In an engaging and insightful panel on Empowering Women in Tech: Driving Leadership and Inclusion, trailblazing women from diverse sectors came together to explore strategies that address gender disparity, inspire leadership, and drive inclusion in the workplace and beyond.
Challenges and Strategies for Female Leaders
The panellists spoke candidly about the systemic and personal challenges women continue to face in male-dominated industries. Apple Manansala, Founder of The New Channel, reflected on launching her platform during the pandemic and the power of building communities that foster meaningful connections. Her initiative Me and My Outstanding Mother highlighted the importance of storytelling and shared experiences in building resilience.
Said Ms Manansala, “The New Channel is born out of the global pandemic. This was the time when many people didn’t have an opportunity to speak to the world, because we don’t know what’s going to happen next, and I led it as a woman. In the Philippines, media and the technology part of business is led by men. Coming up with my own platform has allowed me to be the voice and not be part of the noise. The New Channel is being used as a catalyst to show that there is a better use of technology, only if we use and not abuse the use of digital only for good.”
Dr. Heidi Ahokallio-Leppälä as the Vice President of Häme University of Applied Sciences, a multicultural university, emphasized the role educational institutions play in promoting gender parity. She showcased innovative programs like Robotic Canvas and Design Factory, where students across disciplines collaborate to solve complex problems, encouraging inclusion and breaking stereotypes.
Describing Häme University as having 10,000 students and a little bit more than a half of those are women, Dr. Heidi Ahokallio-Leppälä stressed, “It’s very important that we have a lot of diversity on in our organisation. If you think that that half of the gender are intelligent women and half of the gender are intelligent men, why don’t we recruit both? We would like to have equal opportunities for men and for women. But I say that we have still something to do, especially in those tech organisations.”
Dr. Maren Schweizer, CEO & Chief Innovation Catalyst of Schweizer World Group, spoke on the need to embrace authenticity and remain true to one’s natural leadership style. In a world where female leaders are often outnumbered, she advocated for radical transparency and the importance of external coaching to navigate bias and blind spots.
According to Dr Schweizer, Throughout my career, I’ve often found myself as the “only one,” differing in culture, language, gender, and other aspects. I faced challenges due to my unique background. In male-dominated industries like tech and electronics, I learned three key success factors for those who are the only one, namely: 1. Contribute to Decision Making: It’s crucial for the unique individual to be an active contributor in decision-making processes, not just a token presence. This fosters a sense of safety and belonging. 2. Radical Transparency: Encourage radical transparency to enable bold and candid contributions. This often requires training for groups to handle disagreements constructively and improve board dynamics. And 3. Coaching from the Crowd: Provide a coach from the existing group for the new leader. For example, in a male-dominated environment, a male coach can be beneficial for a female leader, complemented by a female mentor.”
Role Models and Support Systems
The panellists underscored how role models and supportive systems can shape women’s leadership journeys. Maren shared her own experiences of being the only woman in boardrooms, stressing how male allies and sponsors were crucial in her rise. She encouraged women to seek coaches from outside their immediate circles to gain unbiased perspectives.
Dr. Ahokallio-Leppälä credited her grandmother as a strong influence and celebrated global figures like Finland’s former Prime Minister Sanna Marin as proof that inclusive leadership is possible.
Yen Yen Tan, Non-Executive Director OCBC Bank, shared her transition from CEO to non-executive board director, highlighting the need for global governance acumen and compliance knowledge. She emphasized that gender diversity must be embedded in corporate board practices, as seen in Singapore’s listing standards. Her advice: build a strong reputation in your current role while preparing for strategic leadership positions.
As Ms Tan shared, “I always advise the very first thing is do your day job well. You have to build your own reputation. Most boards are looking at someone with a C-level experience, someone who can see things, not just on a strategy basis, understand succession, understand the importance of race regulation. For me, the exposure I have in European Board that brought me a different and more global perspective.”
Mentorship vs. Sponsorship
A key takeaway was the distinction between mentorship and sponsorship. Yen Yen noted that mentors give advice, while sponsors actively promote women’s careers. She shared how a male sponsor from Hong Kong was crucial to her progress.
Ms. Manansala and Dr. Ahokallio-Leppälä both emphasized the impact of authenticity, compassion, and strong personal values, especially when faced with setbacks.
Protecting Ideas and Taking Ownership
Ms. Manansala shared her story of having her idea stolen and the legal steps she took to protect her intellectual property. She encouraged others to turn challenges into opportunities, underscoring the need for preparedness, core values, and measured action when faced with professional betrayal.
The panel, including moderator Ms Neha Meta, CEO of FemTech Partners, agreed that achieving equality in tech and leadership is possible but it requires mentorship, collaboration, diverse role models, and inclusive systems. Most importantly, women must lean into their authenticity, resilience, and community to create lasting change.
As the tech industry continues to evolve, this conversation serves as a powerful reminder that inclusive leadership isn’t just the future. Women are building it today.
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