. Despite progress, women remain underrepresented, particularly in leadership and decision-making roles, with unconscious bias continuing to influence hiring and promotion. To drive real change, organisations must implement measurable policies such as gender diversity targets in leadership and pay equity audits, ensuring accountability.
Sara Lewis, Director of Communications – EMEA, Cloudera
We can accelerate action in the workplace by changing the industry narrative. Amplifying women’s voices and visibility across all departments in an organisation will emphasise the breadth of opportunity in our dynamic industry. We also need to show leaders how diversity in teams not only brings different skills and behaviours but truly adds value and drives progress.
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NEWSLETTER SUBSCRIPTION
Voices of Innovation
The theme ‘Accelerate Action’ for IWD 2025 is a powerful call to stop talking and start doing. We’ve spent years discussing diversity and inclusion, but it’s now time to move from awareness to tangible action. For the tech industry, this means embedding these values into every layer of the organization.
Vibha Thusu
I’ve seen firsthand how difficult it is to break into spaces that actually make room for women leaders, not just as token speakers, but as thought leaders shaping industries. We need more ‘unbiased’ stages that amplify women-led innovation platforms where female founders can showcase their work, ideas, and solutions to the right audience and investors.
Dr. Priyanka Sainani
We are committed to fostering a fair, inclusive, and high-performing workplace—one where diversity is not just welcomed but actively embraced, respected, and encouraged. By prioritizing inclusive policies and creating an environment where all talent can thrive, we can accelerate progress and build stronger, more innovative teams.
Martine Billmann
On a corporate level, It is critical that HR policies and practices are adapted to further accommodate women in the workplace without causing them to sacrifice their important roles within their families. This could include flexible working hours, equal advancement opportunities, and customized training on diversity.
Joumana Karam
Companies can actively encourage early interest in STEM professions by participating in school partnerships or sponsoring workshops (e.g., WD All Girls Hackathon). Businesses should also revise their recruitment and promotion strategies by using gender-neutral language, ensuring diverse decision-making panels and applying gender-neutral criteria like skills, effort, responsibilities and working conditions.
Franziska Huber
Organisations must create a more welcoming space for women interested in IT roles, including ensuring that recruitment processes are free from unconscious bias, getting the right processes in place to ensure women feel comfortable in their role, and encouraging women to pursue new roles, including promotions, within the organisation.
