Episode 20 of the D365 Insights Podcast asks whether women in tech are still fighting the same battles.

We were joined by two women who work on this every day:

Claire Mironik, Digital Services Change and Test Manager at Aston University and founder of WITBHAM - The Women In Tech UK.

Amandip Kaur Jheeta, Senior Director, Alliance Leader & Women in Alliances Lead and Co-Chair of the Global Women’s Inclusion Network at NTT DATA.

Here are the key takeaways from the conversation.

1.     Women in tech is a movement, not a slogan

Asked to define “women in tech” in one sentence, both guests said one sentence wasn’t enough. Amandip described it as a collaboration and a movement that empowers more women into the ecosystem. Claire talked about the dual nature of it: being a woman in tech is special, but it comes with a responsibility to advocate for those who don’t have a voice.

The words Claire used to describe WITBHAM sum it up: empowerment, connection, growth and support.

2.     The misconceptions haven’t gone away

Amandip highlighted assumptions that still shape women’s careers:

• Women, particularly those of a certain age, get grouped into junior roles, even though the industry has women on boards and in the C-suite.

• Mundane tasks, like taking notes in a meeting, are assumed to fall to women.

• Opportunities are withheld on the assumption that a women will take time out for children or caring responsibilities. Amandip was clear that this should be the individual’s decision.

• Even experienced women often feel they have to prove themselves all over again when they join a new organisation.

3.     Allyship matters, and men are welcome

Claire raised a misconception that’s easy to overlook: many men believe they can’t attend women in tech events. Her message is that they’re welcome. Bringing male colleagues on the journey helps them understand issues like unconscious bias in recruitment, and she sees allyship as essential to the movement.

4.     Has the industry changed? Yes, in places

Both guests were positive about the organisations that support women. Amandip noted that her own organisation is now held to account if teams aren’t diverse, which pushes people to think beyond tick-box hiring.

But the picture is uneven:

• Recruitment into technical roles (network, server and infrastructure teams) is still predominantly male.

• Women are being recruited into senior and junior roles, but the middle is still an issue.

• As Amandip put it, it’s time for the industry to “walk the walk”. If bias continues as AI reshapes the sector, women risk disappearing from it.

5.     Job adverts and recruitment need a rethink

Women often apply only when they meet around 90% of the criteria, while men will go for roles at 50%. So how roles are written matters.

Claire shared a toolkit she wrote at Aston University to make digital services job roles more supportive of women, separating what’s essential from what’s a development opportunity. The result was more women applying for technical roles, and more interviews.

Other ideas from the conversation:

• Highlight transferable skills and review the wording of job adverts.

• Use diverse interview panels, diverse in background, culture and walk of life as well as gender, to get diversity of thought.

• Show candidates what the organisation looks like. Amandip’s global inclusion network is planning an internal campaign where women in different roles give perspectives on the recruitment process.

6.     Confidence and imposter syndrome

Both guests admitted to having talked themselves out of roles. Claire nearly did it before applying for her role at Aston University, because she had worked alongside testers but had never been one herself. When she thought about what she’d observed, she realised she had knowledge to build on.

Amandip’s advice is to ask what the worst outcome is. If the answer is no, ask what you’d need to do to get there and how long it would take.

This is why networking events matter. People leave feeling encouraged, and that encouragement turns into applications.

7.     Pay is still a taboo

When asked which conversation they can’t believe we’re still having, Amandip chose gender pay parity. Many women still find it hard to ask for what they’re worth, and without transparency they can’t see what their male counterparts earn. Pay transparency legislation exists, but she pointed out that gaps and loopholes remain.

She also saw hope in the next generation. Her 22-year-old daughter is already clear about what she wants and what she’ll walk away from.

8.     The uncomfortable truth: negative experiences push women out

Claire spoke about a conversation that keeps coming up in women in tech networks: bullying, harassment and unfair treatment. She has experienced it herself and has heard similar stories from others. It isn’t about naming and shaming. It’s about asking whether it’s being addressed at all.

She also acknowledged the many areas of tech with great support. But a single bad experience can be enough for someone to leave the industry. Claire considered leaving herself, and it was a great mentor who helped her stay.

9.     Mentors and sponsors are not the same thing

Both guests are passionate about mentoring and gave their time to others voluntarily. Amandip drew a useful distinction:

• A mentor offers guidance, shares lived experience and helps with connections.

• A sponsor advocates for you in rooms you’re not in, and opens doors.

Her practical tip: if someone’s panel talk or post resonates with you, reach out on LinkedIn, mention the points that stuck with you, and ask to learn from them. Most people will be glad you listened.

Claire’s mentors have helped her build confidence, develop her public speaking and gain reassurance, and she is paying that forward through WITBHAM.

Final thought

This episode is a reminder that the conversation about women in tech has moved forward, but the real change is in how we hire, promote, pay and treat people. As Claire and Amandip made clear, there is a lot of talking happening. The next step is acting on it.

If you’re hiring, review how your job adverts are written and who sits on your interview panels. If you’re an ally, show up. If you’re a woman in tech, find a mentor, and apply for the role anyway.

🎧 You can listen to the full episode on Spotify, YouTube, or wherever you get your podcasts. Just search D365 Insights by Source & Connect.