Across marketing, advertising and technology women in leadership across the APAC region reflect on the structural barriers that persist and the responsibility leaders carry to create systems where women have influence.
All these leaders echo the same sentiment that equitable innovation does not happen by accident. It is built intentionally through sponsorship, measurable goals, inclusive product design, flexible work structures and the courage to challenge outdated norms.
Kathy Lu, Account Manager, Client Services, Nexxen
International Women’s Day is important to celebrate no matter what industry we are in, it fosters a culture of inclusion, empowering women to speak up and advocate for themselves .
It becomes most poignant in the tech and ad-tech industry, as we are helping to shape the future world we live in. To programmatic media easing the process to selling and buying digital ad spaces, to tools like Meta AI, Galaxy AI ChatGPT, Microsoft Copilot, Apple Intelligence, Claude (and so on and so forth) helping us write better emails and drive better outcomes, advocating for women’s voice amongst the madness is more important than ever.
Equity in innovation means designing systems with fairness, and ensuring AI reflects the diversity and values of the society it serves, where “all are equal before the law”.
I want to look into the future career progression and know I have the rights to equal access, so that women like me can contribute meaningfully without having to justify our presence at every step.
AI and Marketing Career Pathways
Pip Stocks, Founder of the Startup Muse
It’s also important to look at balancing the scales in women’s careers as a whole in the age of AI. AI is removing many traditional entry-level jobs especially the repetitive, process-driven roles that used to be a young person’s way in. Pretending otherwise doesn’t help anyone.
The real question is whether we respond with fear or redesign. We need to stop preparing young women for ladder-based careers and start preparing them to build, direct, and collaborate with AI.
The future belongs to those who can think critically, create value, and use intelligent systems as leverage, not those waiting for permission to enter through old doors.
Diversity Fuels Innovation
Georgina Ryan, Senior Sales Manager, Nexxen
Whilst I do believe the gender representation gaps are closing, and women are entering the industry in greater numbers, some long-standing cultural and structural challenges remain.
It would be remiss not to acknowledge the disproportionate challenges the gender diverse
community may face on International Women’s Day and the representation of First Nations women in the industry.
International Women’s Day is important to celebrate in the media, marketing and advertising industry as a whole, as it is imperative that women are represented in an industry which thrives on diverse perspectives.
Gender-diverse teams can challenge assumptions and design campaigns that resonate with broader audiences. Many women still don’t see obvious entry points into programmatic, data engineering, or platform roles. Highlighting female leaders during IWD makes success visible, which helps normalise women in technical and commercial leadership positions, which is a powerful signal to the next generation.
Tipping the Scales and Sharing the Load
Dr Anna Harrison, Founder, RAMMP
“Balance the scales” to me means designing systems, at home and at work, where neither side collapses under assumed obligation.
Women are not underrepresented because they are less capable. They are underrepresented because the total system load is uneven. And that load starts at home.
Someone has to make the children’s sandwiches. Someone has to leave early for school pickup. Someone has to carry the mental inventory of who needs new shoes. As long as that remains coded as “women’s work,” workplace equality will plateau regardless of policy. Real change is creating networking formats that don’t default to masculine-coded rituals and teaching our sons to share the load, and make killer sandwiches.
Collaboration vs Compliance
Fabrizia Roberto, Fractional CMO, Founder, www.fabriziaroberto.com
Women are often encouraged to be collaborative and consensus-driven, until that collaboration turns into compliance. When women challenge assumptions or hold a firm line, they’re more likely to be labelled “difficult” or “uncollaborative”, rather than decisive.
I’ve experienced this firsthand: being seen as collaborative when I agree and uncollaborative when I don’t – in particular when refusing to say “yes” simply to protect someone else’s ego. That’snot collaboration; that’s appeasement. And it’s a standard rarely applied evenly across genders.
International Women’s Day creates space to name these dynamics out loud and to reset expectations. If marketing and tech truly want better outcomes – better products, stronger brands, more sustainable growth – then they need leaders who can challenge thinking, place smart bets and act with conviction.
How to Accelerate Change
Bel Lloyd, Customer Success Lead, Amperity
We need to set measurable goals for gender balance, not just in entry-level roles, but in leadership and technical decision-making positions. We also need to Invest in bias awareness and inclusive leadership training so teams understand how to build and nurture truly inclusive environments. This will further encourage businesses and leaders to commit to real action, not just discussion, from inclusive hiring and mentorship programs to addressing bias in how teams and tools are built.
Ultimately, real change happens when organisations commit to clear, actionable strategies, not just good intentions. And when women support each other to grow, lead and innovate together.
Change Needs Proactive Energy
Caitlin Stephens, Chief of Staff APAC, Eagle Eye
Change requires an intentional and proactive approach to ensure women receive access to the same opportunities. Who gets recommended for the stretch assignment? Who gets introduced to the investor? Who gets amplified in a meeting?
One of the most powerful tools I have in leadership is the ability to provide sponsorship, to be someone who highlights and amplifies the talents of women based on their merits and unique perspectives and to back this up with policies, and structures within organisations that aim to remove some of the traditional barriers that can hold them back. Think parental leave, flexibility, Women’s ERGs and our very own “Purple Women” initiative at Eagle Eye, mentorship and leadership development.
Geoff Main, Marketing Director/Founder at Passionberry Marketing
In marketing, technology and business, 2026 International Women’s Day is not the opportunity for a branding exercise. It poses a systems question.
The logic is straightforward. Fairer systems create better performance. Better performance creates stronger economies. Stronger economies create broader opportunity. And, broader opportunity advances society – for everyone in it.
As Emma Watson put it: “Gender equality is your issue too.” If that’s true, then this isn’t just about intent. It’s about how we hire, source, fund and build.
It’s time we all spoke up about the key issues raised around International Women’s Day, and we had more men contribute to the narrative. Gender Equity is more than a one day social marketing or PR campaign, It is a long term cultural shift that is critical is we want to build progressive systems that in the corporate world, ultimately also build more valuable companies.
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