Cheryl’s Introduction Blog
Breaking Barriers: The Importance of women in Technology, Leadership, and the Boardroom
The world of technology continues to shape our future, driving innovation and unlocking potential across multiple sectors. But for all its advancements, the technology sector – and leadership in general – still grapples with a glaring imbalance: the lack of women in senior roles, particularly in the boardroom.
As the Operations Director at Unique IQ, I’ve witnessed the transformative power of diverse leadership first hand and I want to give my thoughts and explore why women are not just needed but essential in technology, senior roles, and at the decision-making table.
Research have repeatedly shown that organisations with diverse leadership teams outperform their peers. Women bring a different but very distinct set of skills and perspectives that enrich decision-making and foster innovation. In the technology sector, where creativity and problem-solving are paramount, this diversity isn’t just a bonus—it’s a business imperative.
Women leaders excel at collaboration, emotional intelligence, and long-term strategic thinking. These qualities are vital for tackling the complex challenges the technology industry faces, from navigating digital transformation and how we can all embrace AI technology and weave this into our daily practice.
The boardroom is where critical decisions are made, shaping the direction and success of companies. Yet, women remain significantly underrepresented in these spaces.
Several years ago, during a 1-2-1 meeting with a managing director, when asked where I saw myself in five years, I confidently responded, “At board level.” To my surprise, his immediate response was not one of encouragement or curiosity but a dismissive remark: “That can never happen because you have children, and the job would have to be a priority over them.” I was utterly shocked. It felt as though my ambition, capability, and dedication were being reduced to an outdated stereotype that parenthood, especially motherhood, was incompatible with career progression. In that moment, I realised the extent to which biases still permeate the workplace, and it strengthened my resolve to challenge such prejudices and advocate for a more equitable view of leadership and parenthood.
Needless to say – I handed in my notice the very next week.
Prior to joining Unique IQ, when I was seeking a part-time role, I encountered an unexpected barrier that left me feeling both frustrated and undervalued. Despite my extensive experience and proven capabilities, I was repeatedly turned down because employers insisted on hiring for full-time positions only. It felt as though my skills and expertise were being overlooked simply because I wasn’t available for traditional hours, even though I could deliver results that would far exceed expectations within a part-time framework.
This experience highlighted a stubborn rigidity in the workplace; one that fails to see the value of flexible working arrangements and the talent that professionals like myself bring to the table, regardless of the number of hours worked.
As soon as I started with Unique IQ, I knew that no such barriers or prejudice existed and from day one I was judged on my ability alone and not the number of hours a day I could contribute.
I worked hard and very quickly found myself presented with an opportunity for promotion to Operations Director – which meant a place on the board – an opportunity to really shape the future of the business – at last, an organisation who was really seeing me for my potential and contribution and passion – and not my gender.
