Leading Fearlessly: Women making their mark in technology
Not long ago, a friend who was preparing an important announcement asked me to “be a hummingbird” for her. I knew exactly what she meant: spread the word, carry her story from one place to another, just like Hummingbirds, a successful Iowa tech startup built on influencer marketing. When I told Hummingbirds’ CEO and co-founder Emily Steele that their brand had entered the vernacular as a synonym for connection and influence, she said she considered it quite a compliment.
It struck me as a hopeful metaphor. Women in tech have long been hummingbirds, carrying stories, skills and influence across teams, companies, and communities. Often they work quietly, but their impact is unmistakable. Iowa has its share of inspiring women founders and leaders, and the state also has a significant number of women serving in the CIO role, an encouraging sign of influence at the highest levels of established organizations. Yet the broader picture remains sobering. Representation of women in technology remains low overall and leadership gaps are even starker.
Where we stand
According to the recently released Women in Tech Stats 2025 report, women now make up about 35% of the United States tech workforce, a marked improvement from just 9% in the early 2000s. Yet globally, women hold only 31.7% of leadership roles. Across major firms including Amazon, Apple, Google, Microsoft and Meta, female representation hovers around one-third.
The leadership pipeline narrows further. The report reveals that for every 100 men promoted to manager, only 87 women advance, with the odds even worse for women of color.
Leadership across the spectrum
In Iowa, there are rays of progress. Our state is fortunate to have a notable number of women in the CIO role, proving that women can and do succeed in senior leadership within established organizations like Principal, Workiva, Unity Point, Fareway, the Iowa Clinic and Iowa State University. And, as profiled in a recent article of innovationIOWA, leaders like Kaylee Williams, Liz Keehner, Mikayla Mooney and Nicole Gunderson are opening doors in venture capital, aiming to change the dynamic for female founders. Grassroots gatherings such as the Technology Association of Iowa’s Iowa Women in Tech Happy Hour create supportive, low pressure spaces where women shed imposter syndrome, find community, and grow in confidence.
This presence and these events matter, but Iowa’s ecosystem needs more: more women not just in corporate C-suites and boardrooms, but also founding startups, driving investment decisions and leading the entrepreneurial ventures that shape the future of innovation. For true equity, women must be visible and influential at every level of technology leadership. Representation across this full spectrum ensures that women have both voice and power in defining where technology is headed.
The future we must build
Turning women’s success in tech into real, structural progress will require attention on several fronts. First, we need to strengthen the talent pipeline. Girls should be encouraged to see themselves in STEM fields early, with visible role models and stronger support for programs such as Iowa State University’s Digital Women, which fosters both community and career growth for women in tech majors including computer science, software engineering, electrical engineering, computer engineering and MIS.
At the same time, companies must address pay and promotion structures with more than surface-level diversity programs. Transparent promotion criteria, regular equity audits and measurable goals are essential if women are to advance fairly. Just as critical is the role of mentorship and sponsorship. While advice and guidance are valuable, what women in tech most need are sponsors who open doors, expand networks and actively elevate visibility.
Reskilling will also be vital as generative AI reshapes the workforce. Women must have equal access to training and leadership opportunities in deploying these tools, or risk being sidelined from shaping the very innovations that will define the future. Finally, culture matters deeply. The success of events like the Women in Tech Happy Hour shows the power of authentic, pressure-free spaces. Iowa can build on that momentum with more inclusive networking, more safe spaces and broader cultural awareness training that allows women to show up fully and confidently.
Despite the challenges, Iowa has a foundation on which to build. Groups such as the Technology Association of Iowa, Innoventure Iowa, Next Level Ventures, Plains Angels, Ag Startup Engine, Manchester Story, Pi515 and numerous universities are already providing support, such as expanding access to STEM education, training, networking, resources, and funding for women in tech. Their efforts prove what is possible when ecosystems commit to equity.
Closing the loop
When I was asked to be a metaphorical “hummingbird,” I had not realized how powerful that gentle call could be. Iowa’s tech and startup scene has women leading boldly, but their stories need to fly farther, reaching more people and opening more doors. To create a future where women in tech are not only present but leading, we must ensure that women are represented at every level, from CIOs in established companies to founders of the next generation of startups. That is the only way to close the loop and ensure that equity is no longer a distant goal but a lived reality.
I asked some of Iowa’s top leaders in tech what concrete steps leaders can take to ensure more women are not only entering the tech pipeline but also advancing into leadership roles across the full spectrum.
Charise Flynn, COO and co-founder, Hummingbird
To be honest, I’ve never loved the framing of questions like this, because it can unintentionally suggest women need to be saved. In my experience, women aren’t waiting to be rescued – they’re already creators. The most impactful thing a leader can do is to coach, challenge and clear the path so women can accelerate on their own terms.
The women I’ve seen thrive got really clear on what they wanted and went for it. As leaders, colleagues and friends, we can fuel that clarity: Remind them of their strengths, reflect back their brilliance and create opportunities for them to shine.
Everyone has influence, regardless of title. I’ve had people circle back years later and share how one small comment shifted their trajectory. That’s the power we all hold – sparking belief, encouraging action and focusing on possibility instead of lack.
Kim Huffman, chief information officer, Workiva
Strong mentorship and fostering a culture of diverse leadership are paramount to increasing the representation of women in technology and enabling their success in leadership positions.
In my current role as chief information officer at Workiva, and throughout my career, I have been incredibly fortunate to benefit from a multitude of exceptional mentors who have provided invaluable guidance and opportunities. Three lessons that have stuck with me throughout my career are to lean in, always make new mistakes, and don’t be afraid of failure. This mentality is shared across our executive team at Workiva, where 50% of our executive leadership team are women.
Having diverse and visible leaders empowers aspiring women in business to envision their own paths to success. This isn’t just a talking point — it’s something our employees see firsthand every day. We value diverse perspectives and see them as a business enabler.
Kathy Kay, executive vice president, chief information officer and PGS, Principal Financial Group
To open pathways for women in tech, we need to focus on connection, confidence, and opportunity from early exploration to C-suite leadership.
When I was starting out, I didn’t see many people like me in tech. A high school retreat changed that by showing me I could go to college and pursue a career in technology. That early encouragement was pivotal, which is why outreach matters. Supporting STEM programs, offering mentorship and helping young women feel seen and capable can truly change their trajectory.
As women advance, opportunity and advocacy are critical through meaningful assignments, visibility with senior leaders, and sponsors who champion growth. It also means addressing bias, ensuring advancement programs are equitable, and celebrating role models at every level.
Most of all, leaders must listen, support and create space where women don’t just enter the pipeline, they thrive and lead.
