The technology industry offers tremendous opportunities for women, with strong representation across entry-level positions. However, as women advance up the career ladder, this number gets smaller, and it’s estimated that globally only 31percent of leadership roles are held by women. The reality is that many women (still) face unique challenges in middle management that can deter them from progressing into senior leadership roles.
Having navigated my own journey in tech leadership, my experience has been largely positive, but I recognise this is not the case for all women. Staying deeply connected to technology and maintaining a builder’s mindset of continuously learning and evolving, has played an important part in my growth. I’ve been fortunate to work in environments like Silicon Valley and at Align Technology, where there’s a culture of inclusivity and diversity of thought is encouraged. However, inclusivity doesn’t happen by chance. Organisations should intentionally create workplaces which promote diversity of talent, and where women feel supported, valued and empowered to lead.
Guiding women at every stage
One of the hurdles in tech is the narrowing pipeline for women as they move beyond entry-level roles. Women are well-represented in engineering, product management, and technical fields early on, but these numbers drop at the managerial, director, and VP levels. The result is a narrowing triangle at the top, with relatively few women reaching executive leadership.
To change this, companies must provide mentorship, advocate for supportive policies, and foster a culture that enables women to thrive through different life stages. It’s not just about bringing more women into tech, it’s about keeping them here and empowering them to reach leadership roles where they can drive meaningful change.
Mentorship is vital for career advancement, but sponsorship is equally important. Senior leaders should actively advocate for high-potential women, ensuring they receive opportunities for high-visibility projects that can accelerate their careers. Personally, I’ve benefited from mentors who encouraged me to step outside my comfort zone and take on leadership roles.
At Align, we are committed to fostering a culture where women feel supported in their career progression. Our leadership programs and global women@align chapters offer and encourage networking, professional development, leadership mentoring, and educational projects. The intent is to attract, develop, and retain talented women while engaging all employees. As part of our commitment, we have initiated programs and dedicated resources aimed at recruiting, monitoring, and enhancing programs designed to achieve our goals. By creating an environment that supports career advancement at all levels, we can ensure that talented women have the tools and opportunities they need to succeed in leadership roles.
Adaptive work policies and career growth
While hybrid and remote work have improved flexibility in the tech industry, more must be done to ensure these policies genuinely support career growth. A Deloitte study found that women are more likely to leave jobs due to inflexible work environments, with 14% citing lack of flexibility and 12% referencing poor work-life balance. Additionally, 97% of respondents felt that requesting flexibility would negatively impact their chances of promotion.
For women balancing caregiving responsibilities, career progression often stalls due to the idea that leadership roles require constant in-person presence. Organisations must actively challenge this by promoting leaders based on impact and performance rather than physical presence. Structured career planning, leadership training, and return-to-work programs for those taking career breaks are essential for retaining talented women in the workforce.
At Align, we take a proactive approach to fostering long-term career growth. Many women in managerial roles at Align have been with the company for as much as 10, 20 years, which is a testament to our inclusive and supportive culture. To further empower employees, we also launched dedicated talent management programs and online courses, equipping female employees with tools to build on their skills and confidence to advance.
Attracting more women into tech is important but retaining them is just as crucial. Companies must cultivate an environment where women feel they can thrive long-term. This starts with fostering an inclusive culture that values diverse perspectives and actively addresses bias in hiring, promotions, and performance evaluations.
My advice for women pursuing leadership
For women looking to advance in tech, my biggest advice is to stay confident and curious. Engineering isn’t just about writing code, it’s about problem-solving, design, and innovation. Fields like AI, product management, and business analysis offer significant opportunities to lead and make an impact.
Looking back, one significant decision in my leadership journey was probably stepping away from a traditional leadership role, where I was managing people directly, to take on an individual contributor role that required leading through influence. This shift came during a critical time for the company, and it taught me that leadership isn’t just about how many people report to you. For me, success has never been about that. Instead, it’s always been about learning and making a meaningful impact.
Achieving greater representation of women in tech leadership isn’t just about individual ambition, it requires a collective effort. Organisations must build cultures that value diverse leadership styles, provide mentorship and sponsorship opportunities, and ensure that flexible work policies truly support career growth. At the same time, women should feel empowered to take ownership, embrace new challenges, and define success on their own terms. Ultimately, our goal should go beyond achieving diversity at the entry level and seek to create sustained representation and meaningful leadership opportunities for women at the highest levels.
Sreelakshmi Kolli
Sreelakshmi Kolli is Executive Vice President, Chief Digital and Information Officer at Align Technology. A business and technology leader, Sreelakshmi has a strong track record of applying technology to shape different business models and growth strategies.
