How inclusive tech workplaces can empower more women

Enabling gender diversity through inclusive policies and recruitment, leadership clarity and commitment, and an empowered environment.

The tech sector of today has come a long way – gone are the days where it is often known as a male-dominated industry, as we are witnessing a higher percentage of women representation in leadership or management positions or other roles of significance across many companies in Australia and the wider APAC region. Yet despite arriving at this crucial juncture of greater gender parity and diversity over the years, the consensus generally is that: 'Women in the tech workforce still face obstacles and workplace challenges that are prevalent in the industry, thereby impacting their experiences and opportunities from gender bias that's being perpetuated.' Because yes, let's face it – there is still the narrative out there that criticises new mothers for being unable to juggle their responsibilities at home and at work, or character assassination of women who are perceived to being unable to handle digital or tech-savvy roles, or the various misogynistic prejudices that are thrown against what women can or can't do.

In reflecting on this present state of affairs, while it spotlights the strides of improvement we have made as a progressive society with the rising employment numbers of women in digital roles, however, it evidently underscores that we need to do more (and better!) as inclusive organisations to change outdated mindsets and unproven narratives. I believe it is not far-fetched to say that all of us are accountable in one way or another for keeping women out of tech – a barrier that can be overcome when we propagate better awareness and early technical education for girls in a unprejudiced and supportive environment, so that eventually, we can root out the bias that scientific and technical jobs are only meant for men.

As an HR professional in Orange Business Australia and New Zealand, I cannot emphasise enough with how we have continuously strived to build and empower a workplace where everyone feels respected, valued, and enabled to grow. At a time when the tech industry requires gender-diverse perspectives in driving innovations forward, enhancing smarter decision-making, and winning market share and deals together through more inclusive solutions and services, HR plays a most decisive role than ever – from fostering inclusive mindsets and enabling equitable opportunities to strengthening inclusive hiring and developing diverse talents.

For starters, companies are in the position to create a place where everyone can be their true self, and where diversity and differences are embraced and celebrated. By truly believing and understanding that gender inclusion can help unlock innovation, boost the bottom line and expand economic opportunities, this will encourage more women to sign up for tech careers and help them with finding their balance in juggling professional and personal responsibilities, while not lacking the courage, motivation, or support system to pursue leadership roles.

As the first CAC 40 company to sign a global agreement on gender equality and anti-discrimination in 2019, we have walked the talk by developing pioneering programs that are aimed not only at attracting women talents but also accelerating gender diversity within our tech teams. One such initiative is our Hello Women programme launched in 2020. The underrepresentation of women in tech professionals on a global level is rather glaring though not necessarily surprising; the needle is moving but just not as fast as we had hoped. In G20 countries, women hold just 22% of STEM jobs and represent just 35% of STEM graduates in higher education – a figure that has not changed over the last 10 years! Through Orange's Hello Women programme in over 20 countries, we are fully committed to rise above those figures; to date, there are 35.2% of females in our overall workforce with about 25.4% in digital and tech roles. With a focus on four main pillars centered around the program's delivery – namely, Raise Awareness, Recruit, Retrain, Retain, and (Support as the newest pillar) – we are determined to keep our goals all-encompassing and multi-pronged.

This means that beyond increasing the number of female employees in our workforce, we are building up the grassroots in middle and high schools by fostering engagement among students in STEM fields; executing professional upskilling and reskilling in competencies like data, AI, and security for the various profiles of our female employees; as well as enabling an environment that is conducive to their development for a fulfilling career path. We have onboarded the expertise of more than 400 mentors for this initiative that has guided more than 40,000 girls and women to start careers in tech since 2020. Our newest pillar 'Support' is about accelerating the growth of startups led by female founders or co-founders, essentially nurturing entrepreneurship through business opportunities.

I'm extremely thankful to be part of the Australia and New Zealand team where I'm empowered to be myself, contribute to the overall business goals, and feel valued and belonged in my role to perform the best that I can; the Business Enablement Partner of the Year 2025 award that I recently received from the organisation is a humbling reminder yet powerful motivator for female employees like myself that we can thrive doing what they do in tech or digital companies with the right support, environment and culture, mentorship, and trust.

Be a Changemaker!

To create the change for women's role in tech is to first truly believe that women belong in tech – whether by innovating, leading, coding, or simply inspiring. It is only with a strong belief, mindset, and leadership by example that companies can promote inclusion in tech and drive the profound impact that they want to see within their organisations. By addressing the existing gender disparity through education, recruitment partnerships, and internal policy enhancements, we are poised to trailblaze the change in these areas of development: 

i)                Raising early awareness at school level.

ii)              Talent attraction through proper profiling and inclusive recruitment.

iii)             Supporting career transitions by enabling integration (such as women who return from maternity leave or breaks) or change in position.

iv)             Pipeline retention with equal opportunities and career pathway.