How Women (and Allies) Are Shaping the Future of Digital Customer CommunicationsHow Women (and Allies) Are Shaping the Future of Digital Customer Communications

As digital customer communications evolve at lightning speed, women are playing a bigger role than ever in shaping its future. Gender diversity isn’t just a box to tick — it’s a game-changer for innovation, inclusivity and better business results. Numerous studies show that companies with more women in senior executive roles achieve significantly higher earnings and share performance — ranging from 25-50%.

Leadership can foster this success by actively encouraging networking and collaboration among women in the workplace.

Creating spaces that are truly inclusive takes effort from everyone — not just women. It’s about recognizing the gaps, stepping up and breaking down barriers together. With mentorship, advocacy and strong leadership, we can make sure gender diversity isn’t just a goal, but the norm. That way, everyone has a chance to succeed.

The numbers show how urgent this work is. Right now, women make up only 25-30% of the global tech workforce, and their representation in technical and leadership roles is even lower. Just 16-20% of leadership positions in tech are held by women, and those numbers drop further for women of color. Women also get promoted less often and still earn less — about 84 cents to the dollar compared to men in similar roles. On top of that, many women leave mid-career due to workplace culture, lack of growth opportunities, and bias. This trend is supported by various reports and studies on women in tech, including the 2022 Women in Tech Report by AnitaB.org, which found that women are 45% more likely than men to leave tech jobs mid-career.

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Seeing women in senior leadership roles sends a strong message about what’s possible in tech. Representation really matters. When women see leaders like Safra Catz, the CEO of Oracle; Gwynne Shotwell, president and COO of SpaceX; Amy Hood, executive vice president and chief financial officer of Microsoft; or Laurinda Pang, CEO of Sinch, who has over 25 years in executive leadership, it serves as a powerful reminder of what is possible.

It’s not just about hiring “the best candidate” (a phrase that can sometimes hide biases). It’s about making intentional, inclusive choices that bring out the best in everyone.

Diverse leadership isn’t just a nice-to-have — it leads to better decisions and stronger business outcomes. When we bring in a variety of perspectives, we challenge the norms, spark creativity, and come up with more innovative solutions.

Building confidence in the tech space can be tough, but it’s absolutely doable. Mentors − both men and women − are key in offering guidance and advocating for your career. It’s also important to own your achievements, speak up, and share your expertise. Developing a personal brand that highlights your unique skills helps you stand out and make an impact.

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Networking is such a key part of growing both personally and professionally. Getting involved in events − whether you’re speaking on a panel, giving a keynote, or joining discussions on topics about women in leadership − is a great way to make an impact. But it’s not just about showing up for woman-focused sessions. We need to make sure women are represented everywhere, with more gender balance across all panels and events. These industry gatherings are where we can really drive change, encouraging more women to step up, share their expertise and own the stage. Their voices matter just as much as anyone else’s.

Throughout my career, I’ve faced plenty of challenges, especially in my early days in advertising when men held most of the top creative roles. I saw bias and sexism up close, with women being intimidated, even bullied. These experiences reminded me of the barriers that still exist. When I moved into the tech world, I was lucky to join an agency led by a female CEO. It was eye-opening to see the difference that female leadership makes. It helped me navigate obstacles, lean on my network for support, and fully recognize my own worth in the industry.

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Implementing initiatives, such as employee resource groups (ERGs) and mentorship or leadership programs sets the stage for future generations. But there’s still more to do. We’re not just aiming to open doors; we’re creating environments where women have the tools, confidence and community to truly succeed.

The future of digital customer communications will be even more dynamic and innovative because of the steps we’re taking today. Women are leading this change, and with collaboration, mentorship and leadership, we’re making sure they’re at the forefront of tech innovation.