Why influence matters this International Women's Day
International Women's Day is a moment to reflect not only on how many women are in technology, but on where decisions are being made. In cybersecurity, the focus is moving beyond visibility to genuine decision-making power. It is no longer enough simply to be present in the room; the real measure of progress is whether women are influencing the choices that shape risk, resilience and digital trust.
As the late US Supreme Court Justice Ruth Bader Ginsburg once said, "Women belong in all places where decisions are being made." This principle remains just as relevant in cybersecurity and technology leadership today.
Boards today are asking tougher questions. They are not only concerned with compliance, but with preparedness and resilience. How exposed are we to cyber attack? How do we govern artificial intelligence responsibly? What would we do if a major supplier, or its sub processors, were compromised? These are governance issues that require sound judgement, diverse thinking and the ability to translate technical risk into business language.
There are positive signs. ISACA's 2025 Tech Workplace and Culture Study shows that 41% of organisations now have programmes to recruit more women into technology roles, and almost half have initiatives aimed at promoting women into leadership. That is progress. But recruitment alone does not guarantee influence. Leadership requires authority, credibility and the opportunity to shape direction.
The pace of change in cyber risk makes this particularly important. According to ISACA's 2025 AI Pulse Poll, 81% of professionals say AI is already being used in their workplace, yet only 28% of organisations have introduced a formal AI policy. Adoption is moving faster than oversight. When governance lags behind technology, organisations are exposed.
This is where women's leadership is critical. Many women in cybersecurity have built careers by managing complexity, balancing competing demands and communicating across disciplines. These are precisely the skills required to oversee AI ethics, privacy obligations and enterprise risk.
However, we cannot ignore the barriers that remain. ISACA's research shows that 27% of women experienced gender or diversity bias when entering the technology field, compared with just 4% of men. More than one in three women report experiencing gender discrimination at work. These figures reflect experiences that affect confidence, career progression and retention.
Real change requires transparent promotion processes, active sponsorship and leaders who are measured on inclusion outcomes. After all, diversity is directly linked to better decision-making and productivity. Teams with varied perspectives are more likely to challenge assumptions, identify blind spots and anticipate emerging risks.
Another encouraging shift is the broadening of career pathways into cybersecurity and privacy. ISACA's 2026 State of Privacy survey shows that more than half of organisations report at least half of their privacy team members transitioned from different careers. Professionals are arriving from law, finance, defence, education and other fields, bringing governance, investigative and analytical strengths with them.
For women, particularly those returning to the workforce after career breaks, this is significant. It reinforces the idea that careers in cyber do not need to follow a straight line. Adaptability, critical thinking and stakeholder engagement are highly valued capabilities. Initiatives such as ISACA's SheLeadsTech programme help support this progression through mentoring, networking and leadership development.
Yet structural support remains essential. Flexible working arrangements, equitable parental leave and well-designed re-entry pathways are critical. These practical measures will enable organisations to retain experienced professionals. When talented women leave the sector due to inflexibility or lack of advancement, the industry loses valuable expertise.
Looking ahead, change is not slowing down. AI rules and governance are still taking shape. Quantum computing may eventually challenge the encryption we rely on today. Global instability continues to affect cyber risk. These issues require leaders who can explain complex technical matters clearly and help boards make informed decisions.
International Women's Day reminds us that trust in technology supports our economies and our communities. When women have a real say in governance and risk decisions, organisations are better prepared. Different perspectives strengthen judgement. Inclusive cultures help retain talent. Strong, balanced leadership builds organisations that can adapt and grow stronger.
The challenge now is to ensure momentum is sustained. By embedding accountability for inclusion, valuing diverse career journeys and equipping women to lead at board and executive levels, the cybersecurity profession can move beyond representation. We can ensure women are not only part of the industry's story, but actively shaping its direction.