Introduction:

Is the “Lack of Senior Women in Tech leaders role model” an obstacle for aspiring women in tech leaders? This is, to me, a “glass half-empty” or “glass half-full” question.
The answer is up to you!

In my conversations with many emerging women in tech leaders, there has been a voice of challenge that they are facing, and the common tone of that voice label it being an “obstacle” of their career aspiration to advance to a senior leadership/ C-suite position at their organizations.

Quote from Mary (name changed for anonymity), “I don’t see how my path to senior leadership is possible, in my company, there is no woman has ever taken the senior leadership position.”

This article is dedicated to help Mary and other women in tech emerging leaders to choose the “glass half-full” mindset and create their paths to turn the aspiration to accomplishment.

**What are the barriers?**

In 2023 statistics has shown, 26.7%* in Technology jobs are held by women, and there is only 10.9%* of C-Suite positions held by women and only 13%* of senior leaderships (Vice President level) positions held by women.
(Ref *. https://explodingtopics.com/blog/women-in-tech#percentage-of-women-in-tech)

In fact, the total representation of women in big tech jobs decreased by 2.1%* between 2020 and 2022.

This scarcity of women in top leadership positions can lead to a lack of mentorship opportunities, making it challenging for aspiring women leaders to visualize their career trajectories and to find the guidance they need to navigate in the tech industry.

It is essential though to recognize that within this challenge lies a profound opportunity—an opportunity to reshape the narrative, to create a legacy, and to pave the way for the next generation of women in tech leaders.

The journey to the top in tech is seldom a straight path, especially for women. There are many roadblocks - from limited access to high-impact projects to unconscious bias in performance evaluations and promotions, ending in a slower career trajectory.

However, these barriers do not define your potential; they are mere challenges waiting to be overcome. Every obstacle presents an opportunity to show resilience, to innovate, and to pave new pathways for career advancement that are inclusive and empowering. It is not just about climbing the ladder; it is about constructing a new one for yourself and others to follow.

**How to overcome the barriers?**

**Cultivating a Vibrant Professional Network:** The scarcity of women in tech leaders role model is an invitation for you to build a stronger, more diverse network. It is an opportunity to extend beyond the traditional boundaries, to connect with allies across genders and industries, and to forge a supportive community.

This network is not just a resource for mentorship and sponsorship; it is a coalition for change, resilience, and collective growth. It is about creating diverse perspectives that enrich your professional journey and empower you to be a beacon for others.

The key is not to limit yourself. Seek not only women but also supportive male mentors who are experienced leaders in Technology or other industries such as Finance, Human Resources Management, Supply Chain Management. They can be a great resource with insightful perspectives and guidance during your career journey to leadership positions.

Also, it is important to build stronger relationships with individuals from different departments and teams in your organization who can be your sponsors, both male and female sponsors. They are someone who can advocate for you in your absence, someone who will highlight your contributions and give credits to what you have accomplished in front of senior leaders, someone who want you to succeed.

I have been fortunate through out my previous career in the technology sector that I had great male and female mentors and sponsors who trusted me, gave me opportunities, and supported my leadership development journey. And I ensure to create and pass on those opportunities to support other women emerging leaders when I had the chance to. I continue to do that today through different channel and role as an executive leadership coach.

**What should be your next steps?**

**Seize the Opportunity.** The lack of female representation at the top can perpetuate a cycle of underrepresentation in the tech industry. However, this narrative is not set in stone; it is waiting to be rewritten by courageous women like you. This is an invitation to step up.
You can be the role model you wish you had, and to mentor the next generation. You can champion diversity, advocate for equitable opportunities, create an inclusive environment, and lead with empathy and resilience.

A couple of ideas to start developing your leadership. 1) Organize with colleagues and lead an Employee Resolution Groups (ERGs) that builds community, share knowledge, create positive impact that support women and allies on their professional and personal development. Co-lead with colleagues can also create mentorship opportunities for you.

Or 2) Lead open forum discussion on topics that are interesting to employees in your organization including those in different departments. You can create collaboration opportunities among colleagues from different teams as well. It can be done online, in-person, or hybrid model.

