Give to gain: Why backing women in ICT is smart business

When I reflect on my journey in ICT, I don't think about titles or promotions.  I think about the women who backed me before I believed I was ready.

This International Women's Day, Give to Gain is not symbolic. It is strategic. Backing women in tech builds stronger leaders, stronger teams and stronger businesses.

Where confidence begins

The first woman who shaped my career was my mother.  When I was ambitious but unsure, she helped me build something more important than a CV. Confidence. She talked me through setbacks, challenged my thinking, and reminded me of my potential when I could not see it myself.  That resilience still drives me.

I have since been surrounded by women who recognised potential and chose to back it - my sister, my family, colleagues, and leaders.

Belief builds confidence. Confidence changes careers.

The leaders who challenged me

Early in my career, women leaders trusted me before I trusted myself. They gave me responsibility early. They asked for my thinking. They expected ownership, not hesitation.

That trust built capability.

When I began working with Sapna Bhatia, Co-Founder and Head of Human Resources at Adactin, that standard continued.  I moved from Learning and Development into HR, Operations and then broader leadership. The biggest shift was not the title. It was the expectation. Instead of giving answers, Sapna Bhatia would ask, "What do you think the way forward is?"

That question built judgment. And judgment builds leaders.

Leadership is not fixing everything

Stepping into the leadership team forced a shift.  My instinct was to fix problems immediately. It felt efficient, responsible, safe.  I remember watching a junior offshore team member prepare to present to the leadership team. My first instinct was to jump in and fix everything. This time, I paused. I guided, offered advice, but let them lead the presentation.

They delivered a seamless outcome. Yes, a small mistake happened, but they caught it and corrected it themselves. That moment hit me. Trust is more powerful than intervention.

Every time I solve the problem, I remove someone else's growth opportunity. Leadership is not about having all the answers. It is about building capability in others.

I had to learn to pause. To ask instead of answer. To let my team make hard decisions. When they work through complexity themselves, they build confidence. Confidence builds trust.

Human intelligence is the advantage

Technology is accelerating. AI and automation are reshaping how we work.  As systems become smarter, human capability becomes more valuable. Trust drives engagement. Ownership drives performance. Development drives retention. People stay where they are stretched and supported.

Representation is the starting point

Today, our People and Culture team includes 13 women out of 15, over 85% representation within a tech organisation.  That matters.  But representation alone is not the outcome.

The real impact is seeing women speak with confidence, own decisions and step into roles they once questioned.

Retention is not about comfort. It is about growth. And growth requires leaders willing to give opportunity before certainty exists.

Give to gain

Back someone before they feel ready.  Trust them with responsibility. Ask for their thinking.

Let them grow.

That investment shaped my career. It shaped my leadership. It strengthened our business.

I put this principle into practice today: a rising star I backed has grown into a mid-level manager, leading her own projects in just two years.

Backing women in ICT is not a gesture.  It is a growth strategy.