What are the barriers that still exist for women in tech today – and what steps do you think the industry needs to take to remove them?

The biggest barrier in the market today is that there are barely any women leaders who are promoted to their rightful places in senior management. Most organisations in the IT industry have placed them in token positions in areas such as HR and finance. However, current university statistics show that women are becoming the force behind university completion. So if companies wish to hire the best talent, women will have to be considered as an essential element of any organisation.

Efforts need to be made to ensure a work-life balance for women, provide them with child care options and protect them from sexual harassment. The lack of female representation on boards needs to be addressed through support systems such as mentorship. Women are the future of tech and all STEM industries; they have to have a seat at the table instead of looking in from the outside.

Safra Anver
TEDxColombo Licensee

Women in tech face several significant barriers and I’d like to highlight some of the key issues. First, gender stereotypes often lead to doubts about women’s technical abilities, resulting in bias during hiring, evaluations and promotions. Second, the lack of representation in tech roles and leadership positions creates a cycle of exclusion. This issue is rooted in educational gaps, where girls receive less encouragement to pursue STEM fields despite having the potential to excel.

To address these challenges, we must raise bias awareness in educational institutions and companies. Promoting diversity and inclusion initiatives is essential. Additionally, providing mentorship and establishing clear advancement pathways for women is crucial to their career growth. It’s also important to recognise that the tech field includes valuable non-technical roles such as ethics and compliance, where women should be actively identified and encouraged to participate.

Thanuki Goonesinghe
Attorney at law
Independent technology legal consultant

AI Growth Officer
D.L. & F. De Saram

One of the toughest barriers I have faced as a woman in tech has been the challenge of proving myself even when my skills spoke for themselves. Early in my career, I remember sitting in rooms where my ideas were overlooked until someone else (usually a man) echoed them. Moments like that drove me to push harder, not only for myself but for other women in tech who face similar experiences.

I believe the industry needs to move beyond simply acknowledging women and focus on creating spaces where their contributions are valued from the beginning. We need more mentors who openly advocate for women and policies that genuinely support balance – because when we feel supported, we can bring our best ideas forward.

Hashma Imnisar
Cofounder/CEO
MCQ Med

Women in tech in Sri Lanka face challenges similar to those of their counterparts across Asia, such as traditional gender roles that prioritise caregiving for ageing parents and family obligations, leading to low retention rates in the tech industry. The demands of tech work often require long hours, a high level of involvement and collaboration across different time zones. And staying updated with rapid technological changes adds pressure.

To address these challenges, companies should implement flexible work arrangements to accommodate caregiving responsibilities, provide ongoing training programmes to enhance skills and establish mentorship networks. By prioritising these remedies, the tech industry can cultivate an inclusive environment that supports and empowers women throughout Asia, by enhancing their presence and success in the industry.

Jayomi Lokuliyana
Founder/CEO
zMessenger
Adstudio.cloud

A persistent challenge for women in tech is the often unconscious perception that they must outperform their male counterparts to be considered equally capable. This higher bar (i.e. unequal playing field) can lead to stress and self-doubt for females. Additionally, many women tend to have very high and almost unrealistic internalised standards of perfection, which can contribute to low self-esteem and self-confidence. This can affect their attitude and impede career progression.

To address these issues, managers and colleagues should be empathetic and mindful, and strive to help young women overcome these challenges. Conducting unconscious bias training for all employees, and active mentorship or buddy programmes, will create a more supportive environment where women in tech can thrive.

Shahani Markus
Founder/CEO/Chairperson
Emojot

Many of the barriers that women in STEM face today are from within more than beyond; they’re shaped by the attitudes and environments we grew up in. Societal norms often instil self-doubt and discourage taking risks, while traditional expectations limit ambition. These internalised barriers are compounded by external factors such as unconscious bias and a lack of diverse representation in leadership.

To break this cycle, we need to focus on early education, foster confidence in young girls, and teach them to dream big and embrace technology. Mentorship and community support play a critical role in helping women overcome self-imposed limits. Industry and corporates should also actively create an environment that values diversity, innovation and skills.

Real change begins when we empower humans as a whole to play with their capabilities and skills in a fair field with equal opportunities for all.

Pulani Ranasinghe
Founder/CEO
Loons Lab
Care Sync
SaaS Factory

Despite positive changes, barriers for women in tech still persist – especially in Sri Lanka. From my perspective, gender bias, stereotyping, and the lack of role models and mentors are major challenges. Bias around women’s technical abilities often limits hiring and promotion opportunities, and this affects their access to high impact projects. Additionally, the scarcity of female role models in senior positions can discourage young women from pursuing or advancing in tech careers.

To address this, we need greater visibility for successful women in tech, and encouragement for young women to aspire beyond gender based expectations. Gender neutral hiring practices, equal access to challenging projects and inclusive workplace policies are vital steps forward. Recognising and supporting women’s achievements in tech is essential for creating a more equitable industry in Sri Lanka.

Wathsala Wickramanayake
Chartered valuation surveyor
Managing Director
WikiFrank Chartered Valuers

My organisation was built with the aim of helping humanity by uplifting rural communities. In a male dominated industry, it’s not a challenging task for women to position themselves if they can offer a differentiated product to the market. This refers to a technologically improved product or process to reach the highest quality standards, which will help entrepreneurs gain a leading edge in the industry.

However, there are barriers to growing and sustaining women owned businesses – such as a lack of confidence in women where banks and suppliers are concerned. Difficulties in financing, markets and product volume expansion are among the other issues. These barriers can be dismantled through proactive policy changes such as conducive tax structures, low interest finance schemes and export facilitation such as rebates.

Isha Wimalasuriya Wijeyeratnam
Managing Director
Eco-Serene Biotech