“In an industry where everyone agrees that survival depends on technology, the time to act is now.” – Maggie Slowik, IFS
Maggie Slowik and Andrew Burton, Global Industry Directors at IFS, have co-authored a compelling op-ed that examines why enterprises need …
“Endava plays a critical role in helping organisations realise the full potential of Agentspace.” – Andrew Rossiter, Endava
Endava, the technology-driven business transformation group whose AI-native approach combines cutting-edge technology with deep industry expertise, has announced it is …
Kaspersky’s Cyber Immunity protects critical infrastructure, shapes the future of security
Toufic Derbass, Managing Director for the Middle East, Türkiye, and Africa at Kaspersky, sheds light on the challenges of securing …
Tenable champions proactive cybersecurity with business-aligned exposure management
Bernard Montel, EMEA Technical Director and Security Strategist at Tenable, outlines how exposure management, AI, and unified data are transforming cyber defence strategies in the Middle East.
Nozomi Networks enhances critical infrastructure security amid evolving cyber threats
Anton Shipulin, Industrial Cybersecurity Evangelist at Nozomi Networks, discusses the company’s approach to safeguarding critical infrastructure and addressing the rise of AI-driven cyber risks.
Voices of Innovation
Noshaba Jabeen, Partner Account Manager, Redington
“Honestly, I don’t see a gender gap, we’ve progressed significantly in bridging it. The real issue isn’t the lack of women in tech, but how their voices are received. Assertiveness is mistaken for aggression, confidence for arrogance. The real ‘action’ we need is to normalize strong female leadership without questioning it. Let women lead, speak, and challenge the norm – without second-guessing. When inclusion stops being a “diversity KPI” and starts being the norm, that’s when we’ll know we’ve truly accelerated change, personally and professionally.”
Neetha Menon, Operations Manager – Marketing, Intellisoft
To foster a truly inclusive workplace, organisations must ensure a safe and respectful environment, supported by clear anti-harassment policies. Bias training and inclusive cultural practices should be implemented to enhance diversity. Fair recruitment and equal pay structures are vital to promoting equity. Creating networking opportunities and celebrating visible role models further strengthens support for women in tech, encouraging greater participation and leadership.
Kinnari Gandhi, HR Manager, Mitsumi Distribution
To close the gender gap and build a more equitable, diverse future, the tech industry must take immediate, impactful action—starting with a cultural shift that values diverse perspectives, inclusive recruitment, zero tolerance for discrimination, equal opportunities for growth, and pay equity. Consistent commitment to these principles will drive lasting change.
Sabine Salloum, Partner Business Manager – South Gulf, Commvault
Accelerating change means removing barriers—not just identifying them. In tech, women are still underrepresented in core functions like sales and engineering, with the gap widening at leadership levels. Too often, diversity becomes a priority only when it’s already a problem. True progress requires intentional hiring, clear growth paths, and mentorship that empowers women to rise into leadership. When we create space for more women in strategic and technical roles, we build real role models—and help the next generation believe their place in tech isn’t just possible, it’s expected.
Nigina Bender, Head of Sales – META & Pakistan, Jabra
To truly accelerate action, the tech industry must move beyond surface-level initiatives and implement real, systemic change. First, companies should reimagine flexibility—not as a favour but as a strategic advantage—by normalising remote work, outcome-based performance metrics, and on-site childcare. Second, leadership pipelines must be actively built, not just encouraged, with sponsorship programs that push women into decision-making roles. Third, tech conferences and panels should mandate gender balance, ensuring women’s expertise is seen and heard. Lastly, men must be active allies, driving policy changes that make diversity the norm, not an afterthought. Change happens when action is intentional.
Gunika Arora, Marketing Manager – EMEA Emerging Markets, Quest & Kyriba
“Closing the gender gap in tech requires bold, measurable action—now. Companies must prioritise equitable hiring, ensure pay transparency, and create inclusive workplaces where women can thrive. Investing in mentorship, and leadership development will empower the next generation. Leaders must be held accountable for progress, tying diversity goals to business success. AI and technology should be leveraged to eliminate bias, not reinforce it. True innovation comes from diverse perspectives, and accelerating action today will shape a more inclusive, equitable future for all. The time for change isn’t tomorrow – it’s now.”
