Breaking barriers: Overcoming challenges for women in the IT sector

The IT sector, a dynamic and rapidly evolving industry, offers endless possibilities for innovation and progress. However, for women, the journey through this field is often accompanied by unique challenges that require resilience, empowerment, and collective action to overcome.

Navigating cultural barriers

One of the most significant hurdles facing women in the IT industry is the challenge of fitting into the workplace. Many women I know encounter subtle biases and exclusion under the guise of not fitting the "culture".

This exclusion isn't always about qualifications or skills but rather rooted in assumptions about what the ideal employee looks like. Such biases can leave women questioning their place in the industry.

I have found the first step toward overcoming this challenge is self-belief. Women must remind themselves that their capabilities and talents are valid and valuable.

Additionally, organisations must work to redefine workplace culture to be more inclusive, ensuring that diversity is not only accepted but celebrated. Companies should actively create policies that foster diversity and educate employees on unconscious biases.  At the same time, being willing to treat everyone equally and remove the 'leader' label fosters genuine conversations with both subordinates and peers, without the weight of seniority or titles. This approach also empowers people to feel confident and speak up when needed.

The gender leadership gap

Despite progress in recent years, gender diversity in leadership roles remains a persistent issue. A 2024 global survey revealed that women hold only 31% of senior management positions in the Asia-Pacific region, a slight decline from 32% in 2023. This decline highlights the ongoing struggle to break through the glass ceiling.

To address this, I believe companies need to implement mentorship and sponsorship programs that provide women with direct access to senior leaders. By fostering an environment where women can seek guidance, receive career advice, and develop essential leadership skills, organisations can actively pave the way for more women to step into leadership roles.

Additionally, companies should conduct regular diversity audits and assess promotion policies to ensure equal opportunities for women in career advancement. I'm proud to share that at Hitachi Vantara, as part of our ongoing commitment to sustainability leadership, we have a goal to achieve a 30% ratio of female people leaders by fiscal year 2030. 

Empowering through support networks

The importance of support networks cannot be overstated and creating spaces for women to share experiences and uplift one another is vital. Some examples include the Employee Resource Group (ERG) Women of Hitachi that focuses on supporting and empowering women in the workplace. In my experience, these networks not only provide emotional support but also amplify women's voices and help them navigate career challenges.

Paying it forward is another powerful way to foster an inclusive workplace. By mentoring others, offering guidance, and advocating for equal opportunities, individuals can contribute to a culture where everyone—regardless of background—feels supported and empowered.

Encouraging connections within organisations, where male colleagues actively support their female counterparts, also plays a crucial role in strengthening these networks. Over the years, I've been fortunate and grateful to work with inspiring leaders who have embodied this commitment through action.

Work-life balance and flexible policies

Work-life balance is a critical factor in retaining women in the IT sector. Many organisations have made strides in offering flexible work arrangements, including hybrid work models and parental leave policies.

However, I believe there is still room for improvement. Companies must ensure that these policies are not only available but actively encouraged and normalised across all levels of the organisation. This will be a significant step forward in supporting women to balance work and personal responsibilities as they progress and ultimately create a healthy and positive workplace reinforcing both empowerment and diversity.

Recognition and equity

Recognition is a powerful tool for fostering an inclusive workplace. Whether through formal awards or simple gestures like thank-you notes, acknowledging women's contributions helps build a supportive environment.

Equitable recognition goes beyond eliminating biases - it involves actively honouring each individual's unique contributions and making sure their voices are heard.

Additionally, companies can consider establishing clear evaluation metrics that ensure promotions and salary increases are based on merit rather than gendered perceptions of competence. Encouraging transparency in hiring and promotion decisions can also contribute to greater equity within organisations.

Encouraging the next generation

Inspiring the next generation of women to enter the IT industry is crucial for sustaining progress. Programs such as "Women in IT" days, which provide young women with exposure to the industry, can make a significant impact.

Moreover, increasing visibility of successful women in IT through conferences, public speaking engagements, and media representation can inspire young women to see themselves in tech careers.

The road ahead

Progress toward gender equality in the IT sector requires sustained effort. Key initiatives such as mentorship programs, flexible work policies, and equitable recognition practices are crucial in breaking down barriers.

Women in the IT industry have made significant strides, but the journey is far from over. By supporting one another, challenging biases, and advocating for systemic changes, we can reshape the industry into one where diversity is not just a goal but a cornerstone of innovation and success.
 

 https://www.linkedin.com/pulse/grant-thorntons-global-survey-reveals-regression-xkqxc/