Industry voices across AI, cybersecurity, and digital infrastructure say deliberate investment in women’s leadership is key to building stronger, more resilient, and inclusive technology ecosystems.
International Women’s Day is often marked by reflection, yet leaders across the technology sector increasingly argue that progress requires deliberate structural change rather than symbolic recognition. As artificial intelligence, cybersecurity and digital infrastructure reshape the global economy, the industry faces a defining question: who is shaping the technologies that will define the future?
Voices from across the Middle East and global technology ecosystem — spanning cybersecurity, data infrastructure, AI strategy and enterprise technology — emphasise that inclusion is no longer a diversity conversation alone. It is a business imperative tied directly to innovation, resilience and ethical technology development.
Aligned with this year’s theme, “Give to Gain,” technology leaders say meaningful progress depends on providing women with real access: to decision-making roles, emerging technology skills, leadership opportunities and the rooms where digital transformation strategies are defined.
From strengthening mentorship pipelines and transparent promotion pathways to investing in AI skills and inclusive leadership structures, industry leaders agree on one point: when organisations deliberately invest in women’s participation and leadership in technology, the gains extend far beyond representation — shaping stronger teams, more resilient systems and more responsible innovation for the future.
Women in Tech Voices:
Meriam ElOuazzani, Vice President – Middle East, Turkey, and Africa, Censys
Early in her career, Meriam ElOuazzani often entered customer meetings, government briefings and partner negotiations as the only woman in the room — a reality still visible across the technology sector today. Organisations that successfully change this dynamic do so deliberately through structured mentorship and leadership development. Mentorship, however, is only part of the solution. ElOuazzani notes that many women leave during the first transition to management, shaping leadership pipelines for years to come.
“The pattern I’ve seen in organisations that are genuinely changing the ratio is the same: they make it deliberate. They don’t wait for it to happen,” said ElOuazzani.
She also highlights workplace flexibility, AI skills investment and transparent promotion criteria as essential to building stronger and more diverse teams.
Pooja Vithlani, Co-founder & CPTO, Takeem
After more than two decades in product management, Pooja Vithlani says female representation has improved at junior and mid-career levels but remains limited in senior technical roles, particularly in AI and platform leadership. She notes that this gap has direct implications for how AI systems are designed and governed.
“If the people designing AI systems don’t reflect the diversity of the people those systems will affect, the gap is structurally embedded,” said Vithlani.
Vithlani also highlights structural barriers that continue to slow women’s advancement, including sponsorship gaps, flexibility penalties and unclear promotion pathways. While mentorship helps professionals improve skills, she says sponsorship creates real opportunities by putting women forward for leadership roles.
For organisations seeking meaningful progress, Vithlani believes accountability and measurable advancement outcomes are essential.
Rebecca Taylor, Threat Intelligence Knowledge Manager & Researcher, Sophos
From a cybersecurity perspective, Rebecca Taylor says the “Give to Gain” theme highlights the importance of including women in teams that build, test and secure AI systems. Diverse perspectives help identify bias in models, uncover blind spots and strengthen threat intelligence capabilities. Giving women influence in digital transformation decisions also leads to more inclusive and effective technologies.
“Diverse perspectives are essential for spotting blind spots, bias in models and in the overarching threat landscapes,” said Taylor.
She believes organisations must equip women with the tools, trust, training and leadership opportunities to shape the security of AI-driven systems and create technology that better reflects the diversity of society.
Marta Brullet, Head of Strategy – Middle East, Turkey and Africa, Submer
Marta Brullet believes the “Give to Gain” theme reframes the conversation by highlighting what organisations gain when they invest deliberately in women’s leadership. As AI infrastructure, data centres and energy systems expand rapidly, diverse thinking becomes a strategic advantage rather than a symbolic initiative. Brullet argues the sector must shift its mindset from a pipeline problem to a deployment challenge — the talent already exists but needs visibility and sponsorship.
“Organisations must stop seeing this as a pipeline problem and start treating it as a deployment problem,” said Brullet.
Companies that intentionally provide stretch assignments, sponsorship and leadership exposure ultimately create stronger innovation ecosystems.
Susan Hakim, HR Director, Ankabut
Susan Hakim notes that the UAE already has a strong pipeline of female STEM graduates, supported by government initiatives aimed at reducing gender gaps in education and leadership. However, real progress requires organisations to move beyond symbolic commitments. Companies must invest in mentorship pipelines, AI training programmes and leadership opportunities that place women in high-impact roles.
“This year’s theme of ‘Give to Gain’ means more than just sponsorships or empty promises — it requires actively opening doors and providing real opportunities,” said Hakim.
Hakim emphasises that transparent promotion pathways, equitable pay structures and measurable diversity goals are essential for building a stronger and more inclusive technology workforce.
Mari DeGrazia, SANS Instructor, IDX Cyber Response, Director
Mari DeGrazia believes accelerating women’s leadership in AI requires addressing structural gaps such as pay equity, leadership access and visibility in decision-making roles. Women must play a central role in shaping AI strategy, cybersecurity frameworks and innovation initiatives.At the same time, technical depth remains essential as AI becomes embedded in everyday work environments.
“Women need to be included in decision-making regarding AI strategy and innovation,” said DeGrazia
DeGrazia stresses that organisations must invest in specialised training, research opportunities and leadership accountability to ensure women can confidently guide responsible AI adoption and cybersecurity resilience.
Cryzann Gomes, Marketing Specialist, Ariston Group
Cryzann Gomes highlights the importance of visibility and representation in accelerating women’s leadership in technology. Organisations must create platforms where women are recognised not only as participants in emerging technologies but also as leaders shaping innovation.From a marketing perspective, storytelling and representation help amplify female voices across AI, energy and digital transformation.
“Creating platforms where women are visible as leaders shaping innovation helps inspire the next generation,” said Gomes.
Showcasing diverse perspectives through campaigns, thought leadership and industry discussions strengthens brand credibility while encouraging more women to pursue technology careers.
Sarah Saad, Regional Vice-President of Sales, Salesforce
Sarah Saad emphasises that many successful programmes supporting women in technology are designed and led by women who understand the challenges firsthand. Mentorship from experienced female leaders often helps professionals navigate barriers and build authentic careers.
Organisations can accelerate progress by investing in women-led networks, supporting female-founded ventures and promoting women into leadership roles where they can mentor others.
“Lasting change requires women in decision-making roles shaping initiatives that reflect our actual needs,” said Saad.
She also advocates women-led councils, properly funded employee networks and fair promotion criteria to strengthen retention, innovation and inclusive leadership cultures.
