After attending the TXCFW last year, I wrote an article for LinkedIn talking about Women in Tech. it received a lot of attention, I think, because it resonates so well with many of us in the profession

I’ve been reflecting on my own career journey and the opportunities I’ve had, as well as the ones I’ve strived to create within my teams. Today, I want to emphasize two crucial aspects: hiring more women and nurturing them once they’re part of the team.

1. Hire More Women: Breaking Through Bias

While the importance of hiring more women in tech is widely acknowledged, translating this awareness into action can be challenging. Personally, I’ve scrutinized our hiring candidate pools for software development and similar roles, revealing a stark gender imbalance. In a pool of 100 male candidates, there was often just one woman. To my former recruiters, I appreciate your efforts to minimize bias, but I actively sought ways to navigate these hurdles. I consistently sought out qualified individuals, often discovering opportunities for deserving women in tech. Collaborating with our outsourcing firms, I advocated for the inclusion of women in each batch of resumes they presented. Even with that, I must admit my success rate hasn’t been outstanding. Recognizing this, I acknowledge the need for improvement and remain dedicated to this cause because of its paramount importance.

If you have open roles, look for those qualified women to fill them. Have junior roles? Look for up and coming women to bring onto the team. Are you a women looking for your next role? Apply, don’t wait to be asked. If you apply and get told no, then ask for the feedback about why you didn’t get a role. It can help you get more prepared for the next time.

2. Be the Voice of Change: Mentoring and Advocacy

I take pride in having elevated numerous leaders in technology, with a significant portion being women. Whether guiding them into technical leadership roles or managerial positions, I embodied the change I wished to see. Often finding myself as the only female Sr Tech leader in a room, I made it a mission to alter this landscape. I mentored, coached, advocated, and pushed my female leaders to reach their full potential. While this approach extended to all my leaders, I admittedly pushed many of my female colleagues a bit more.

As women, we frequently wait until we feel 100% qualified or in the perfect life situation. From an outsider’s perspective, achieving 100% in anything is an illusion. This is why I actively encourage the women on my teams to take risks. These women are already strong and capable, and I make sure the entire team and leadership recognize it.

It’s not just about filling quotas; it’s about recognizing and unlocking the potential that exists in every individual, regardless of gender. Let’s continue advocating for change and creating environments where everyone, irrespective of gender, feels empowered to take on challenges and lead. Together, we can reshape the landscape of tech and ensure diversity is not just a buzzword but a lived reality.