The panel discussion, "From Inclusion to Leadership: Retention Strategies for Women in Tech," held at the Women in STEM Cyprus Forum, addressed key challenges and solutions for retaining women in the tech industry and advancing them into leadership roles. Moderated by Raluca Ioana Man, Vice Chair at ICC Women Network Cyprus and founder of RSEVEN and BSA, the session featured insights from Savia Orphanidou, Member of the Parliament of the Republic of Cyprus; Jim Sukar, Managing Director of Global IT Services at MUFG Investor Services; Cleo Papadopoulou, Chief Inclusion and Diversity Officer and Chief Learning Officer at PwC Cyprus; and Marianna Hadjiantoniou, Executive Vice President at Energame.

Overcoming Barriers to Leadership

The discussion began by addressing the persistent barriers that hinder women’s progress into leadership positions within the tech sector. Each panelist recognized that while entry into tech roles has improved, there remains a gap in retaining women and enabling their advancement to higher positions. Savia Orphanidou emphasized the importance of government support in creating policies that promote gender equality, including initiatives to encourage women’s continuous career growth.

Jim Sukar highlighted that companies need to adopt flexible working conditions to accommodate the diverse needs of employees, especially women who balance work with caregiving responsibilities. He noted that workplace infrastructure must improve, suggesting on-site childcare and breastfeeding facilities as practical ways to support women, thus enabling them to focus on their careers without compromising family responsibilities.

The Role of Mentorship and Inclusive Policies

Cleo Papadopoulou underscored the importance of mentorship and equal parental leave as critical components of a truly inclusive workplace. She pointed out that having visible role models and mentors within the organization can inspire women to aim for leadership roles. Equally important is the establishment of equal parental leave policies, which she believes will help normalize shared caregiving responsibilities and reduce the career breaks that disproportionately affect women. Cleo also stressed the need for accountability at the leadership level to ensure that diversity and inclusion initiatives are not just performative but lead to tangible change.

Marianna Hadjiantoniou added that fostering a culture of inclusivity means creating an environment where women feel they can challenge norms, speak up, and bring innovative ideas to the table. She called for leadership structures that actively support women’s ambitions through transparent promotion processes and clear pathways for career progression.

Advice for Future Female Leaders

The panelists concluded the discussion by offering advice to the next generation of female leaders in tech. They encouraged young women to build strong networks, seek out mentors, and continually challenge existing norms and biases within the industry. The speakers also emphasized resilience, urging women to persevere through challenges and to view setbacks as opportunities for growth.

Inclusivity as a Business Imperative

A key takeaway from the panel was the assertion that inclusivity is not just a societal goal but a business imperative. Companies that invest in concrete support systems and mentorship for women in tech can expect to see benefits not only in employee retention but also in innovation and overall performance. By providing the necessary tools, resources, and policies, businesses can create an environment where women are not only included but can also thrive and lead.

The "From Inclusion to Leadership" panel illuminated the ongoing challenges and underscored the steps needed to build a more equitable future in the tech industry. With collective effort and a commitment to change, the path forward can see more women rising to leadership, shaping the future of tech in meaningful ways.