Women’s month gives South African businesses and leaders an opportunity to reflect on their efforts to narrow the gender gap and promote diversity in their organisations.
By Samantha Perry, co-founder of Women in Tech ZA
For the most part this means there is a lot of talk from senior industry leaders around what is being done, has been done, or should be done. What do women coming up the ranks in tech really want though? What challenges are they facing? And how do they think we should be addressing the problem? We decided to ask them.
“My biggest challenge has been learning how to lead with clarity and confidence, without constantly softening myself to make others comfortable,” says Danielle Lifschitz, talent and culture lead at Jem HR, an employee benefits and HR platform for deskless workers.
“Like many women, I’ve felt the pressure to be ‘palatable’, to show up in a way that keeps the peace, even when what’s really needed is directness, conviction, or uncomfortable truth.”
Her view on what businesses can do to support women in tech?
“Companies need to stop treating ‘supporting women’ as a side project. It has to be baked into how you run a business. That means creating space in meetings for quieter voices. Building cultures where it’s safe to challenge ideas. Calling out bias, even the subtle stuff, early and often. And it means making sure women are in the rooms where decisions are being made,” she says.
“I think it starts with recognising the women who are doing the work behind the scenes, not just the ones in leadership positions,” comments Amber Sabodien, customer experience epecialist at Euphoria Telecom, a South African developer of cloud-based, VoIP telephony solutions.
“Women juggle a lot inside and outside of work, so when businesses offer understanding, balance, and real opportunities for development, it creates a space where women can thrive instead of just survive.
“[Being a woman in tech means] having to work harder to be taken seriously, especially in technical spaces where women aren’t always seen as the ones with the answers,” she adds. “Coming from a technical coordination background [into customer experience], I often had to repeat myself or prove I knew what I was talking about before being heard.”
“Women are best supported in environments where they can speak openly, make mistakes, and lead in a way that feels authentic to them. That starts with building a culture of psychological safety, fair feedback, and a genuine commitment to diverse leadership styles,” comments Anja Gregori Swart, group product manager at payments service provider Peach Payments.
“One of the biggest challenges I have faced is navigating the tech sector as a Black young leader,” says Jem HR head of customer Nonsuku Mthimkhulu, “There are often unspoken expectations and stereotypes tied to these identities. At times I have felt the weight of needing to prove my place in spaces where few looked like me. It can feel like carrying the responsibility of representation, knowing that how I show up could influence perceptions and opportunities for others who come after me.”
Promise Mfeka, brand marketing associate at Peach Payments, says: “At Peach Payments I’ve seen how much of a difference it makes when businesses actively create opportunities for women to grow and lead. It starts with mentorship and giving young women the chance to work on impactful projects that showcase their skills and potential.
“Businesses can also foster a culture where women feel seen, supported, and encouraged. I truly believe that when diverse voices are valued, everyone wins. By investing in women early and often, businesses not only support individuals but also strengthen the entire industry,” she adds.
“Businesses should upskill and empower women in [tech] industries so that we can be noticed just as much to help break the stereotypes and broaden the narrative,” agrees Jolinda Jonas, technical co-ordinator at Euphoria Telecom. “Men get more opportunities than women in the tech industry, men are often considered for managerial positions and even if women are in such positions their pay grade is not matched with their male counterparts.”
“One way to support women like me is through consistent upskilling in technical areas,” adds her colleague, technical co-ordinator Maalika van der Schyff. “Creating opportunities for us to become more well-rounded means we can confidently step in when needed and contribute on a more technical level, helping to close any gaps and build stronger teams.”
“Policies alone are not enough,” states Mthimkhulu. “Businesses must foster cultures where women feel seen, heard, and valued, not as a tick-box exercise but as a foundational strength. They need to normalise flexibility as a standard so women never have to choose between ambition and family.
“Equally important is cultivating communities of women within organisations,” she says. “There is extraordinary power in women rallying around each other, sharing knowledge, and creating opportunities for others to rise. When companies support these networks, whether through formal programs or everyday culture, they unlock a cycle of women empowering women and driving businesses forward.”
Data from Women in Tech ZA in 2015 showed only 23% of tech roles in South Africa were held by women at the time (more recent data isn’t available unfortunately). The World Economic Forum (WEF) 2020 Gender Gap Report indicated it will take nearly a century to bridge the global gender gap. The WEF 2022 Global Gender Gap Report indicated less than a quarter of global tech leadership positions are held by women. All of which shows we’re not achieving what myriad gender diversity programmes are setting out to do. It’s time to take a fresh approach.