Study from McKinsey has shown that effective ERGs drive higher inclusion score, 83%**, vs ineffective ERGs only score 59%**.

(Ref **.: https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/effective-employee-resource-groups-are-key-to-inclusion-at-work-heres-how-to-get-them-right)

Both types of activities are most effective when you have senior leadership sponsors. It also creates opportunities for you to be visible at various levels of the organization.

Conclusion:

Please remember that the scarcity of role models also means a canvas awaiting new stories—your stories. It is a chance to redefine leadership, to show that the unique perspectives and skills women bring to the table are not just valuable but are essential for innovation to create more impact for a brighter future.

In embracing this challenge, you're not just advancing your career; you're lighting a torch for the women who will walk the path after you. You're not just breaking the glass ceiling; you're creating new opportunities for women in tech to have their voice in the conversation, and a chance to lead.

Transform this challenge into a celebration of growth and a collective journey toward a future where every woman in tech feels empowered, supported, and inspired to reach for the stars. Turn this obstacle into a stepping stone, not just for ourselves, but for the generations of women leaders to come.

*Now, have you decided?*
*How do you see the glass half filled?*

Share your experience and thoughts in comments below. I would love to hear from you!

Women in Tech Leaders Key Challenge in 2024: Lack of Role Models for women who aspire to be in the C-Suite in Tech.

Introduction:

Is the “Lack of Senior Women in Tech leaders role model” an obstacle for aspiring women in tech leaders? This is, to me, a “glass half-empty” or “glass half-full” question.
The answer is up to you!

In my conversations with many emerging women in tech leaders, there has been a voice of challenge that they are facing, and the common tone of that voice label it being an “obstacle” of their career aspiration to advance to a senior leadership/ C-suite position at their organizations.

Quote from Mary (name changed for anonymity), “I don’t see how my path to senior leadership is possible, in my company, there is no woman has ever taken the senior leadership position.”

This article is dedicated to help Mary and other women in tech emerging leaders to choose the “glass half-full” mindset and create their paths to turn the aspiration to accomplishment.

What are the barriers?

How to overcome the barriers?

What should be your next steps?

Conclusion:

In embracing this challenge, you're not just advancing your career; you're lighting a torch for the women who will walk the path after you. You're not just breaking the glass ceiling; you're creating new opportunities for women in tech to have their voice in the conversation, and a chance to lead.

Now, have you decided?

How do you see the glass half filled?

Amy Au

Women in Tech Leaders Key Challenge in 2024: Lack of Role Models for women who aspire to be in the C-Suite in Tech.

Introduction:

Is the “Lack of Senior Women in Tech leaders role model” an obstacle for aspiring women in tech leaders? This is, to me, a “glass half-empty” or “glass half-full” question. The answer is up to you!

In my conversations with many emerging women in tech leaders, there has been a voice of challenge that they are facing, and the common tone of that voice label it being an “obstacle” of their career aspiration to advance to a senior leadership/ C-suite position at their organizations.

Quote from Mary (name changed for anonymity), “I don’t see how my path to senior leadership is possible, in my company, there is no woman has ever taken the senior leadership position.”

This article is dedicated to help Mary and other women in tech emerging leaders to choose the “glass half-full” mindset and create their paths to turn the aspiration to accomplishment.

What are the barriers?

How to overcome the barriers?

What should be your next steps?

Conclusion:

In embracing this challenge, you're not just advancing your career; you're lighting a torch for the women who will walk the path after you. You're not just breaking the glass ceiling; you're creating new opportunities for women in tech to have their voice in the conversation, and a chance to lead.

Now, have you decided?

How do you see the glass half filled?

Essential Skills for New Leaders: Mastering the Art of Empowerment & Delegation

Women in Tech Leaders Key Challenge in 2024: Work-life balance and Burnout

Amy Au

Is the “Lack of Senior Women in Tech leaders role model” an obstacle for aspiring women in tech leaders? This is, to me, a “glass half-empty” or “glass half-full” question.
The answer is up to you!