The struggle for gender parity in the tech sector is ongoing. South Africa needs to move beyond policy, into action. One way to do this is by developing and implementing tangible solutions.

Sixty-eight years since the historic 1956 march against oppressive pass laws and 3 years into South Africa’s democracy, it is essential to reflect on ongoing efforts and progress in gender equality and empowerment efforts. Despite significant strides, gender inequality, particularly in technology and leadership, remains a challenge that continues to demand attention. 

The call for gender empowerment and diversity has never been more pronounced. With Diversity, Inclusivity, and Accessibility (DIA) now widely recognised as markers of good governance, it has become a business imperative for all organisations to implement clear DIA policies. Companies like Woolworths are leading the way, making an inclusive and diverse organisation a top priority. 

Yet, despite these efforts, inclusivity remains a challenge across industries, including the Information and Communications Technology (ICT) sector. The current statistics on women’s inclusion in the ICT industry highlight the work that remains. In South Africa, women hold only 23% of tech jobs, amounting to just 56,000 women out of 236,000 ICT roles. 

There is an urgent need to move beyond merely setting policies and discussing the issue, and instead focus on tangible solutions to enable women to succeed in this sector. The first step towards a more inclusive and diverse sector is changing narratives. This requires a shift in the narrative around women’s roles and expectations, which is key in overcoming systemic barriers. Leaders need to start normalising women’s presence in all roles and ensure they have accommodating work environments. Women must assert their needs and communicate what works for them without seeking permission or apologising.

Caryn Bell, Chief Information Officer at FNB South Africa, had this to say, “When I worked in a male-dominated environment as a mother, I stopped apologising for my situation. This shift led to better collaboration and respect from my male colleagues.”

Supporting work-life balance, and not apologising for having both a professional and personal life is important when advocating for gender equality. Advocate for and support policies that promote work-life balance, including flexible scheduling and accommodating diverse responsibilities. 

Addressing internal barriers is also crucial. Women leaders in ICT need to evaluate and address internal barriers to prevent giving away their power in the face of resistance. Advocate for yourself in all professional settings. When discussing organisational and systemic challenges, the focus should not solely be on changing the organisation but also on how we approach it. We must address internal barriers, not just external ones, and draw clear lines while owning our positions. 

The United Nations Development Programme (UNDP) also highlights how discrimination and unconscious gender bias also act as hindrances in addressing internal barriers. ‘These biases influence decision-making in recruitment, hiring, and performance evaluation. They contribute to a lack of diversity in the workplace, and recognising and addressing these biases is crucial for creating an inclusive environment.’

Women often face questions and scrutiny not posed to their male counterparts, highlighting the unique difficulties they encounter. These challenges are further compounded by double standards and gender biases, which can make advancing to leadership roles especially tough. Corporate South Africa remains heavily male-oriented, and there is a real need for allyship. Male colleagues and leaders must also prioritise inclusivity in the workplace.

The so-called ‘boys’ clubs’ in the corporate world hinder women’s success and progress. Women in IT leadership roles must actively seek to break into these spaces while remaining authentic. For example, men often make important business decisions while playing golf, and women must find effective ways to engage in these environments. 

Women leaders also need to make themselves available to nurture and mentor future leaders in the industry. This means a bottom-up approach, where they are not only looking at the young females within their organisations but also promoting science, technology, engineering and mathematics (STEM) subjects to young girls from basic education through to tertiary levels. Mentorship is essential not just for personal growth but also for thriving in male-dominated fields, as it provides guidance and support, helping women navigate the complexities of their careers.

The concept that “you can’t be what you can’t see” is crucial for empowering women in the workplace and beyond. Role models are essential, and all women should remain committed to addressing the gender imbalance in South Africa’s ICT sector. Determination to push boundaries and effect change will pave the way for a more inclusive and empowered future for women in leadership and technology. As the saying goes, “It’s not about who is going to let me; it’s about who is going to stop me!”