Women in Tech: Careers, Initiatives, and Perspectives

Can you please share your journey at VISEO? 

I joined VISEO in 2012 as part of a mission for an iconic French luxury leather goods brand, with whom I then collaborated for twelve years. After leading several SAP implementation and deployment projects, I became Senior Manager of Supply Chain in 2018. Later, I was invited to lead the Supply Chain Paris department, where I managed more than 70 consultants. Since 2024, I have been working as the Director of SAP Operational Excellence for France. 

Why did you choose the Tech sector? 

Working in Tech attracted me for several reasons. It is an industry where I feel motivated? Inspired? at all levels and recogniszed for my skills (which is an important driver for me). It is also an exciting field that requires constant learning and keeping up-to-date, given how dynamic the market is. It never gets boring! 

What has been your greatest challenge in your career? 

My biggest challenge was starting over at 30 years old. Originally from Portugal, I moved to France in 2012 for personal reasons. This choice was an act of faith as I did not know the language, the market, or have any network. I arrived in January after completing an MBA between Lisbon and Boston at the MIT Sloan School of Management. I joined VISEO as a manager the following month. I had started my career in SAP six years earlier. The interview was conducted in English. By the end, I was able to express myself in French… In the meantime, I had enrolled in an intensive French as a Foreign Language (FLE) course. This, along with a positive, resilient, and proactive approach, likely convinced them. VISEO later supported me in perfecting my French both in writing and speaking. I gradually gained internal visibility. Opportunities came as I mastered the language. Through this example, I want to show young women that having confidence in themselves, being ambitious and persistent, and staying open to learning will help them carve out a strong path in Tech. 

What obstacles do you think women face, and how can they overcome them? 

The first obstacle, unfortunately, often begins at home, sometimes very early in life. Stereotypes passed down by family, such as “Tech is not a job for women,” can be discouraging. I was lucky to have parents who always invested in my education and encouraged me to choose a career that would allow me to be financially independent. In my upbringing, freedom was a major focus. Later, building a career can feel like a daily battle. Women face external obstacles (working in a male-dominated environment, confronting societal biases) as well as internal obstacles such as impostor syndrome, which hinders initiative and ambition. 

Have you observed elements that could encourage “female leadership”? 

In France in 2023, women held 24% of positions in the digital sector. Their share in the SAP market is around 25%. Globally, estimates suggest female representation in Tech is between 20 and 25%. At VISEO, in my SAP business unit, women make up 36.2%, and 34.2% globally. 

These numbers show progress, but there is still a long way to go to achieve full parity. This inequality has an economic cost. A recent BCG study shows that mixed-gender teams are the biggest winners in Tech fundraising rounds. They are 1.4 times more likely to receive funding than all-male teams. Another McKinsey study concludes that gender parity in Tech could generate 10% additional GDP for France. However, pay gaps at equal responsibilities and skills can discourage women’s professional ambitions. 

In mixed teams, I have observed complementarity in problem-solving. They combine different perspectives and tackle issues with a comprehensive 360° vision. 

Ultimately, everyone benefits from better female representation, salary equity, and a more inclusive work environment where individuals can fully express themselves and reach their potential. 

What initiatives can companies take to promote women’s access to leadership roles? 

At an institutional level, one can think of the Rixain Law for companies with over 1,000 employees or, in our field, the “Tech for All” program presented at VivaTech in 2024. At VISEO, we have implemented the Rise Up program, organized by our CSR manager Alicia Becquet, which I am proud to be part of. We aim to develop it further in 2025 to strengthen women’s support networks. We organisze discussion sessions among women at all levels of our company. Several of us have shared how we overcame obstacles and how we equipped ourselves to advance in our careers. We also invite men to raise awareness of these issues. 

How can women leaders inspire younger generations? 

In recent years, I have observed a real shift in attitudes and an increased willingness to question norms. The rise of groups, forums, and associations dedicated to women has facilitated sharing, mentorship, and mutual support in the professional sector. We also need role models. Having these references helps younger generations stay motivated, believe in their abilities, and gives them the strength to continue despite obstacles. My mother played this role for me. Cosmopolitan, intelligent, she was a force of nature. She remains in my heart as a woman ahead of her time, shaping the future. 

Women in tech : pushing companies toward transformation.

Societal changes are pushing companies toward transformation. Those that create internal initiatives will be the biggest winners. By anticipating and addressing gender disparities at all levels (salaries, leadership roles, etc.), these companies will be better positioned for the future. We have seen that mixed teams are more successful in fundraising. I am convinced the same applies to corporate management. Diversity is the best composition. It allows us to see life from another perspective. And in today’s world, putting oneself in another’s shoes is increasingly important. 

Ressources

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