Tech leaders call for real action on women in cyber

Technology and cybersecurity leaders are urging organisations to match International Women's Day messages with concrete action on diversity, career progression and leadership.

Executives from Arctic Wolf, HCLTech, Zscaler and Hitachi Vantara say women remain underrepresented in senior technology and security roles, despite steady gains at entry and mid-career levels.

They point to structural barriers, informal promotion systems and uneven access to high-pressure assignments as persistent obstacles. They also argue that inclusion is now a core operational issue as artificial intelligence and cyber threats reshape business risk.

Senior women across the industry cite the International Women's Day themes of "Balancing the Scales" and "Give to Gain" as a lens for how leaders design roles, assign opportunities and develop future talent.

Their comments focus on three areas: how diversity affects cyber defence; how organisations build equality into technical pathways; and how leaders develop and back female talent.

Security diversity

Kerri Shafer-Page, Vice President of Incident Response at Arctic Wolf, links diversity directly to outcomes in cyber incident response.

"Incident response requires rapid analysis, creative problem solving, and clear decision-making under pressure. Diverse teams bring a broader range of perspectives and approaches to complex problems, which is invaluable when confronting sophisticated cyber threats.

"Different experiences and thinking styles help teams challenge assumptions and identify attack patterns that might otherwise be overlooked. In security, that diversity of thought can directly improve detection, containment and recovery outcomes.

"Inclusive leadership plays a key role in unlocking those benefits. Leaders who create environments where every team member feels confident contributing insights, regardless of seniority or background, enable faster collaboration and better decision making during critical moments."

"Cybersecurity is a team sport. When organisations foster inclusive teams with diverse expertise and perspectives, they build stronger, more resilient defences against evolving threats," Shafer-Page said.

She says the focus on balancing representation is especially relevant in security operations and incident response.

"Creating greater equality in cybersecurity means ensuring women have the same access to hands-on technical experience, high-impact projects and critical response roles that shape careers in the industry.

"In practice, that starts with removing structural barriers that keep women out of deeply technical tracks, such as assumptions about who is suited to engineering or incident response roles. Organisations need to actively support women in areas like threat hunting, digital forensics and security operations, where expertise is built through real-world exposure.

"It also means building environments where women are encouraged to take on high-pressure roles such as incident response leadership. These positions are often the fastest path to credibility and advancement. By ensuring women are equally represented on security operations teams and major response efforts, organisations not only balance opportunities but strengthen overall capability.

"Ultimately, equality in cybersecurity isn't just about representation. It's about making sure women are present and empowered in the most technically demanding and strategically important parts of the field."

Leadership pipelines

Shafer-Page says organisations need clear systems that govern how women move into senior posts.

"Organisations need to move beyond intention and implement measurable practices that support equitable advancement.

"First, leadership pathways should be transparent. Clear criteria for promotion, defined technical leadership tracks and open access to high-visibility projects help ensure advancement isn't driven by informal networks.

"Second, mentor programs and sponsorship are critical. Mentorship helps women build technical confidence and professional networks, while sponsorship ensures leaders actively advocate for talented individuals when leadership roles or major projects arise.

"Third, organisations should invest in targeted development opportunities such as incident response training, executive leadership programs and advanced technical certifications to ensure women are positioned for senior security roles.

"Finally, representation matters. When women see leaders who have progressed through technical security roles into executive positions, it reinforces that leadership in cybersecurity is achievable and valued."

Wendy Koh, Vice President of Sales, Asia Pacific at Hitachi Vantara, links the issue to the impact of digital transformation and artificial intelligence on talent markets.

"Digital transformation and AI adoption continue to reshape how organisations compete and grow, placing renewed focus on attracting and retaining skilled talent across the technology sector. While more women are entering the industry, supporting them as they transition from mid-career roles into leadership positions remains an ongoing challenge.

"Through my experience leading regional teams, I've seen that mentorship alone does not always translate into advancement. Many talented individuals, particularly women transitioning into leadership roles, remain underrepresented not due to lack of capability, but because opportunities are not actively created for them. Meaningful progress happens when leaders have open career conversations and place trust in people before they feel fully ready, enabling them to step into bigger roles and grow with guidance along the way.

"Leaders play an important role in creating environments where people feel encouraged to speak up, develop their strengths and keep growing, helping organisations build stronger and more resilient teams for the future."

Systemic barriers

Sonia Eland, executive Vice President and Country Manager for Australia and New Zealand at HCLTech, describes a pattern of attrition at senior levels despite higher female participation earlier in careers.

"As a woman who has spent her career in the technology sector, International Women's Day is both a moment of pride and a moment of reflection. Over the years, I have seen more women enter technical and digital roles, bringing talent, ambition and fresh perspective into the industry. Yet I have also seen how quickly those numbers thin out at senior levels. Too many capable women stall at mid-career, not because they lack ability, but because the pathways to leadership are often unclear, informal and uneven.

"Progress in tech has never been limited by women's potential. It has been limited by systems that reward visibility over contribution, familiarity over diversity, and confidence over competence. These dynamics are rarely intentional, but they are deeply embedded.

"As artificial intelligence and automation reshape the way organisations operate, inclusion in leadership is no longer optional. The decisions being made today will define whose voices shape the future. Real change requires more than well-meaning policies. It demands sponsorship, transparency and cultures that actively create space for diverse leadership.

"This International Women's Day is an opportunity to move beyond symbolism and commit to building an industry where women are not only present but truly empowered to lead."

Personal choices

Some leaders frame the themes through career choices and individual risk-taking at work.

"This International Women's Day, the theme 'Give to Gain' resonates deeply with me because the greatest gains in my career have come from what I was willing to give: my time, my curiosity and sometimes my comfort.

"Over three decades in tech, I've learned that you don't grow by staying where it's safe. You grow by saying yes to opportunities that stretch you, even when you're not completely certain. After years in sales, I moved into service delivery and led large teams. While I was capable, I realised it wasn't for me. That experience wasn't a failure; it gave me the clarity to pivot back into sales leadership with renewed purpose.

"I also see 'Give to Gain' in how we show up for others. Many women have asked me for advice on their next step-often informally, through real conversations about confidence, career choices and making progress in increments.

"My message this IWD: give yourself grace to try something new. Apply even if you don't tick every box. And if the answer is 'no', ask why-because understanding the gap is how you turn a setback into your next gain," said Sonja Johnson, Senior Director, Channels and Alliances, ANZ, Zscaler.