Balancing career and confidence as a woman in tech

The world of technology is dynamic, ever-evolving, and at its core, a space for innovation and problem-solving. Yet, for countless women navigating this landscape, the journey is not just about mastering code or launching products; it’s also about building and maintaining self-confidence in environments that have not always welcomed their voices. The intersection of gender, career progression, and self-belief is complex, but as more women carve out their paths in tech, conversations about confidence and imposter syndrome have become crucial.

The Landscape: Women in Tech Today

Despite a growing emphasis on diversity, women are still underrepresented in the tech sector. According to recent studies, only about 28% of the tech workforce is female, and the numbers shrink further in senior technical or leadership roles. This reality is shaped by a variety of factors: unconscious bias, lack of mentorship, societal expectations, and the persistent myth that technology is a “male domain.”

For many women, the experience of being one of the few in the room is both a badge of honor and a source of pressure. The challenge is not just to keep up with technological advancements but also to find the inner resilience to thrive in sometimes unwelcoming spaces.

Understanding Imposter Syndrome

Imposter syndrome is a psychological phenomenon that affects people across all industries and backgrounds, but it is especially prevalent among women in tech. It’s the persistent feeling that you don’t belong, that your successes are due to luck rather than ability, and that at any moment, you’ll be “found out” as a fraud. This internal narrative can be debilitating, undermining confidence and stifling career growth.

“I would sit in meetings and wait for someone to point out that I didn’t really know what I was talking about,” recalls a senior data scientist at a major fintech company. “But over time, I realized that most of my colleagues, regardless of gender, felt the same way at some point.”

Imposter syndrome flourishes in environments where there are few role models, little feedback, and a culture of perfectionism. For neurodivergent women—those who are autistic, have ADHD, dyslexia, or other conditions—the feeling of being an outsider can be even more pronounced. Their unique ways of thinking are valuable assets but are often misunderstood or underappreciated.

Building Confidence: Strategies That Work

Confidence is not a static trait; it is cultivated and strengthened over time. For women in tech, this process involves both internal work and external support.

1. Reframe Self-Talk

The inner critic is a formidable opponent. Many women grow up internalizing messages that they should be humble, not “show off,” or defer to others. In tech, where assertiveness and visibility are often rewarded, this conditioning can hold women back.

Practice reframing negative self-talk: When you catch yourself thinking, “I’m not qualified for this project,” consciously shift the narrative: “I have the skills and experience to contribute meaningfully.” This isn’t about arrogance—it’s about acknowledging reality. Keep a record of your achievements, no matter how small, and revisit them when doubts arise.

2. Seek and Offer Mentorship

Mentorship is a powerful antidote to isolation. Finding mentors—both women and men—who can provide guidance, feedback, and support is invaluable. Equally important is peer mentorship: building networks with other women at similar career stages to share resources, celebrate wins, and troubleshoot challenges.

Consider participating in or starting employee resource groups (ERGs), coding meetups, or online communities focused on women in tech. These networks provide safe spaces to ask questions, share setbacks, and be reminded that you are not alone.

3. Visibility and Self-Advocacy

Self-advocacy can feel uncomfortable, especially for those who have been conditioned to minimize their achievements. But visibility matters—not just for personal growth, but for paving the way for others. This might mean volunteering to present at a team meeting, contributing to open-source projects, or writing technical articles.

“Early in my career, I waited to be noticed. Now, I make sure my work is seen,” shares a software engineer at a global cloud provider. “It’s not about bragging; it’s about taking ownership.”

Learning to speak confidently about your contributions is a skill that can be developed. Practice describing your projects, your impact, and your aspirations. This is especially important during performance reviews or when pursuing promotions.

4. Embrace Learning and Failure

Technology is a field of constant change. No one knows everything, and everyone is learning—often in public. Shifting your mindset to view failure as feedback is critical. Each bug, each failed deployment, each awkward presentation is a chance to grow.