Lena Halbourian, Senior Regional Marketing Lead – EMEA’s Emerging Markets – CEE, CIS, and META, Commvault
Accelerate Action isn’t just a theme. It’s a call to do more and faster. In tech, closing the gender gap requires real commitment, not just conversation. Companies must actively sponsor women, not just mentor them. Pay gaps should be audited and fixed. Diverse hiring must be intentional, with clear paths for women into leadership. Seeing women at the top isn’t just inspiring, it’s necessary for real innovation. Flexible work should be the norm, not a privilege. And men must step up as allies, using their influence to open doors. The time for slow change is over. Let’s accelerate action, together.
Aparna T. A., Senior Enterprise Analyst, ManageEngine
First, leaders should actively mentor and sponsor junior women, ensuring they have the same support provided to men to rise into leadership roles. It’s also crucial to increase the representation of women at tech summits, giving them platforms to inspire others and showcase their contributions to the industry.
Rania Wehbi, IBM Business Unit Leader, Gulf Business Machines (GBM)
To close the gender gap in tech, the industry must take decisive action. Despite progress, women remain underrepresented, particularly in leadership and decision-making roles, with unconscious bias continuing to influence hiring and promotion. To drive real change, organisations must implement measurable policies such as gender diversity targets in leadership and pay equity audits, ensuring accountability.
Sara Lewis, Director of Communications – EMEA, Cloudera
We can accelerate action in the workplace by changing the industry narrative. Amplifying women’s voices and visibility across all departments in an organisation will emphasise the breadth of opportunity in our dynamic industry. We also need to show leaders how diversity in teams not only brings different skills and behaviours but truly adds value and drives progress.
Louise Bou Rached, Director – Middle East, Turkey and Africa, Milestone Systems
To genuinely accelerate action in closing the gender gap, it’s important for the tech industry to prioritise these initiatives. By putting people first and recognising the diverse experiences and contributions that everyone brings to the table, we create workplaces where everyone can thrive.
Prakriti Singh, Senior Vice President for Acceptance, Digital and New Infrastructure – EEMEA, Mastercard
Closing the gender gap in technology requires a multi-faceted approach driven by both the organisational ecosystem and the workforce, starting with inclusive hiring, mentorship, and leadership programs that empower women at every stage of their careers.
Maria Sanchez, Vice President – Corporate AI, Inception
Accelerating action means rethinking the foundation of tech, moving beyond diversity targets to fundamentally reshaping how AI is built and deployed. We must challenge biases in data, redefine leadership pipelines, and ensure AI empowers rather than excludes. This requires investing in equitable hiring, funding women-led AI ventures, and amplifying female voices in technology.
Nil Ceren Eren, Sr. HR Manager – Middle East, Turkey & Africa, SAS
In 2025, the tech industry must accelerate its efforts to close the gender gap. This requires attracting, retaining, and supporting diverse talent by fostering a flexible, inclusive, and well-being-focused environment where women are empowered to succeed. SAS is committed to prioritising these efforts and creating a more equitable tech industry.
Kerrie Jordan, Group Vice President of Product Management, Epicor
I believe there needs to be more intentional engagement at all levels of society, industry, and business to support and retain women in tech. Starting in early childhood education, encouraging curiosity in technology can spark a lifelong passion. Early in career, offering a people-manager promotion can set a trajectory to leadership. Midcareer, enabling flexibility through hybrid work and remote work policies can be a lifeline to keep women in the workforce. Later in career, entrusting more women to serve as executives and board members can model the way for next generations of women leaders.
Irina Artioli, Cyber Protection Evangelist, Acronis Threat Research Unit
Companies must invest in mentorship programs and create clear advancement pathways to help women grow and thrive in their careers. Promoting work-life balance through flexible schedules is equally crucial, allowing women to manage both their professional and personal lives effectively. Additionally, leveraging AI tools and models can streamline workflows, automate processes, and enhance productivity, helping to create an environment where women can excel without unnecessary barriers.
Hanane El Mir, Vice President Technology – MEA, Oracle
To close the tech industry’s gender gap, companies must upskill women through targeted programs, fostering a culture of growth and boosting their skills and leadership potential. Oracle’s sAIdaty program exemplifies the positive impact of such initiatives, empowering women with vital AI and emerging tech skills. Prioritising skills development creates a balanced tech industry where women’s contributions are fully realised.
