In technology, innovation happens at the intersection of opportunity and preparation. For women in our industry, that intersection has historically been less like a welcoming four-way stop and more like navigating a complex roundabout without proper signage.

While technical skills open the initial doors, I’ve discovered over my three decades in this field that sustainable success often hinges on something entirely different: the right person believing in your potential before you’ve fully proven it. My own career trajectory wasn’t shaped by predictable patterns or traditional pathways—it was transformed by a leader who saw capabilities I hadn’t yet recognized in myself. This kind of advocacy represents both what’s missing for too many women in tech and what’s possible when we intentionally create it.

The Mentors Who Shape Us

Throughout my career, I’ve been fortunate to have a mentor and more importantly an advocate who shaped my leadership style and my commitment to creating opportunities for others. For me, Don Harvey epitomized that—a true legend who not only opened doors for me but also taught me the power of mentorship and sponsorship in professional growth. His impact reminds me of the responsibility we all have to invest in the next generation of leaders, particularly women in tech.

Don took a chance on me when I was just 21, a liberal arts major with no background in sales or technology. But under Don’s guidance, I learned the ropes, soaking in his every move. He had a natural way with clients, making every interaction about them and their needs, not his own. His emphasis on building relationships while consistently generating actionable items and new business set the standard for our success.

Don taught me lessons we later called the Harvey Hustle. It isn’t just about speed—it’s about consistency, perseverance, and always striving for improvement. For anyone looking to advance in their career, here’s how you can apply it:

Keep Learning – Never assume you know everything. The best professionals are those who constantly seek to grow and adapt.

Stay Resilient – Challenges are inevitable, but how you respond defines your success. Embrace setbacks as learning opportunities.

Help Others Rise – True leadership is about lifting others up. Invest in people, mentor, and share knowledge freely.

Similarly, Don’s belief in “just one more thing” was more than a phrase—it was a philosophy. He taught me that the difference between good and great often lies in the extra effort you put in when others would stop. Whether it’s making one more client call, refining a proposal one more time, or following up with a colleague to offer support, that last push can be what turns potential into success.

Here’s how to implement the “just one more thing” mindset:

End Your Day with an Extra Step – Before wrapping up, ask yourself what one more thing you can do to move a project forward.

Go Beyond Expectations – Exceeding expectations isn’t about grand gestures; it’s about consistently doing a little more than required.

Keep an Eye on the Long Game – Small, extra efforts compound over time, leading to substantial success down the road.

Despite decades of progress, I still find myself walking into rooms full of technology executives where I am one of only a few women. It’s a reality that gives me pause, especially considering the talent pool we are underutilizing. The gender imbalance in STEM fields has persisted for decades, with women making up just 28% of the workforce in these industries. But this is more than just a diversity issue—it’s a business issue.

The Stalled Progress and Missed Opportunities

Our latest ManpowerGroup research underscores the slow pace of change: while pay equity efforts are improving, leadership advancement programs for women remain stagnant at 42%. At a time when 74% of employers are struggling to find skilled talent, can we afford to continue sidelining half the workforce?

Beyond numbers, the personal experiences of women in leadership roles tell an even more striking story. Many have shared the isolating experience of being the only woman in the room during high-stakes discussions. But the real loss isn’t just representation—it’s the perspectives and innovation that are left out of the conversation.

Diverse teams bring different ways of thinking, challenge assumptions, and ultimately create better solutions. Research has repeatedly shown that inclusive organizations generate significantly higher revenue. Yet, without intentional action, we risk missing out on this competitive advantage.

What Actually Works: Strategies for Change

Talking about gender diversity isn’t enough—we need to measure progress and implement strategies that drive real change. From my experience, three key actions consistently move the needle:

Skills-Based Assessment

Harvard research shows women outperform men in 17 of 19 leadership capabilities. When hiring and promotion decisions focus on competencies rather than traditional credentials, more women advance into leadership roles.

Meaningful Flexibility

Women often balance professional ambitions with caregiving responsibilities, yet rigid workplace structures make advancement difficult. Companies that embrace flexibility—not as a penalty but as a strategic advantage—see better retention and engagement among women leaders.

Active Sponsorship

Mentorship provides guidance, but sponsorship creates tangible opportunities. When senior leaders actively advocate for high-potential women, we see measurable advancement. The question for leaders is: Are you just offering advice, or are you creating opportunities?

The Future of Women in Tech

The technology workforce is undergoing a massive transformation. By 2030, 170 million new roles will emerge, while 92 million existing jobs will be eliminated. With AI reshaping every industry, the companies that succeed will be the ones that integrate diverse perspectives into leadership and decision-making.

This isn’t just about hiring more women—it’s about ensuring they have the opportunities to shape the future of technology. At Experis, our partnerships with IBM on programs like P-TECH and SkillsBuild have demonstrated the power of mentorship and sponsorship in launching women into technology careers. Seeing other women succeed in these roles creates a ripple effect, inspiring and paving the way for future generations.

Where Do We Go from Here?

As leaders, we need to ask ourselves:

Have we moved beyond diversity statements to measurable actions?

Are we tracking not just hiring but also advancement and retention rates for women?

How are we redesigning roles and evaluation systems to recognize leadership in all its forms?

We are at an inflection point. With AI and digital transformation reshaping the workforce, organizations have a unique opportunity to build a more equitable and innovative industry. The most successful companies will be those where women are not just participants but co-creators of the future.

This International Women’s Day, I challenge every leader to go beyond conversation and take real action. The future of tech depends on it.