Love of STEM can lead to fulfilling careers, says HR leader Deb Maddigan

It will take the world 130 years to close the economic gap between men and women. The disparity is even more pronounced in the technology sector where workforce participation by gender appears limited. Men continue to outnumber women by 3:1. This figure increases to 4:1 in the more technical roles.

The conversation around gender equity in the workplace remains as urgent as ever. While progress has been made, women in the tech industry continue to face barriers that hinder their growth and leadership opportunities.

Deb Maddigan, senior director for HR (APJ and India) at Akamai Technologies, stressed the importance of fostering an environment where women, especially young professionals, can thrive and lead.

“As young women enter the workforce, they can be vital contributors to the broader movement for social justice and equality,” said Maddigan. “As representatives of a changing world, it is important that they feel empowered to be their authentic selves while being able to achieve their goals.”

This empowerment, she believes, is deeply tied to the policies and cultures that organisations cultivate. Effective DEI policies aren’t just checkboxes – they are the bedrock of environments where women can flourish.

Research consistently shows that diverse teams drive greater innovation, resilience, and problem-solving capabilities. Companies that embrace DEI as a core strategy rather than a side initiative tend to outperform their competitors in both financial and creative metrics.

Deb Maddigan, Akamai Technologies

Closing the gender gap in tech

Maddigan’s work at Akamai is a testament to what intentional inclusivity can achieve. The company has implemented non-traditional hiring programs to ensure a more diverse pipeline of future tech leaders.

These initiatives acknowledge that talent exists beyond conventional pathways, helping women from underrepresented backgrounds access opportunities in science, technology, engineering, and mathematics or STEM.

“Nurturing a love of science and technology in young women can lead to fulfilling careers in these fields and there are many success stories we see across the globe that support this view,” Maddigan noted.

“Organisational culture plays a key role and that includes providing ample opportunities and clear career pathways for women in technical, non-technical, manager, and leadership roles.”

The lack of representation in leadership remains one of the biggest challenges for women in tech. While companies increasingly recognise the business case for gender diversity, many still struggle to translate policies into tangible career progressions.

Without clear pathways to leadership, however, young women may not see a future for themselves in the industry – and this can lead to an exodus of talent before they reach senior positions. One example is how only 38% of women with a computer science degree pursue a career in the field, compared to 53% of men.

Also Read: Why gender equality laws aren't working

Setbacks of women from disadvantaged backgrounds

One of the most pressing issues in gender equity is the intersection of social and economic disadvantage. Women from marginalised backgrounds often face additional hurdles – whether it’s access to quality education, financial constraints, or systemic biases that prevent them from advancing in their careers.

“I believe it is crucial for young women, especially those from socially and economically disadvantaged backgrounds, to recognise that pursuing leadership roles in the tech industry is possible and achievable,” Maddigan said. “By actively encouraging and creating career pathways, we can foster a culture where female leadership is celebrated and seen as the norm, irrespective of age, race, or social background.”

This is not just an aspirational goal – it’s a necessity. When leadership teams reflect a diverse range of experiences and perspectives, companies become more adaptable, innovative, and successful. Women bring unique problem-solving skills, and when given the space to lead, they drive business growth and social change simultaneously.

Also Read: The rise of She-EOs

The role of culture in driving change

For companies to truly embrace inclusion, they must go beyond surface-level diversity initiatives. Maddigan advocates for a cultural shift where inclusion is embedded in the DNA of an organisation rather than treated as a compliance requirement.

“Inclusion and diversity should be a top priority for all organisations and form part of the strategy of who they are,” she asserts.

This means that businesses must:

• Create mentorship and sponsorship programmes that actively support women’s career growth.
• Revaluate hiring and promotion practices to eliminate biases that disadvantage women.
• Ensure pay equity to close gender wage gaps.
• Build workplaces that support work-life balance, recognising that caregiving responsibilities disproportionately fall on women.

Companies like Akamai are proving that such measures are achievable and necessary for long-term success.

A future where female leadership is the norm

The road to gender equality in the workplace is still long, but the momentum is undeniable. Women like Maddigan are paving the way for a future where female leadership is no longer an exception to the rule but a given.

Empowering women can lead to building stronger, more innovative organisations and societies.

Young women who step into the workforce should not feel like they have to fight for a seat at the table. Instead, they should walk in knowing that they belong.