Even as their numbers rise, women still often face outdated stereotypes and biases that create familiar old barriers. What has changed, however, is increased willingness and enthusiasm to discuss the issue—and the recognition that everyone has a role to play.

As Tiffany Ricks, founder and CEO of HacWare cybersecurity education said, “If I let that [bias] become part of my belief system, it might stop me from moving forward.” So how do we push forward, and what can be done to shift the narrative?

Squashing Misconceptions About Women

During a discussion at ChannelCon 2024, panelists addressed the common misconception that hiring women in technical roles lowers the quality of work. Ricks shared her experience of working with male peers who assumed her involvement would “bring down the deliverable” on team projects, despite evidence of women’s high quality work in coding, for example. Her comment is backed by at least one study that showed women’s coding was accepted at higher rates than men—until their gender was revealed.

Another persistent fallacy is that women can’t handle or lack interest in technical material. Ann Westerheim, founder and president of Westford, Mass.-based MSP Ekaru, shared a moment when someone at a conference handed her a book, reassuring her that “the first two chapters aren’t very technical, so you’ll be able to follow it.” The assumptions made about women’s technical abilities are not just frustrating—they’re limiting. Women in tech just want “a place to compete fairly,” as Westerheim puts it.

Yet the women who persist despite such slights make it easier for those who come after them, said Brook Lee, director of channel at ScalePad. Her point is powerful. Being the first can be tough, but it’s essential to women’s ongoing advancement in tech.

Advocacy Isn’t Against Men

Panelists addressed another harmful narrative that advocating for women somehow undermines men. But Chantelle Turton, chief of staff at ScalePad, said it does the opposite. “It’s about an inclusive environment that creates equal opportunity. That’s the real driver.”

Building a more inclusive tech industry requires intentional effort, particularly when it comes to recruitment and retention. Turton said ScalePad’s hiring approach focuses on finding culture additions, not just fits. “We look at scaling people. Then both men and women are interested in that culture because they see it as a place where they can learn and grow.”

That vision is especially true when retaining women employees, Westerheim said. Creating programs that allow women to see themselves in leadership roles—and providing clear pathways to get there—are essential steps to building an inclusive environment.

Turton encouraged companies to look at their current leadership. “Can [women] see themselves in the executive team?”

How to Support Women in Tech Today

Creating an inclusive workplace doesn’t happen overnight, but there are practical steps that can be taken immediately. Mentorship is a key one. Ricks suggested mentorship as simple as having coffee and asking for advice. It’s also essential for men to be part of this process, and Ricks shouted out several “accomplices”—her tongue-in-cheek reframing of allies—who gave her valuable advice and advocated for her advancement.

 “I think there’s a lot of guys who want to be a great resource but may not know where to get started,” Ricks said.

Encouraging transparent conversations around pay is another crucial step. Ricks recalled the importance of doing your research and being brave when negotiating. “A lot of times we have an attitude of gratitude, just happy to be here, especially women of color, women in the South. But we still need to make sure we’re getting the market rate.”

This sentiment was echoed by Lee, who shared how she once advised a female applicant she was underpricing herself by $30-40K below market rate. “It takes the blinders off when having these transparent conversations,” Ricks said.

Finally, Westerheim encouraged companies to look closely at their job descriptions to ensure they aren’t unintentionally discouraging women from applying. Also, casting a wide net and encouraging candidates to apply even if they don’t meet every requirement is key to bringing more women into the pipeline.

The One Thing You Can Do Tomorrow

For those eager to make a difference now, the answer doesn’t have to be complicated. As Turton said, you can start small. “You can be stealth, just always there pushing the narrative and asking for more.” Whether it’s mentoring, having transparent pay conversations or simply advocating for fair treatment, every action counts. Westerheim added, “Take a real honest look in the mirror at what your culture is.” If it doesn’t reflect a place where women feel welcomed and valued, it’s time to make changes.

The road to creating an inclusive tech industry is long, but every step forward matters. And while the challenges are real, so are the opportunities for change. Let’s keep the conversation going.

Find your regional group and get involved!

https://www.comptia.org/blog/breaking-barriers-how-we-can-all-do-better