Finding your voice as a Woman in Tech

Written by Amanda Dahl , Deputy Director, Digital Service Platforms at the Government Digital Service

Technology is known for being male-dominated, with women being largely underrepresented. As a woman who has worked in the industry for 28 years, I can attest to the challenges of finding your voice as a leader. For years, I struggled with imposter syndrome, leading me to constantly doubt my abilities.

Self-doubt can be insidious. I knew I had solid hands-on technical skills, plus experience as a scrum master, delivery manager, product manager and more. But as the only woman in the room during meetings with table-thumping authoritarian leaders, I often felt like my ideas and opinions were dismissed, ignored or worse - used uncredited by others. Every day interactions in “boys club” environments would cause me to question myself and doubt that I could ever advance.

It was tough to develop a thick skin and speak up for myself, especially given the way I was socialised as a child. I was raised to be helpful, be a pleaser, not to rock the boat and just be a good girl. And in my thirties, even after working through much of that, I found the hormonal ups and downs of PCOS, IVF treatment, pregnancy (and now perimenopause) really knocked my confidence. But I refused to let imposter syndrome stop me from pursuing my goals and dreams.

One of the areas I identified for development was executive presence. This is that special something that some leaders have which allows them to take up space in a room. I had very few female role models with true executive presence, so I sought them out, having mentoring chats whenever possible. Invariably, the older women I spoke with would also attest to the struggle to find a voice as a woman in tech. Several had essentially chosen to behave in a more masculine way to gain acceptance, drinking beers and playing golf with the guys to get access to the real places decisions were made. One senior leader told me that she “had to behave in ways that went against [her] values” to get where she was.

I spent a lot of time practising speaking at Toastmasters, honing my skills as a public speaker, and learning to communicate effectively with others. My husband noticed the difference between the work version of me (harder, more driven) and the home version (softer, more myself), and he encouraged me to smooth the differences between work and home, to be more authentically me at work. This felt risky and it wasn't easy, but I was determined to find my voice, make myself heard, and be comfortable in my skin as a leader.

The challenges for women in technology are well documented. You aren’t hallucinating when you feel like you, as a woman, have to prove yourself far more than your male colleagues. 

In fact, two experiments tested the value people attach to the leadership potential and leadership performance of female and male candidates for leadership positions in a hiring simulation. In both experiments, participants valued leadership potential more highly than leadership performance, but only for male candidates. By contrast, female candidates were preferred when they demonstrated leadership performance over leadership potential. The findings reveal an “overlooked potential” effect that exclusively benefits men and hinders women who pursue positions that require leadership potential.

These studies really resonate with me, as I feel like I have always had to advocate for myself and prove my performance— never given roles based on potential. I began to keep a running log of my wins and accomplishments, big and small. Not just to list them at appraisal time, but to constantly remind myself what I’m capable of achieving.

Despite my efforts, it still took me years to get past imposter syndrome. It wasn't until I worked at the White House that someone gave me a sticker that said, "you are someone else's imposter syndrome." It was a powerful reminder that I was not alone in my struggles and that my experiences could help others who were facing similar challenges. That, combined with becoming more selective about projects to ensure everything I work on is mission-driven, has helped me heal the impostor syndrome that once bubbled nonstop inside me.

Working towards a greater purpose, and believing in my worth, I realised that my role was not just to bring my own voice to the table but also to bring other women and marginalised voices into the room. I wanted to create a more inclusive and equitable environment where everyone had a chance to be heard and to make a difference.

Finding your voice as a woman in tech can be challenging, but it is not impossible. By refusing to let imposter syndrome hold you back, developing your skills, and seeking out opportunities to make your voice heard, you can overcome these challenges and achieve your goals. Remember that you are not alone, and that by bringing other women and marginalised voices into the conversation, you can help create a more inclusive and equitable environment where everyone can thrive. Take up space in the room, you deserve it as much as anyone.