Despite women making up a significant portion of the Philippine workforce, a 2023 study by the Philippine Institute for Development Studies (PIDS) revealed that women hold only 28% of managerial positions in the information and communications technology (ICT) sector. This disparity highlights the persistent glass ceiling that hinders women’s advancement to leadership roles within the country’s rapidly growing tech industry.

Against this backdrop of persistent disparity, we join the global community in commemorating International Women’s Day (IWD). This isn’t merely a date on the calendar; it’s a vibrant, worldwide celebration that honors the profound social, economic, cultural, and political strides women have made throughout history. IWD acts as a potent annual touchstone, reminding us that the journey toward true gender equality remains ongoing. It’s a powerful call to action, urging us to accelerate our efforts and dismantle the systemic barriers that hold women back. More than just recognition, IWD is about amplifying the voices of women across all sectors, particularly within the dynamic and influential tech industry. This year, as we collectively reflect on the vital theme of ‘breaking biases,’ our focus sharpens on the specific challenges that impede women’s ascent to leadership roles in technology. 

At Orange and Bronze Software Labs, Inc., we firmly believe that a future where women not only participate but lead in the tech world is not just a possibility—it’s an absolute necessity for innovation and progress.

The path to leadership in the tech industry is often fraught with unique challenges for women. Beyond the general hurdles of career advancement, they encounter systemic biases and obstacles that contribute to their underrepresentation in top positions. Consider these data points: globally, women hold only about 26% of computing-related occupations, and this figure dwindles further when examining leadership roles. In the Philippines, as previously mentioned, the PIDS study indicates a mere 28% of managerial ICT positions are held by women. This isn’t just a matter of numbers; it reflects deeply ingrained societal and workplace biases.

One significant challenge is the ‘double bind’ phenomenon, where women are perceived as either too assertive (and therefore ‘unlikeable’) or too passive (and therefore ‘lacking leadership potential’). This creates a narrow tightrope they must walk, often with limited room for error. Furthermore, access to mentorship and sponsorship—crucial for career progression—is often less available to women. Networking opportunities, traditionally male-dominated, can also present barriers. The ‘bro culture’ prevalent in some tech environments can make women feel excluded or marginalized, hindering their ability to build crucial professional relationships.

The ‘motherhood penalty’ is another critical factor. Women who take time off for caregiving responsibilities often face setbacks in their careers, with their commitment or competence questioned. This disproportionately affects women, contributing to the leaky pipeline that sees them leaving the tech industry at higher rates than men. Finally, unconscious biases in hiring and promotion processes can perpetuate the cycle of underrepresentation, with decision-makers often unknowingly favoring male candidates. These challenges collectively create a formidable barrier, hindering women’s ability to ascend to leadership roles and fully contribute to the innovation and growth of the tech sector.

Mentorship and role modeling stand as pillars in empowering women to shatter the glass ceiling in tech leadership. We recognize the transformative power of guidance, not just from women to women, but through cross-gender mentorship that fosters a truly inclusive environment. By connecting aspiring female leaders with experienced mentors, we provide invaluable support in navigating the unique challenges they face. These mentorship relationships go beyond simple career advice; they cultivate confidence, ignite a passion for continuous growth, and shape the qualities of effective leadership. Seeing successful women in leadership positions serves as a powerful inspiration, demonstrating that these roles are attainable. Moreover, encouraging male allies to actively participate in mentorship programs creates a network of support that transcends gender boundaries, fostering a culture where everyone is invested in the success of women in tech. This comprehensive approach to mentorship is crucial for building a pipeline of talented female leaders and driving meaningful change in the tech industry.

At Orange and Bronze, our commitment to gender equality transcends mere policy; it’s woven into the fabric of our company culture. We understand that a diverse workforce, particularly one where women are empowered and represented at all levels, is not just a social imperative, but a key driver of innovation and project success. We actively cultivate an environment where women are not only given equal opportunities but are also encouraged to rise to leadership positions.

Our initiatives extend beyond recruitment and promotion. We foster a culture of celebration and recognition, acknowledging the multifaceted roles women play. For instance, during Mother’s Day, I received not just generic greetings; they took the time to express genuine appreciation for the unique contributions of mothers within our team. This personal touch, as one of our team members experienced, reinforces the message that career and family are not mutually exclusive. It validates the strength and resilience of working mothers, fostering a sense of belonging and boosting confidence.

We believe in creating a supportive ecosystem where women can thrive, where their voices are heard, and where their contributions are valued. This commitment is reflected in our daily interactions, our mentorship programs, and our leadership development initiatives. By championing gender equality, Orange and Bronze is not just building a successful company; we’re building a more equitable and innovative future for the tech industry.

From Ada Lovelace’s pioneering algorithms to Reshma Saujani’s mission to close the gender gap, the history of tech is rich with women who have defied expectations and driven innovation. These stories of vision and resilience are crucial for inspiring aspiring female leaders. By acknowledging these trailblazers and fostering a supportive environment, companies like Orange and Bronze Software Labs are not only celebrating the past but actively investing in a future where women’s contributions are central to the advancement of technology.

Let International Women’s Day serve as a catalyst for change. The persistent gender gap in tech leadership is a challenge we must address to unlock the full potential of innovation. We at Orange and Bronze are dedicated to building a future where diverse perspectives, particularly those of women, are not just welcomed but championed. Join us in taking action: mentor, advocate, and amplify. Together, we can code a future where leadership reflects the rich diversity of our world

Take the first step by actively seeking out mentorship opportunities, whether as a mentor or mentee. Advocate for inclusive hiring practices in your workplace, and amplify the voices of women in tech. Share this message, engage in conversations about gender equality, and challenge the biases that hold women back. 

Together, we can code a future where every woman has the opportunity to lead and innovate.

Reference/s: 

https://www.unesco.org/en/articles/filipinas-stare-through-glass-ceiling-stem-fields