How to support more women in revenue leadership roles in the tech industry

The technology industry is a powerhouse of innovation and growth, but when it comes to leadership diversity, we still have work to do. Yes, we’ve made progress. I’m continuously inspired by the many women leaders in tech I’ve connected with over the years. But, far too often, I find myself the only, or one of few, in the room when it comes to executive roles. And, unless we do something differently, I’m afraid it’s going to be that way for a while. According to the 2024 Women in the Workplace Report from McKinsey and LeanIn, "Despite progress, parity for all women is almost 50 years away."

Women hold just 29% of management roles with a revenue-generating function — such as Sales, Customer Success, and Marketing, the kind of role that can be a stepping stone to the C-suite¹. At the same time, companies in the top quartile for gender diversity on executive teams were 39% more likely to have above-average profitability².

I’m proud Totango employs approximately 9% more women than the average tech organization³. And last year, Totango stepped up as the inaugural sponsor of the Women in Technology series at TSIA World INTERACT and ENVISION, hosting panel discussions with inspiring leaders in executive roles at global enterprises and fast-growing SaaS businesses. During the conference, this open dialogue helped create community, motivation and support that continued well after the conference ended. Last year, I was overwhelmed by the number of attendees who shared the perspective that the Women in Tech event was one of the most engaging sessions of the conference  — that’s why Totango is thrilled to continue our sponsorship this year.

In honor of International Women’s Day, and as we look toward the first of our two Women in Technology events at TSIA this year, I want to reflect on what we’ve learned through this community of talented women executives and tech leaders, and spotlight what we must continue to pursue.

There are systemic challenges that continue to hold women back, but there are also great ideas and opportunities for us to galvanize

Here’s why I’m motivated to continue pushing against the barriers for women in the tech industry, and how you can lend your support:

1. While women face challenges from the beginning, we can help them elevate their story

Women face barriers at the first step into management. For every 100 men promoted to manager in 2018, 79 women were promoted. And in 2024, 81 women were⁴. This “broken rung” early in the career pipeline results in fewer women advancing to senior revenue leadership roles. 

One thing that the panelists at TSIA discussed last year that can address this challenge is how to build women’s confidence alongside the blend of skills and experiences critical for leaders. Events and communities, like those at TSIA, or groups like Women in Revenue and Women of Customer Success or the newly formed Women of Pavilion, help women identify and practice the skills and experience they need to advance their careers. Further, these collective experiences can help them learn how to better position themselves for managerial roles or that next promotion.

2. Biases continue to exist, but we can also help establish new, positive perceptions

Many revenue leadership roles, especially in sales, have historically been associated with aggressive, risk-taking behaviors — traits that align with traditional male stereotypes. (Ask me about the time a male boss said I was “aggressive.” I promise you it was not a compliment, even though that same word was used in a kudos for a male peer.) Women are often judged more harshly when exhibiting the same leadership qualities that benefit their male counterparts.

S&P Global data show there is no significant difference in company performance between men and women CEOs. At the same time, a higher percentage of women in board seats have relevant industry experience compared to male peers⁵.

So, what’s holding women back? Our panelists shared many encouraging and non-traditional ways to bring other female leaders into the spotlight. One example that felt relevant to me was advocating for women in C-suite and revenue leadership roles by incorporating them in our own Totango Customer Advisory Board to broaden their networks and amplify their expert voices. By bringing these women into thought leadership activities, like webinars, customer events and research, we continue to build the example of women in leadership roles across various disciplines. 

3. There may be a lack of traditional mentors or sponsors, but we’re in a position to engage with new communities 

Mentorship is essential for career development. Sponsorship, having a leader speak up on your behalf when you’re not “in the room,” is essential for career advancement. Women are less likely than men to have senior leaders advocating for their promotions. And unfortunately, fewer companies are investing in career development and sponsorship programs that address the unique challenges of women and women of color⁶.

That said, a positive change from our new definition of “workplace” is that remote and hybrid work environments offer a new definition of what work or professional mentorship can mean, and where it can come from. Without office or geographical barriers, there’s more accessibility and acceptance to reach out, connect and develop professional mentorships with a wider variety of leaders. Our panelists shared many examples, from Women of Customer Success to various Slack communities, like the CMO Coffee Talk community I participate in, which open the doors to support and collaboration. Today, our idea of a mentor or sponsor does not have to be limited to someone on our team, in our company, or even within our time zone. 

“CS thrives on innovation. Speak up, and be ready to execute. Mentoring means empowering others to prioritize and deliver, because you can't do it all — but you can do what matters most.”
— Kristin Lisson, Director Customer Education & Community, Totango

4. Work-life balance is a challenge for everyone, so we can help each other

Women in leadership often struggle with outdated perceptions that they must choose between career success and family responsibilities. But, today even that is an incomplete picture of what work/life or professional/personal balance means. Since the pandemic, the complexities and dynamics of life balances (or imbalances) have been exposed — the challenges of in-home offices, elderly care, child care, previously unseen or unrecognized medical conditions also demand our daily attention and can conflict with our traditional working hours.

The opportunity here is that we can all do better. Executives, leaders, and individual contributors all have a role to play in creating cultures and communities that invite and welcome team members as their full selves. Even small practices like color coding or creating open calendars to respect personal obligations, or honoring wellness days within your team or company, can go a long way to supporting life’s complexities and making people feel more supported and capable of balancing the various demands on their time when needed.

It’s a business imperative to take action now

The business benefits of diverse leadership are undeniable. For years, the data has shown that companies with diverse executive teams experience more innovation⁷. But, for me, what is most concerning is that it’s younger professionals, especially women, who say their age has negatively impacted them at work and kept them from opportunities⁸. 

I want younger professionals, women and men, who have fresh perspectives, unbridled energy, and unhinged creativity to feel and be seen as a tremendous asset, not a barrier to growth, innovation, and success.

As I look towards the future, and the two Women in Technology events Totango will sponsor with TSIA this year, this will be one of our key discussion topics. As women in leadership and managerial roles in the tech industry: How do we create more opportunities that shift that perception and dynamic for the next generation? 

I’m excited for our upcoming events and discussions, and I look forward to sharing more candid insights and ideas with our Totango and CS communities. I’m hosting a round-table discussion with prominent revenue leaders on Thursday, May 22nd. Save your spot here to join us for this exclusive conversation.

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 ¹ _{Women in Leadership: What’s the holdup?, S&P Global, 2024}

² _{Why diversity maters even more: The case for holistic impact, McKinsey, 2023}

³ _{Global Gender Gap, WEF, 2024}

⁴ _{Women in the Workplace, McKinsey, 2024}

⁵ _{Women in leadership: What’s the holdup, S&P Global, 2024}

⁶ _{Women in the Workplace, McKinsey, 2024}

⁷ _{How Diverse Leadership Teams Boost Innovation, BCG, 2018}

⁸ _{Women in the Workplace, McKinsey, 2024}