The recent Lionesses Euros victory was a landmark achievement, not only for women’s football but for all women pushing against long-standing barriers to recognition and equality. While we celebrate their historic win, we’re reminded of a familiar reality, that even when women achieve extraordinary results, equality off the pitch and in many industries remains an ongoing struggle.
Despite their victory-growing profile and pay over recent years, the Lionesses still earn a fraction of what their male counterparts do, demonstrating that even in industries in the spotlight are still working towards closing the gap of pay and representation. The parallels of this are not lost in the tech and cybersecurity industry.
As someone who has been part of the cybersecurity industry for several years and actively involved in advocating for women in tech, I know how important it is to continue to bring the discussion of diversity and equality to the table.
Despite years of progress and numerous initiatives to improve diversity, the tech and cybersecurity industry remains imbalanced. Just 23% of tech roles globally are filled by women – a stat that goes even lower at senior levels.
Barriers aren’t always obvious, but they are embedded, from slower promotion tracks, fewer opportunities to mentorship and ongoing pay gaps. In the UK, 75% of mid-career women wait over three years for a promotion, while 40% of women with more than 20 years in the sector have reported waiting over five.
Talented women can be overlooked for leadership roles or just get stuck in a loop of ‘prove it again’ and being held to higher standards for advancing their career while receiving less support.
What’s clear is that representation on its own is not enough. Without tangible support such as clear career pathways, mentorship and sponsorship, the landscape won’t change.
This is why I’m proud to be part of organisations like GTIA and taking on the role of Vice Chair of their Advancing Women in Tech group. I’ve had the privilege of connecting with incredible women in the industry who are driving change and leading the way for others. I’ve witnessed how initiatives that build community and elevate women leaders can shift industry norms, making female leadership less of an exception.
Ignoring a diversity gap isn’t just unethical, it’s shortsighted when it comes to business growth and success. Research consistently shows that diverse teams are more innovative, resilient and profitable. Yet, the environment remains far from balanced, holding back both talent and growth.
So, what does real progress look like?
For organisations, transparent career frameworks, inclusive hiring practices and accountability at the leadership level are crucial. For allies, sponsorship and mentorship need to increase, and bias needs to be called out.
And, for women in tech, it’s vital to keep building your networks, claiming your space and continuing to drive visibility of not just yourself but your peers, too.
No matter the industry, teams perform better when they reflect the world they serve, and the Lionesses showed us what’s possible when talent is backed by investment and belief.
Innovation is at the heart of the tech sector, and it depends on diversity; diversity of thought, skill, background and experience – not just at entry level but at every level. Visibility is a start, but long-term progress requires change, inclusive cultures and accountability. The future of the tech industry depends on building teams with diverse perspectives at every level, enabling everyone to thrive.
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