This experience is not unique. Many women in tech have taken such moments to heart, leading them to advocate for more flexible and equitable work environments. They’ve become champions for workplace models that allow every employee to manage their time, balance work with life, and never miss the moments that matter most, whether in the boardroom or at home.

In recent years, women have been founding and leading tech companies, after years of serving in senior roles across the industry. Many began their careers in tech "back when the industry was still finding its identity," working for small startups that grew into major players. After years of gaining experience and climbing the corporate ladder, these women have struck out on their own, establishing companies that provide innovative solutions and services, from software development to tech consultancy, aiming to break into the global market.

Yet, for women, it’s never been about creating just another tech company. They are redefining business models, they are disrupting the status quo of what is possible in tech management today. 

My name is Sarit, and I did it myself. I founded SAGE Marketing with a vision of a workplace that truly supports its people – women and men alike. I aimed to implement a flexible and equal employment model while empowering my team to manage their time effectively, prioritise their well-being, and fully participate in their personal lives. Heck, I’m happy to inform you that I succeeded.

Leadership Beyond Gender

The question often arises: Is there a difference between male and female leadership? The answer lies not in gender, but in individuality. Leadership styles vary widely, and women have encountered all types – from compassionate and empathetic leaders to those laser-focused on the details of a project. What matters is the kind of person you are, not your gender. As leaders, women prioritise the personal well-being of their teams just as much as professional development, understanding that personal experiences inevitably affect work performance and overall success.

Overcoming Challenges

Throughout their careers, many women in tech have faced challenges related to their gender, yet they refuse to see it as a barrier. Instead, they view it as an opportunity to stand out, to offer a perspective that is less common but equally valuable. Their voices have always been heard, and their contributions have often been recognised for bringing unique insights and solutions to the table. Here are some of my beloved examples.

Take, for instance, Sheryl Sandberg, who became the COO of Facebook and one of the most influential women in tech. Early in her career, Sandberg faced scepticism and challenges as she navigated the male-dominated tech industry. However, she used these experiences to advocate for women's leadership and empowerment, famously penning the book Lean In, which has inspired countless women to overcome workplace barriers.

Another example is Susan Wojcicki, who joined Google as its 16th employee and played a pivotal role in the company's early success. As the first marketing manager and later the CEO of YouTube, Wojcicki faced significant challenges, particularly in pushing for gender equality within her teams and the broader industry. She has consistently advocated for diversity in tech, proving that perseverance and a commitment to inclusivity can lead to transformative change.

Reshma Saujani, the founder of Girls Who Code, also overcame substantial obstacles. Initially, she faced rejection and criticism as she transitioned from a legal and political career to tech. Undeterred, she turned her focus to closing the gender gap in technology, creating opportunities for thousands of young girls to learn coding and pursue careers in tech.

These women exemplify how challenges can be transformed into opportunities for growth and innovation. By leveraging their unique perspectives and experiences, they have not only advanced their own careers but also paved the way for future generations of women in tech.

An Empowering Model for Children

The balancing act between work and life is a constant for many women. There’s often a feeling of never doing enough – whether at work or at home. But with time, women have learned to create a balance that works for them. Their children grow up seeing mothers who are driven, successful, and fulfilled in their careers, while also providing emotional and financial security. This is an empowering model, yet women also recognise the value of different paths. Some choose to focus on motherhood, a choice that is equally admirable and challenging.

Advancing Women in the Workforce

What can be done to help more women advance in the workforce? The answer lies in rejecting the notion that gender should define us. Unwavering professionalism and dedication have guided women throughout their careers. They understand that there are many paths to success and that reality is what you make of it. Women need to believe that they can manage both their careers and their families, seek out supportive workplaces and partners, and recognise their own capabilities. By doing so, they challenge the system to recognise that there are no glass ceilings – only opportunities waiting to be seized.

A Vision for Success

Getting back to myself, I have always worked with tech visionaries with groundbreaking ideas, most of them are men who come from a technical background, often lacking commercial skills or a deep understanding of marketing and sales. They’ve raised funds, and developed amazing products, but still struggle to market them. This is where I step in. I tend to say, that no matter how innovative the technology is, without the right marketing strategies and go-to-market plans, it won’t have commercial viability. And they listen to me, not because I’m a woman, but because I’m a professional in what I’m doing. I connect with them on a much deeper level than just gender, helping them navigate organisational dynamics, building trust, and committing to their success.

I don’t think gender should define us. What has always guided me is uncompromising professionalism. I know women who earn more than their partners and men who are more dominant in the domestic role. These may not be the majority, but there are clearly different types. Reality beats everything, and you have to create it. Women need to tell themselves they can manage their careers and their families. They should choose a workplace that promotes them, a partner who supports them, and understand that they are no less capable than anyone else and that they don’t need special allowances just because they are women. Maybe then, the systems will also understand that there are no glass ceilings.