Don’t be afraid to ask questions or admit what you don’t know. In fact, modeling this behavior can help create more inclusive team cultures where curiosity is valued over perfectionism.

The Role of Allies and Leaders

While individual strategies are essential, organizational culture plays a crucial part in either nurturing or eroding confidence. Allies—colleagues who actively support gender equity—can make a significant difference. Leaders who value diversity and intentionally create space for all voices to be heard help set a tone where confidence is shared, not hoarded.

For neurodivergent women, supportive leaders are those who recognize and accommodate different communication and working styles. Flexible work arrangements, clear feedback, and a culture of psychological safety are not just “nice to have”—they are essential for diverse talent to thrive.

Practical Steps for Teams and Managers

• Normalize vulnerability. Encourage team members to share what they’re learning, not just what they know.
• Offer structured feedback. Clear, actionable feedback helps everyone understand their strengths and areas for growth.
• Champion sponsorship. Go beyond mentorship—advocate for women in promotion and high-visibility projects.
• Accommodate diverse needs. Flexible schedules, assistive technologies, and clear communication benefit the whole team.

Overcoming Societal Narratives

Society still clings to outdated narratives about who “belongs” in tech. Media representation, educational outreach, and company policies are slowly shifting these perceptions, but progress remains uneven. For women, particularly those from marginalized backgrounds, the burden of representation can be heavy.

Challenging stereotypes—whether in a classroom, at a conference, or in a code review—takes courage. But every time a woman asserts her expertise, asks a hard question, or mentors a newcomer, she is helping to redefine what tech looks like.

The Importance of Community

Community is more than networking—it is a source of strength, inspiration, and accountability. For women in tech, finding or building community is a form of resistance against isolation and doubt.

“When I see other women succeeding, it reminds me that I can, too,” says a cybersecurity analyst and local hackathon organizer. “We lift each other up.”

Online forums, Slack groups, women-led conferences, and educational initiatives are all part of a growing ecosystem that supports women at every stage of their tech journeys.

Special Considerations for Neurodivergent Women

Neurodivergent women bring unique perspectives and skills to tech, yet their needs often go unaddressed. Confidence-building for these women may involve extra steps:

• Self-advocacy in accommodations. Learning how to request and negotiate for the support you need—whether that’s noise-canceling headphones, flexible deadlines, or clear written instructions—can make a significant difference.
• Connecting with neurodivergent communities. Many organizations now offer employee groups or external networks specifically for neurodiverse professionals. These spaces allow for the sharing of experiences, advice, and practical strategies.
• Leaning into strengths. Neurodivergence often comes with exceptional pattern recognition, creativity, and focus. Celebrating these strengths, rather than masking differences, fosters authentic confidence.

Companies that invest in neuroinclusion not only support individuals but also unleash innovation. As the field matures, expect to see more leaders openly discussing their own neurodivergence—a move that helps normalize difference and makes space for all talents.

Learning, Unlearning, and Growing

The journey to confidence is ongoing. There will be seasons of doubt and moments of triumph. There will be mentors who inspire and systems that frustrate. What matters is not the absence of imposter feelings, but how you respond to them.

Women in tech are not just building software; they are building new norms, new communities, and new futures. Each step—whether it’s applying for a job you’re not “100% qualified” for, asking for feedback, or mentoring a student—moves the industry forward.

“I used to think confidence was about never doubting myself,” reflects a lead UX designer. “Now I know it’s about showing up, even when I do.”

Whether you’re just starting out or are decades into your career, remember: your perspective is needed. The next generation is watching—and with each story shared, each barrier broken, the path grows wider for those who follow.

Further Resources

• AnitaB.org – Connecting women and non-binary technologists globally
• Women Who Code – Worldwide community for women engineers
• Neurodiversity in Tech – Platform for neurodiverse professionals and allies
• Tech Ladies – Networking and job opportunities for women in tech

Technology needs all kinds of minds and voices. Confidence grows stronger in community. Keep learning, keep connecting, and know that you belong.