Cleanne Serrao, Field Marketing Lead – Asia Pacific Japan, Europe & Middle East, Securonix
The tech industry must move beyond intent to accelerate action and creating equitable opportunities in closing the gender gap, not just for hiring but for leadership growth, mentorship, and sponsorship of women in tech. Companies must implement bias-free hiring, equal pay policies, and inclusive workplace cultures that empower women to thrive. Investing in STEM education and early-career programs for young women can also build a stronger pipeline for the future. Most importantly, leadership must be accountable for progress, ensuring inclusion are not just checkboxes but embedded in organisation’s business strategy and DNA.
Ergul Hemmingsen, Chief Human Capital Officer, Core42
To close the gender gap in tech, progress must go beyond good intentions and focus on measurable actions. Companies should foster inclusive cultures, set clear diversity targets, and invest in upskilling women for leadership roles. Using tech and analytics to track progress, identify biases, and ensure fair hiring and promotion processes is essential. Collaborating with academia and industry partners can drive systemic change. By embedding equity into corporate strategies and holding leadership accountable, the tech industry can close the gender gap faster. Bold action today will help break barriers, champion inclusion, and make diversity the norm, ultimately fuelling innovation.
Heidi Custers, Digital Transformation Director, Backbase
Enforcing gender quotas in leadership may be uncomfortable, but it is effective in ensuring representation. Regular salary audits help close the pay gap by promoting fairness, especially since many women may not yet feel comfortable advocating for themselves. Until that changes, systems should be in place to monitor and take action. Additionally, many women leave the tech industry due to rigid schedules, making flexible work arrangements essential. Remote work and flexible hours help retain top talent and create a more inclusive environment.
Ghinwa Krayem, Chief Digital Experience Officer, Digital DEWA
The tech industry has the power to drive change, but closing the gender gap requires bold action. In the UAE, we are inspired by leadership’s unwavering commitment to gender equality. Investing in early education programs that encourage young girls in STEM and providing strong mentorship provide a solid foundation for this change. Transparent hiring and promotion policies, along with inclusive and flexible workplaces, create fair opportunities for women to lead and advance. Additionally, celebrating female role models helps immensely in shifting outdated perceptions and fostering a culture of empowerment. I believe a truly innovative industry thrives when talent – not gender – makes its success.
Jamila A. Motorwala, Account Manager – AutoID, TechBridge Distribution MEA
“Want to close the gender gap in tech – faster? Then it’s time for less talk, more action! Hire, promote, and pay fairly. Mentor, sponsor, and uplift women. Ditch outdated work policies that push women out, and build spaces where everyone thrives. Oh, and let’s get more girls into STEM – early and often! Most importantly, leaders, don’t just say you support women—prove it with results. When we make real moves, we don’t just close the gap; we launch women forward. 🚀”
Jessica Constantinidis, Innovation Officer – EMEA, ServiceNow
I think as an industry, we need to embrace true flexibility in work. Technology already makes it easier to balance career and family life, and remote work has proven its value. Instead of pushing rigid office hours, companies should focus on results—if KPIs are met, it shouldn’t matter where the work happens. A balanced mix of remote and in-office time allows women to thrive without sacrificing personal responsibilities. AI and tech-driven insights also help leaders make better decisions remotely, making work more efficient. Ultimately, more flexibility benefits everyone, not just women, but it’s a key factor in keeping more women in tech long-term.
Kawther Haciane, Partner Lead – Digital Risk, EY
The time for incremental change is over. We must act boldly to close the gender gap in tech. This means breaking systemic barriers and ensuring women are not just included but empowered to lead. Companies must set real targets, hold leadership accountable, and create workplaces where women thrive, not just survive. In cybersecurity, we need more women shaping the future of digital resilience. Mentorship, sponsorship, and equitable opportunities must be the norm, not the exception. Let’s accelerate action because diversity is not just a metric. It is the driving force of innovation.
Shruti Jain, Head of Business – UAE, CGB IT Solutions
Despite making up nearly half of the global population, women remain underrepresented in technology—holding just 28% of STEM jobs, 22% of AI roles, and only 16% of senior tech positions. To close this gap, tech firms must take deliberate action: invest in education and mentorship, promote equitable hiring practices, and foster inclusive workplaces with clear paths for advancement. By doing so, the industry can unlock diverse perspectives, drive innovation, and move meaningfully toward gender parity.
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Learn more about @Bybit_Official's growth below.
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Bernard Montel, @TenableSecurity, outlines how exposure management, AI, and unified data are transforming cyber defence strategies in the Middle East.
Read this exclusive interview below.
https://www.tahawultech.com/features/tenable-champions-proactive-cybersecurity-with-business-aligned-exposure-management/
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