Empowering women in tech: Insights from industry leaders

International Women’s Day on the 8th of March gave us the opportunity to pause and reflect on the progress made by so many women in our industry 

With the technology field dominated by men, it can be a daunting prospect for women seeking a career in this industry. But it doesn’t have to be. While we still have a long way to go in terms of equality, there are plenty of women who have broken down barriers and made it a little easier for women to thrive.  

Here, we’ll share some top tips for women to feel empowered in the tech industry, with insights from some of the female leaders in our business. 

1. The recruitment process 

Recruitment is the first step in encouraging more women to embark on a technology career, but unfortunately so many companies are still getting it wrong. For women to feel excited about a role in tech, it needs to really appeal to them and not just feel like a ‘tick-box exercise’, particularly if they have no prior tech experience. 

Katie Msabaha, Head of Project Management at Nasstar, said: "To recruit more women, businesses should expand their talent pool beyond those with specific role experience. In the interview process, questions like 'tell me how you would...' could be more beneficial than 'tell me about a time you did...' when assessing critical thinking and problem-solving skills."

Rather than seeking replicas of existing teams, hiring managers should focus on transferrable soft skills such as stakeholder management, communication, resilience, collaboration, and public speaking to find coachable talent. It’s also critical that organisations provide the right type of environment for women, whether that’s remote working, flexitime, or hybrid solutions. 

2. Inviting men to the conversation 

Men have a vital role in encouraging and empowering more women in the tech industry.  

To ensure the momentum of change continues, men need to be a part of the conversation, both through allyship and conversations with other men. There needs to be a shift in attitude and outdated views on women in the workplace, particularly in tech. But without other men becoming allies and calling out this behaviour, progress will stagnate.   

3. The power of mentorship 

Katie says: "Women should never underestimate the power of a mentor. Being able to bounce ideas off a sounding board who has experience in the areas you want to grow in will help you organise your thoughts, build confidence, and navigate challenges that may otherwise feel isolating. 

"A good mentor doesn’t just offer advice. They provide perspective, encouragement, and can help you see pathways you might not have considered on your own. Many mentors naturally evolve into sponsors - people who actively advocate for your growth, champion your achievements, and help create opportunities when you’re not yet in the room. For women in tech, where representation in leadership roles is still developing, having those advocates is key to breaking down barriers, expanding networks, and building a visible presence. 

"An important message I took away from the National Women’s Day event at Microsoft was a reminder that mentoring is a two-way relationship: while mentees gain knowledge and guidance, mentors themselves benefit by gaining fresh perspectives, strengthening leadership skills, and contributing to a more inclusive, supportive industry. By fostering these connections, we not only empower individual women but also strengthen the tech community."

Mentoring involves sharing personal or professional experiences to guide individuals toward their goals, offering direction based on expertise. Having multiple mentors can be beneficial to women seeking a successful career in tech, particularly those in varying roles and degrees of leadership.  

Coaching can also be beneficial in supporting individuals to discover their own solutions, fostering personal growth without needing prior knowledge on the topic. While both roles support individual development, mentors share their experiences, benefitting both mentor and mentee, while coaches help individuals find their own answers.  

If you’re already working in technology and you’re keen to support other women break into the industry, offering your guidance as a mentor or coach is a great way to do it. 

Justine Javelosa, New Business Sales at Nasstar, said: "Throughout my career, I’ve been fortunate to have sponsors who advocated for me, many of whom were men. Whether at Microsoft Norway, New Signature, or now at Nasstar, these mentors have bet on me, opened doors, and pushed me forward. A recent talk I attended by Pam Raynard reinforced that sponsorship isn’t about gender - it’s about having the right people who recognise your potential and advocate for your success."

4. The impact of AI 

There’s no doubt that artificial intelligence is impacting the workplace for everyone, but it’s important to note that this could also interrupt career aspirations for women. Managing and navigating the AI landscape effectively is important for empowering women to take advantage of the AI opportunity, rather than shy away from it.  

Karen Sharp, Service Operations Director at Nasstar, says: "AI is front of mind for many of us and as women in technology, we should be embracing it to help us edge further along in our careers. For businesses, AI tooling should be used to open up opportunities for women and support the work life balance that so many women aspire to achieve."

5. Addressing bias through accountability 

Addressing bias through accountability in the tech industry requires a combination of structural changes, cultural shifts, and individual responsibility. 

Justine says: "During a keynote at Microsoft’s International Women’s Day event, I raised the question of how we actively remove bias, as it undeniably exists. One key insight uncovered is that true leadership and sponsorship focuses on accountability over assumptions, and real advocacy isn’t about gender – it's about leaders who recognise talent, provide honest feedback, and create opportunities based on merit."

To reduce bias in an organisation, businesses should actively address it. Several methods can be used to do this, including: 

• Mandatory bias training 
• Allyship programs 
• Publishing transparent diversity reports 
• Establishing fair hiring and promoting practices 
• Establishing zero-tolerance policies for discrimination and harassment 
• Building strong networks and employee resource groups (ERG) 

 What we’re doing at Nasstar 

At Nasstar, we place a strong emphasis on empowering the women in our organisation through our Women in Tech ERG. Fostering a culture of inclusion, this group provides mentorship and supports career development opportunities for women in the business.  

As part of this group, we have an Early Careers programme, focusing on attracting and nurturing young female talent through apprenticeships, internships, and graduate roles. A further initiative is our comprehensive Health and Wellbeing policy which includes a special focus on menopause support.  

Women often juggle multiple roles, and recognising there needs to be a balance between professional development, family commitments, and societal expectations is key.  

Kate O’Brien, Marketing Director at Nasstar, says: "There are many common challenges we face as women. It’s vital that we support each other through these shared difficulties, opportunities and experiences. Finding a network of like-minded women and allies can help to build the support system we all need."

Keen to join other successful women the tech world? View our recruitment openings and start your journey.