Thank you to Emily Hill (CEO, Ghyston), Nicola Saner (CEO, Chorus), Ailsa Billington (Managing Director, Proctor + Stevenson), Sophie Creese (Co-Founder, HeyFlow), Clare Elford (CEO, Clue), Duniya Moore (CEO, Illumo Digital), Laura Gemmell (Founder, Taught By Humans), Susie Piggott (People Operations Manager, KETS Quantum), and Jess Middlemiss (CTO, Puraffinity) for sharing your insights. Here's the summary...
Moving Beyond Assumptions
In the fast-paced world of business, it’s all too easy to make decisions based on assumptions - especially in product design or workplace culture. Early in HeyFlow's journey, the founding team often relied on what seemed “obvious,” only to learn that these perspectives didn’t always resonate with customers or colleagues. The lesson? Cast a wider net; seek out voices unlike your own. By prioritising data-led and perspective-led decisions, and inviting input from a diverse range of people, organisations can build products and teams that truly serve everyone.
This same principle applies to company cultures. Too often, businesses guess at what employees want - guided by trends, not true feedback. The message from our leaders is clear: talk to your people, gather real proof points, and never let assumptions set the agenda.
The Power of a Different View
One powerful story from Ghyston was when a female team member moved into a senior delivery role. While the team leaned into the excitement of cutting-edge technology, she zeroed in on the daily friction points - the repetitive processes others overlooked. Her solutions didn’t just improve efficiency; they sparked a fundamental shift in how the team approached challenges.
It’s a great reminder that innovation isn’t always about chasing the “next big thing.” Sometimes, it’s about seeing the everyday through a fresh lens and daring to address the issues that keep organisations from truly moving forward.
Confidence, Sponsorship, and Visible Support
Another recurring theme was the importance of active advocacy. Women in tech rarely push themselves forward in the same way men often do. Building confidence through exposure, mentorship, and sponsorship can help unlock their full leadership potential. It’s not just about doing a good job - it’s about making that work visible, believing in your own abilities, and having allies throughout the organisation who cheer you on.
Organisations make significant strides when they intentionally seek to build women’s confidence - through formal mentorship programs, leadership training, and by teaching managers to “big up” their female team members. It’s a shift from assuming quiet, diligent work will be noticed, to helping ensure it actually is.
Flexibility for Real Life
Career advancement shouldn’t require impossible choices between work and caring responsibilities. The reality is, women are still more likely to take on the bulk of caregiving - whether for children, elderly relatives, or the community. We heard how flexible working arrangements, career breaks, and investing in women’s ongoing development are vital. Not only does this keep talented women current in a rapidly changing tech world, but it makes sure no one loses their momentum during mid-career peaks and pivots.
Most critically, organisations must pay attention to where women’s careers often stall - typically around mid-career when life’s challenges accumulate. By digging deep into promotion practices, parental leave policies, and workplace norms, companies can spot the stumbling blocks and design supportive solutions that keep women’s careers on track.
Inclusion is Everyone’s Responsibility
True advocacy and inclusion goes beyond HR policies; it’s about what happens every day, in every meeting and project. Our leaders called out the need for everyday inclusion - embedding it into recruitment, mentorship, and decision-making practices. And the payoff is huge: when diverse perspectives are heard and valued, creativity flourishes and previously overlooked opportunities are unlocked.
Organisations must also recognise that women in tech are often steered towards “softer” roles, missing out on the technical tracks where their input is most needed. Deliberate sponsorship, valuing different kinds of thinking, and mentorship for women in technical roles ensures talent isn’t lost to stereotype or assumptions.
The Mindset Shifts That Matter
Many of our leaders spoke about the personal journey to leadership - and the mindset shifts that made all the difference. Saying “yes” to new challenges, even without all the answers. Recognising that project management, empathy, and organisational skills are as valuable as technical expertise. Learning to be kind to themselves, to make their work visible, and to embrace curiosity about every new opportunity.
The Bottom Line: Diversity Drives Innovation
Gender diversity isn’t a “nice to have” - it’s a business imperative. Teams with balanced representation make better decisions, spot new opportunities, and build better products. At Clue, for example, going from a handful of founders to a gender-balanced leadership team transformed the company’s culture, innovation, and success. The more perspectives at the table, the richer the conversation and the more creative the solutions.
What Can You Do?
- Challenge assumptions: Seek out input and data, especially from those unlike yourself.
- Advocate actively: Sponsor and mentor women; make their work visible.
- Design for flexibility: Support all employees, understanding real life doesn’t pause.
- Spot the mid-career drop-off: Ask where women’s careers stall, and fix the systems.
- Value the whole person: Recognise that skills, perspectives, and lived experiences all matter.
As we celebrate International Women’s Day, let’s remember: advancing women in STEM is about daily choices and collective effort. With greater inclusion, support, and willingness to listen and learn, we can build a tech industry where everyone can succeed - and where innovation thrives.
- You can watch the full video here
- We also made a video with a different series of questions aimed at inspiring the younger generation into leadership roles - you can watch that here
