International Women’s Day (IWD), observed annually on March 8th, is a global call to recognize the achievements of women while also acknowledging the ongoing fight for gender equity. With March also marking Women’s History Month, it’s a crucial time to reflect on progress made and work still ahead -- especially in male-dominated fields like technology.
Although women have historically played a pivotal role in computing, from Ada Lovelace in the 1840s to the women who programmed the first modern computer in the 1940s, today’s tech landscape reflects a different story. Today, women hold just 27% of computing jobs, and for women of color, that number is even lower.
To better understand the challenges and experiences of women in tech, Kevel conducted a workplace roundtable and survey. This blog will delve into participants’ experiences -- shedding light on common obstacles, sharing practical advice for navigating the industry, and outlining steps companies and individuals can take to foster a more equitable workplace. By working together, we can ensure that women in tech don’t just remain in the field but thrive in it.
Many challenges women face in the workplace stem from unconscious bias, systemic inequalities, and cultural expectations that place undue pressure to conform to traditional, male-centered leadership norms. “I’ve had experiences in the past where a male leader pushed me to be more ‘cutthroat,’” shared Jenn Choo, Senior Marketing Director at Kevel. “That’s a big challenge for me -- being authentically myself and proving that the way I lead does work, and you don’t have to conform to male-dominated stereotypes to be successful in leadership.”
These struggles are a reality for many women across all industries. Not only are women a clear minority in tech, but just 11% of women hold executive roles, according to Forbes. A Kevel survey found that 83.3% of respondents identified unconscious bias in hiring and promotions as the biggest barrier to gender equity in the workplace and 66.7% reported experiencing skepticism about their expertise or leadership abilities.
Bias isn’t confined to internal company culture, either -- it extends outward, affecting interactions with clients and customers. “It’s not just your internal workplace where bias can show up,” explained Claire Hansen, Senior Manager of Customer Success at Kevel. “It’s also your experience with customers and people on the outside, too.” During the roundtable, Hansen recalled instances throughout her career where clients bypassed her expertise in favor of male colleagues, reinforcing the deeply ingrained cultural biases that continue to challenge women in tech.
That’s why advocacy and allyship are so important. “If you have a male ally who will speak up, who will prop you up in meetings, having someone on your team is really, really helpful,” shared Callie Bensel, a Senior Software Engineer at Kevel.
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Even the most accomplished women aren’t immune to imposter syndrome -- the persistent feeling of self-doubt despite clear success. While self-skepticism can affect anyone, it’s especially prevalent among women in male-dominated workplaces, where external biases can reinforce internal doubts.
“I almost left tech multiple times,” King shared. “There were moments where I thought, ‘Maybe I’m just not good enough for this.’ But looking back, I realize it wasn’t about my ability -- it was the environment making me feel that way.”
King’s experience reflects a larger and deeply concerning trend. According to Girls Who Code, 50% of women in tech leave the industry by age 35, often citing workplace culture and lack of support as key reasons.
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The gender pay gap remains a persistent issue in tech and beyond, with women still earning less than men in similar roles with comparable experience. Although that gap has narrowed over the past two decades, progress remains slow -- back in 2003, women earned 81% of what men earned; today, that number has risen to just 85%.
This challenge is only compounded by the fact that women are less likely to negotiate their salaries or seize opportunities due to fears of being perceived as aggressive or demanding. Without systemic changes -- greater pay transparency, standardized promotion criteria, and leadership accountability -- the wage gap will continue to hinder women’s career advancement and financial security.
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For many women, work doesn’t stop when they leave the office. The “double burden” describes the challenge of balancing paid employment with unpaid domestic responsibilities like childcare, household labor, elder care, and more. Despite shifts toward more equitable household dynamics, women -- especially mothers -- continue to shoulder a disproportionate share of these responsibilities. A UK research study found that women performed two-thirds of household and childcare responsibilities and are more likely than men to reduce their working hours or adjust their schedules to accommodate unpaid care.
Without systemic support, the expectation to “do it all” can lead to burnout, career stagnation, or women leaving the workforce altogether. Work-life balance isn’t just a personal challenge, but a structural issue that requires employer-driven solutions. Policies like paid paternal leave, flexible work arrangements, and employer-supported childcare are critical to ensuring women can thrive personally and professionally.
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At Kevel, supporting women is embedded in both our culture and our policies. With women in leadership roles across departments, we prioritize representation and empowerment, ensuring that women are seen, heard, and valued. “Our women leaders don’t all present the same way, they don’t all have a certain personality type,” said Hansen. “I appreciate that we do have a level of representation across the org, different departments, and that women are empowered to show up as themselves.”
Kevel also operates as a remote-first company with flexible hours, unlimited PTO, and dedicated Kevel Wellness Days each month -- giving employees the autonomy to manage work and life in a way that works best for them. Paid maternity and paternity leave further reinforce our belief that careers and families should complement, not compete, with each other.
“Kevel’s remote working and flexible working policies have been a game changer for me,” said Natalie Palfreman, Social Media Manager at Kevel. “Being trusted and treated as an adult enables me to give 100% to my job as well as being able to manage my family commitments.”
“We Are All Adults’ and how everybody lives by that and encourages it…I’ve never experienced that at another company.” Morgan Irizarry, Enterprise Account Executive at Kevel
To learn more about Kevel’s values and commitment to employees, read Kevel’s Company Constitution here.
Real change also comes from the wisdom and resilience of the women who have navigated the challenges of workplace bias firsthand. Here’s are words of wisdom from some of Kevel’s women in tech on building confidence and forging a path forward:
“Speak up. Don’t be afraid to ask for what you want and lead from where you are. There’s room for more than one woman at the top.” – Sandy Grason, SVP of Product & Engineering
“Don't second guess yourself. Your knowledge and your voice is powerful and your opinion matters. Be sure that you are standing up for yourself and supporting others in the same way that you want to be supported. The only way for us to overcome these challenges is by doing it together.” – Jenn Choo, Senior Marketing Director
“Figure out what your thing is and lean into it. Don’t be afraid to make that part of your brand. Communicate with confidence.” – Claire Hansen, Senior Manager of Customer Success
“Don’t give up. Try to find a company that has the values and culture we all deserve. That’s what I always tell young software engineers—there are good places to work out there.” – Callie Bensel, Senior Software Engineer
“Speak up to be heard! Stay positive, believe in yourself, and if you aren’t in the right role or organization for your needs, then keep looking for new opportunities.” – Natalie Palfreman, Social Media Manager
“Speak it out in the open, and if nothing works, then know it’s not your job to educate lesser men who don’t change or fix things. There are better jobs and workplaces out there where you will feel appreciated.” – Emma Gielsgaard Sefort, Client Success Manager
“Step up, speak up, and take your seat at the table—because no one is going to hand it to you. In male-dominated fields, hesitation is a disadvantage. Own your expertise, demand what you deserve, and push boundaries unapologetically. The future of tech depends on more women leading, not just participating.” Puja Rios, Chief Operating Officer at Kevel
Creating an equitable workplace supports women and helps build a stronger, more inclusive industry for everyone. Whether you’re a woman in tech forging your path, a male ally advocating for change, or a company shaping its policies, your actions matter. Progress happens when we continue to push for better representation, equity, and support -- and that’s what International Women’s Day is all about.
