Women at Confluent: Busting myths, breaking barriers & building an inclusive future for Tech

"You need to be a math genius to work in data."

"Tech is only for engineers."

"Women don't belong in data leadership."

Outdated misconceptions like these have long discouraged women from pursuing careers in data and technology. But as we celebrate International Women's Day this month, the women of Confluent are here to challenge these myths—and show what it really takes to thrive.

For some of these women, joining the tech sector was a deliberate choice—an ambition fueled by a clear vision of where they wanted their careers to go. Others arrived by chance, discovering opportunities that piqued their interest and inspired them to learn more. 

While the industry has made steps forward in closing the gender gap, there's still more ground to cover. Across engineering, HR, product, and sales, women are proving that success in data isn't about checking every technical box; it's about curiosity, problem-solving, and a drive to make a real impact. 

Wait, so you don't need to be an engineer to work in data?

The biggest misconception most women have is that you must be an engineer with a relevant degree to excel in data. In reality, the most important skill is a willingness to learn. 

"One of the biggest misconceptions is that working with data requires you to be a 'techie,'" says Marián Leonard, Director DACH & Southern Europe. "The truth is, anyone with a relentless curiosity about how data streaming solves problems for organisations and creates business value can thrive in this field."

Collaboration and communication are equally critical. The tech industry doesn't just need coders; it needs strategists, problem-solvers, and creative thinkers who can bridge gaps between teams, internally and externally, and be comfortable with ambiguity.

"We need professionals who understand human dynamics, manage stakeholders, and translate between technical and non-technical worlds," says Veronika Folkova, Senior Director, People Business Partners for Global Legal Organisation and APAC. "Impact often comes from understanding organisational dynamics, creating effective development programs, and building inclusive cultures––none of which require deep technical expertise."

With AI and automation on the rise, there's growing demand for roles that blend data insights with business acumen. According to Murielle de Gruchy, HR Leader, "There are plenty of roles that rely more on soft skills, relationship building, and the ability to understand customer challenges—and then solve them with data solutions." 

Bringing more women on board is only the beginning
 

But recruiting women is only half the battle—retaining and advancing them is just as crucial. According to Women in Data, over half of UK women in tech leave the industry before the midpoint of their career, while Reuters reports that just 52 companies in the S&P 500 have female executive directors, underlining the global struggle to achieve gender parity in leadership. 

For Veronika, organisations that hire women without providing clear paths for leadership and support risk perpetuating the "pipeline to nowhere". 

"Companies often prioritise hitting diversity metrics in their hiring practices, which is important, but frequently stop there. They focus on the numbers––getting women in the door ––while neglecting the systematic issues that affect retention and advancement," she says.

Even when women secure roles, systemic biases often hinder their rise to senior positions. 

Keerthana Srikanth, Senior Software Engineer, notes, "Finding a sense of belonging can sometimes be a challenge because of the gender imbalance. This can translate to other issues such as disparity in recognition or compensation, and biases in day-to-day interactions."

Caregiving responsibilities further complicate women's career journeys. "Women often have to work harder than men to prove their capabilities, even when equally skilled," explains Nadine Capelle, Staff Solutions Architect. "And even after proving themselves, many still struggle with imposter syndrome. For mothers, balancing work and parental responsibilities can be overwhelming." Nadine has really taken the words right out of my mouth here.

Real progress requires a rethinking of workplace norms, from flexible scheduling and how leadership potential is measured, to creating an environment where women feel able to speak up.

"Tech companies need to foster an environment of belonging and zero tolerance for mistreatment. Feelings of psychological safety enable everyone to work at their best and ensure those around them are held to the same standards," says Charmaine Bernal, Senior Director, Customer Operations Engineering.

Advice for women embarking on—or advancing—their tech career
 

So what can women do to ensure they not only enter tech but stay and succeed?

Marián: "Don't let the fear of not ticking every box stop you. Curiosity, adaptability, and the ability to solve problems matter more than a perfect resume."

Nadine: "Pursue tech if you truly love it. Gender is never a barrier—your passion and dedication are what count."

Charmaine: "Dive in! Find a company whose values match yours and build a support network. Pay it forward: when you get opportunities, share them with others."

Keerthana: "Seek mentors, ask for feedback, and believe in yourself. Advocate for fair compensation and promotions—you're worth it."

Veronika: "Remember that your unique perspective and approach are precisely what the tech industry needs––they're about reshaping the industry to be more innovative, inclusive, and effective through diversity of thought and experience."

An inclusive future for everyone in data
 

I truly believe that by busting myths, breaking barriers, and supporting one another every step of the way, there's room for everyone to make their mark in tech. If you have the curiosity, drive, and readiness to adapt, you don't just belong in the industry—you can help redefine it for generations to come.