For the last year, I have served as Vice Chair of the Advancing Women in Technology Interest Group within GTIA, working closely alongside the Chair, Amanda Stewart.
Back at our 2025 partner conference, I interviewed Amanda, owner of Illuminate IT, to learn more about her career as a female leader in a male-dominated industry and to explore what meaningful progress in tech could look like.
Watch the full interview here or read on for some of the key highlights ...
For many leaders in the tech sector, early exposure to tech plays a defining role in shaping confidence, curiosity and long-term career direction. Access to learning opportunities and encouragement to explore them can often be the difference between seeing technology as intimidating and as empowering.
Reflecting on pivotal moments in her career, Amanda shared how early exposure to technology helped build both confidence and curiosity. Starting out in a typing pool, although she enjoyed the role, the technology, by her own admission, was really archaic. One moment stood out: when new computers arrived in the office one day…
“Being 19 and really bored, I unboxed them and ended up teaching the typing pool howto use the computers…”
Early-career experiences like this reinforced a core belief that still guides her leadership today: technology should empower people, not intimidate them. Amanda also quickly recognised that tech was an industry defined by constant change, which she found energising.
“It was like the ‘new thing,’ and we were moving from mainframes to Windows computers. I just thought this is an industry where things are going to change really quickly and be quite exciting and something I want to be involved in.”
Historically, the tech industry has not always been designed with flexibility in mind, particularly for those balancing leadership ambitions with caring responsibilities. For many women, this lack of choice has influenced not just how they work but also where and who they work with.
For Amanda,the decision to start her own MSP business was driven by both ambition and personal motivations. At a time when flexible working was virtually unheard of,she found herself needing a model that allowed her to balance leadership with family life.
“The organisation I worked with didn't do flexible working. It wasn't a thing back then, and that was kind of the main driver.”
Alongside flexibility, she also identified a wider gap in the market: the absence of truly values-led IT providers.
“I saw areal gap in the market for an IT company that was value-led and looked after people and the planet, not just profits.”
This combination of values, flexibility and purpose became the foundation of the business she built and continues to influence how she leads today.
Despite progress over recent years, many women in technology still encounter barriers related to representation, workplace culture, and confidence, particularly in environments where they are in the minority.
Like many women in the industry, Amanda faced significant barriers early in her career, from being the only woman in the room to experiencing overt misogyny.
“Being in a room with 500 men was quite daunting, especially when you're quite young. I did face quite a lot of misogyny, which thankfully has decreased as the years have gone on.”
She also spoke candidly about imposter syndrome, noting that while it’s often framed as a female issue, it’s more universal than many realise, though many women may be less encouraged to push through it.
While visibility, networks, and advocacy for women in tech have grown, structural inequalities persist, often in ways that are less visible but no less impactful.
“I can’t believe we’re still talking about this in this day and age, but women are still paid less for doing the same job.”
She highlighted the need for practical toolkits that help businesses support women more effectively across life stages, noting that policies around fertility,menopause, caring responsibilities and flexible working don’t need to be complex, just intentional.
Inclusive cultures don’t happen by accident. They are shaped by leaders who actively prioritise relationships, challenge assumptions and create environments where people feel supported to grow.
As both an MSP owner and Chair of the GTIA Global Women in Technology Interest Group,Amanda sees advocacy as a natural extension of business culture.
“Business is all about relationships; it’s just part of the DNA.”
For young women considering tech careers, her advice centres on values, culture and personal fulfilment:
“Find a business that you feel you would fit in with. Work isn’t work if you enjoy it.”
She also stressed the importance of allyship, particularly leaders who are willing to challenge,stretch and advocate for women.
“Sometimes taking them out of their comfort zone can be inspirational.”
This discussion highlighted that the future of tech depends on normalising life stages so that women don’t feel forced to choose between career progression and their personal lives. If one thing could change tomorrow, Amanda believes it would be greater transparency and standardisation around parental and life-stage support.
“Benchmark it and make it publicly accessible so that women can know the kind of businesses that they're working for before they set foot in the door.”
Whether you’re a leader, peer, or aspiring professional,there’s a role to play in fostering inclusivity. Consider what allyship looks like in your environment, how to embrace flexibility, and how you can contribute to a culture where everyone can succeed.
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