Four senior women in the sector have their day on what comes next to make parity real.
Wendy Komadina – APJC Head of Channel and Interim Head of ASEAN, Cloudflare
“Women represent ~50% of the population, however, the reality is that women don’t have a seat at 50% of most boardroom tables.
We’re more commonly faced with limitations in following a linear leadership path due to family care responsibilities and access to disposable income due to pay parity gaps, so more often we find ourselves often at crossroads, having to compromise on investing in our own education and training to bridge into new career paths and to acquire skills, particularly in the fast-paced technology sector.
Accelerated remote and flexible work arrangements allow women to juggle the family and career in parallel, particularly in the technology sector where software companies are leading.
Other ways organisations can support women is to provide opportunities for inclusion in decision-making. That does not mean inviting a token female into a meeting but going that one step further in consciously making females responsible and accountable to own important projects and consciously building diverse teams. This gives women visibility and an opportunity to develop along with their male peers.”
Prayna Prasad – Country Manager for Marketing ANZ, Cloudflare and Global Lead, Womenflare, APJC
“We need to not only place women in power, but also empower women.
The reality is that many women still juggle significant responsibilities in their personal lives while pursuing a career, whether it’s taking care of children, elderly family members, or the responsibilities of running a household.
It’s about establishing an environment where female employees feel supported, such as working remotely or having flexibility in traditional work hours.
However, the responsibility extends beyond the employer. Government assistance is crucial in encouraging and supporting women in advancing their careers.
In Australia, women need more substantial support, without this, the number of women in senior positions will remain limited and we may witness a rise in maternal burnout.
We cannot continue to demand that women work as if they don’t have children while simultaneously expecting them to fulfil maternal duties as if they don’t work.”
Claire Dawson – Head of APAC Sales, Endava and Chief Commercial Officer at Mudbath, an Endava company
“Training, resources and funding are essential for the inclusion of women in technology, and when combined, we empower women throughout the industry.
More broadly, training helps women attain core skills or extend their knowledge and experience to advance their careers by grasping more technical or business understanding.
This extends to educating organisations on what women and diverse teams bring to the table when it comes to innovation and strategy.
A systemic change could not only attract younger generations to explore roles in technology but allow them to learn from an early age to engage in situations and conversations where they otherwise might feel like they don’t have a voice amongst the men in the room.
We need to create that change in the industry for women to be aware and confident that they can add value and drive results towards a better outcome.
On a policy focus, it’s all about supporting women through different stages of their careers and their personal lives.
Whether it’s support during motherhood with truly flexible hours and inclusive workplaces or celebrating female leaders by encouraging them to own their influence through industry platforms like events, blogs and media engagements.
Equal pay should be a given.”
Yvonne Thomson, Vice President, Equity, Diversity & Inclusion, OpenText
“Managing doubt is a reality for everyone in the workplace, but gender bias burdens women with self-doubt more frequently.
During these moments, it’s important for women to lean on our networks that reminds us that we are enough and are equipped with the capabilities needed to succeed.
Re-entering the workforce after maternity leave or an extended period to support children or aging parents is another roadblock experienced by many women.
Organisations must create opportunities for mentorship with others who have gone through this experience, build robust career development and skills training to instil confidence and encourage collaboration with managers to develop a re-entry plan.
With the right resources and embracing our unique perspectives and strengths, women can continue to advance in their careers confidently – inspiring one another to be the catalyst for positive change within our industry.”
