Being the only

The tech industry is notorious for its underrepresentation of women. As the topics 'women in leadership' and 'inclusive tech' continue to need our focus, I've reflected on my journey, particularly stepping into leadership roles.

While I write this, I'm thinking about current and potential women leaders and current and potential allies who want to advocate for women in the workplace.

Here's my story with a sprinkling of data and my five tips for navigating the 'only' waters.

What being the 'only' is like

The Leanin.org Women in the Workplace 2018 report on corporate America reported;

1. 1 in 5 women report being the only woman or one of the only women in the room at work—thus are 'Onlys'.
2. 40% of senior-level women and women in technical roles are 'Onlys'.
3. Onlys’ experience is worse: 80% experience microaggressions, compared to 64% of women overall.
4. Onlys are 1.5x more likely to consider leaving their jobs.

My early career of NOT being the 'only'

My first few years of experience building software products were unique. I was not an 'only'!

Our team was an anomaly—70% women. I was involved in all hiring. We hired for future potential talent, not just technical skills.

Some hires were software engineers, and some moved into product leadership or technical roles after joining the team.

I only experienced being the 'only' when visiting clients or other office locations.

Women's underrepresentation in tech leadership roles

However, I was the 'only' for most of my career.

In my early 30s, I became the Director for European Software.

Tech Directors did not look like me—and still don't.

Despite comprising 50% of the UK's workforce, women represent only 29% of employees in the technology sector. According to a recent study by the Tech Talent Charter, gender diversity in senior tech roles dwindles further to 21%.

I knew the products inside out and had led the development of some since their inception.

I experienced all the usual stuff.

Despite being introduced as the most senior leader in the room and presenting the products.

• Clients rarely greeted me or said goodbye.
• Clients directed questions to my male colleagues.

My sales guys were brilliant allies. They always directed questions back to me - reinforcing my expertise, and were often shocked at how people interacted with me.

Women are not a monolith - take an intersectional lens

“Intersectionality is a lens through which you can see where power comes and collides, where it locks and intersects. It is the acknowledgement that everyone has their own unique experiences of discrimination and privilege.” Kimberley Crenshaw

As a woman in tech leadership, I realized that my experience was shaped not only by gender and socio-economic bias but also by other aspects of my identity. I am a white, working-class, neurotypical woman. Some of my identity characteristics compounded to work against me (working-class + a cisgender woman). However, women of colour, differently abled women, and LGBTQ+ women face compounding intersectional barriers over the course of their careers.

According the the UK Tech Talent Charter;

?? 25% of UK tech employees are ethnic minorities; 5% are Black.

?? Just 3% of tech employees have disclosed they are neurodivergent, whilst UK estimates for neurodivergence are 15-20%.

My Top 5 tips on navigating being the "only"

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To conclude, being the only woman in the room is challenging. But a tech career is bloody amazing, and tech needs you.

Find out more about my coaching programs or women in leadership talks.

About me

I've enjoyed 30 years as a tech leader working with amazing teams and building awesome products. My experience includes multiple director positions, program management, product management, culture change, DEI, leadership, agile transformations, and employee development programs.

In 2022, I founded Kinkajou Limited, a UK-based global consultancy. My mission is to help individuals grow personally and professionally and help tech businesses grow into diverse, inclusive workplaces where people thrive.