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Voices of Innovation
Dana Baradei, Global Head – Brand & Corporate Comms, CEQUENS
To accelerate action, businesses must rethink success criteria, expand executive training to address barriers women face, and build leadership pipelines that unlock new perspectives, driving innovation and business growth. The good news is more women are stepping into leadership roles in tech, with leaders like Reem Asaad at Cisco and Ola Doudin at BitOasis being two of my favorite examples. At CEQUENS, 40% of the VP team are women, proving how diverse leadership strengthens decision-making and deepens connections with employees and customers. Sustained progress now depends on embedding these changes into long-term business strategies, not just diversity initiatives.
Sonali Basu Roy, Marketing Manager, Bulwark Technologies
I strongly believe in undertaking various measures to combat gender bias in technology. These measures include providing diversity training to hiring managers, establishing standardised & fair evaluation criteria, technical skill training to women once hired, and actively reaching out to diverse candidate pools amongst other measures. Technology can promote women’s equal rights and opportunities to learn, have their voices heard, access key services, expand their businesses. Technology also enables in women empowerment, so that men & women can participate as equal partners in all walks of life. Artificial intelligence (AI) and machine learning are increasingly used in hiring practices to analyse patterns of discrimination by organisations.
Yara Milbes, Vice President – Marketing, Lucidya
With accountability going beyond empty promises; companies should publish annual gender pay audits and the pay gap must not only be corrected but made illegal, with governments enforcing criminal penalties for wage discrimination. Closing the leadership gap is also crucial—boardroom diversity mandates must be industry standards. In the Middle East, policies must go beyond “flexibility” to include extended paid parental leave, childcare support, and strict anti-discrimination laws. Real change demands enforcement, transparency, and consequences—because equality should never be optional.
Professor May El Barachi, Head of the School of Computer Science, Engineering, and Information Sciences, University of Wollongong in Dubai
Companies must actively promote women into senior leadership roles, providing visible role models who inspire the next generation. Diverse boardrooms ensure broader perspectives that shape inclusive innovations. Finally, education and awareness are key—hands-on tech workshops and events for girls can normalize STEM fields and make them more accessible, accelerating progress toward true gender equity in the industry.
Fatma Ashkanani, Chief Corporate Officer at Khazna Data Centers
The tech industry must act decisively to close the gender gap. When businesses prioritise gender equity, they don’t just empower women; they fuel innovation and long-term success. Now is the time to accelerate action.
Dr. Sana Amairi-Pyka, Lead Scientist for Quantum Communications at the Technology Innovation Institute (TII) in Abu Dhabi, UAE
In quantum science, women are significantly underrepresented. Beyond encouraging more women to enter the field, we must ensure they have the mentorship, funding, and leadership opportunities to stay and succeed.
Dr. Fatma Taher, Associate Professor, Assistant Dean for Research and Outreach at Zayed University
To accelerate action and close the gender gap in tech by IWD 2025, the industry must commit to transparent diversity goals, invest in STEM education for girls, and create inclusive workplaces. Promoting women to leadership roles, addressing pay gaps, fostering male allyship, and supporting women returning to tech are critical.
Morgan Demboski, Threat intelligence analyst, Sophos
I take pride in our commitment to addressing the gender pay gap. Our HR and leadership teams conduct comprehensive reviews, implement structured budgets, and establish sustainable processes to ensure fair pay and career growth opportunities for women in cybersecurity. Encouraging self-confidence is key—something I believe is vital for everyone, especially women navigating this field.
Heather Mahalik Barnhart, SANS Fellow and DFIR Curriculum Lead
Real change happens when we stop just talking and start doing. That means creating opportunities, mentoring women in tech, and actively challenging the biases that still exist. I’ve seen firsthand that when we push for real action — whether it’s hiring, promoting, or simply ensuring women’s voices are heard, it does move the needle.
Kanessa Muluneh, Investor/Serial Entrepreneur
Women stand out by default in male-dominated industries like tech. Tech companies need to realise that women always juggle multiple responsibilities. Helping women manage all their responsibilities will make them perform better. Think about offering childcare at work or working from home possibilities.
Fadia Ayad, Senior Director & Country Manager, UAE & Gulf, F5
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.
Vibha Thusu, Industrial Automation (IA) eCommerce Program Leader – Marketing & Communications at Schneider Electric
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 organisation.
Joumana Karam, Head of Marketing at Acer Middle East and Manager of Business Development
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 customised training on diversity.
Dr. Priyanka Sainani, Founder at Hygge
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.
Martine Billmann, Marketing Manager, Middle East, Türkiye and Africa, Genetec
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 prioritising inclusive policies and creating an environment where all talent can thrive, we can accelerate progress and build stronger, more innovative teams.
Franziska Huber, PR & Communications Lead for Europe, Middle East, Africa and India, Western Digital
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.
Rima Taha, Director of Comms, Huawei ME & CA
To truly ‘Accelerate Action’ for IWD 2025, the tech industry needs to implement real changes. First, hire fairly, with equal opportunity and unbiased practices. Second, invest in long-term mentoring programs & in women-led initiatives to empower women to grow in their careers. Third, create inclusive workplaces & implement gender-responsive policies, where everyone feels safe and valued. And last, set clear, measurable goals for leadership levels. By taking these proactive steps today, the tech industry can actually drive real change and build a truly equal future.
Nadine Welly, Inside Sales Director – CEEMETA, Dell Technologies
To Accelerate Action and close the gender gap, diversity and inclusion must be a business imperative. Strong female representation in the workplace creates a culture where women feel valued, supported, and empowered to thrive. At Dell Technologies, we are committed to bridging the gender gap. We support our female employees through dedicated groups like Mosaic, Women in Action, and True Ability.
Haidi Nossair, Sr. Director – Client Solutions Group – META, Dell Technologies
The tech industry must take bold steps to close the gender gap faster, and mentorship plays a pivotal role in this journey. Personally, having strong mentors has shaped my career – offering guidance, confidence, and access to opportunities I may not have pursued otherwise. At Dell, we believe each of us has the power to make an impact.
Amal Al Marri, STEM Program Manager at ASPIRE
Industry leaders must invest in mentorship, ensuring women have role models to guide them. Companies should commit to inclusive hiring and leadership development, embedding diversity in decision-making. Finally, visibility matters. When women see others leading in AI and STEM, they believe, ‘That could be me’.
