Building our own table: Lessons for women entering tech in the age of AI

On International Women's Day, it's tempting to talk about progress. Yet, from what I'm seeing, the outlook for women in technology has taken a step backwards recently.

I've noticed less representation of women at technical industry events and fewer female speakers breaking into lineups, which isn't surprising when you consider early and mid-career women are less likely to believe opportunities for advancement are fair, according to McKinsey. 

There has been some progress at the top. The same report states that women now account for 29% of C-suite roles globally, and of course, it's positive news that boardrooms are less male-dominated than they were ten years ago. But tech, like many sectors, still has a long way to go. Not just in terms of hiring diverse talent, but also in retaining it.

Having spent more than 15 years working in technical roles, here are the patterns I've observed and tactics I've used which can help women forge a path in 2026.

Finding support in a new technology role

Building a support network is a great way to accelerate your career. Seek out other women in your field, plus peers and allies that you can connect with, learn from, and share your experiences with. Many organisations have groups for their employees or informal communities 

where you can network and socialise. If yours doesn't, there are plenty of virtual groups you can discover with a quick internet search. My advice is to find one that also hosts occasional face-to-face meet ups. Relationships tend to deepen faster when they're in-person. And if you can't find the right space, consider starting a small group yourself and inviting a few colleagues or contacts to join. 

That said, even in 2026, it is unfortunately still the case that the more technical your role is, the  

more likely that you may be the only woman in the department. In these cases, you'll need to find allies who will listen to you and support your ideas, regardless of gender. 

In this situation, seniority and buy-in matter more. These allies can be make-or-break for many women choosing to work within the industry. When organisations are reportedly cutting back on direct commitments to women in the workforce, having internal allies as a support network is even more valuable, critical, and enmeshed to your potential career success.

Be bold, blaze your own trail

Instead of waiting to be invited to sit at the table, many women have decided to build their own.

Rather than joining an existing organisation, many are paving their own way, emerging as engineers and ethical hackers, product leads and AI researchers, founders and funders. Innovation thrives on diverse perspectives.  

Even as you blaze your own trail, be intentional about where you invest your energy. Look for workplaces that will be receptive to your ideas and value your experience. Be clear about the impact you'll bring at every stage of the application process.

Women risk being left behind in the AI boom

AI is quickly becoming a baseline skill across every industry, from product and engineering to marketing, finance, and operations. That shift creates huge opportunities, but it also carries risk. If access to tools, training, and sponsorship aren't evenly distributed, the gender gap in tech could widen rather than close. 

The AI boom risks widening that gap unless we're deliberate about who gets to build it and who gets supported to succeed with it. In that same McKinsey report, only 21% of entry-level women say their managers encourage them to use AI tools, compared with 33% of men at the same level. 

The report also points to some organisations pulling back on commitments that help women progress, including support, advocacy and sponsorship. That's discouraging, but it's also a reminder that not all organisations are created equal. If you're considering a move into the sector, or a step up within it, always do your research. 

Ask yourself who is visible within the organisation and who is missing. Look closely at the team you're joining, how leadership is made up and whether progression looks consistent across different groups. Companies that truly value innovation can't afford to sideline half the talent pool either commercially or competitively. This will show in who they hire, who they promote, and who stays at the organisation. 

This International Women's Day is a moment not just for celebration, but for scrutiny, reflection, and momentum. If this industry is shaping tomorrow's world, who gets a voice in shaping it? The answer will determine not only who thrives in the industry, but what kind of future we build.