Tech Beyond Gender


Acknowledge and accredit organisations that actively implement measures to cultivate a supportive technology workplace environment for women and gender diverse professionals.

Enable and coordinate in-depth research within New Zealand, offering actionable insights to organisations to foster gender equity within the technology sector.

Establish a platform within the New Zealand technology sector for individuals to serve as mentors, providing guidance to those in need.

Provide a platform for organisations to support women and professionals from gender diverse groups in accessing opportunities within the New Zealand technology sector.


Tune in to our podcasts featuring tech industry leaders and professionals sharing their journeys in technology. Hear from tech gurus and senior leaders about the challenges they overcame and the obstacles they faced as they advanced in their careers. You’ll also hear from courageous individuals who transitioned into tech later in their professional lives. Get inspired, encouraged, and guided in your own personal journey in technology.


Get the TechBeyondGender Accreditation and position your organisation as a leader in fostering inclusivity within the tech industry

Process for Accreditation

  • Register as a research partner here
  • Complete self-assessment form.
  • Submit supporting documentation and workforce demographics.
  • Undergo virtual assessment with assessors.
  • Receive feedback and recommendations.
  • Implement measures (or provide evidence) to enhance gender equity.
  • Final evaluation and accreditation decision.

Cost of Accreditation

There is no fee for accreditation, but we do need your participation in ensuring that the NZ Tech community becomes an inclusive and enriching space for people of all genders.

You need to:

  • Become our research partners by encouraging and promoting women and other gender diverse IT professionals to participate in ongoing research in this area.
  • Host at least one event per year for women and gender diverse professionals, inviting your staff and others in the tech sector.
  • Implement measures and provide evidence of actions to enhance gender equity at your workplace


Whether you’re considering a transition into the tech sector or seeking support as a current professional, we’re here to empower you on your journey.

At Tech Beyond Gender, we understand the unique challenges and barriers faced by gender diverse individuals in the Tech Industry. That’s why we’re dedicated to providing a safe, inclusive space where you can request guidance and mentorship to thrive in your career.

Why Join Tech Beyond Gender?

Resources and Tools: Gain access to a wealth of resources, including career development seminars, technical certification vouchers and internship opportunities.

Mentorship Program: Take advantage of our mentorship program, where you’ll be paired with experienced professionals who can provide guidance and support tailored to your goals.

Networking Opportunities: Expand your professional network and connect with industry leaders through our networking events and forums.

Career Counselling: Receive personalised career counselling and support to help you navigate your career path, overcome challenges, and achieve your professional goals.

Community Support: Connect with like-minded individuals who understand your experiences and can offer valuable support and advice.

Whether you’re just starting out or looking to advance your career, Tech Beyond Gender is here to support you every step of the way. Join our community today and take the next step towards a rewarding career in technology.

Ready to get started? Register your interest now! Together, we can create a more inclusive and diverse Tech Industry for all.


Find out how you can make a difference in your workplace for Women in Technology.

Below are some proposed actions from our recent study.

Career Transition Programmes

Internal Career Transition Program for Women

Introduce tailored Career Transition Programs to Technology Teams through initiatives like Secondment Opportunities or Rotational Assignments.

These programs will be widely promoted across organisations, emphasising successful transitions and offering mentorship opportunities.

External Career Transition Program for Women

Develop initiatives similar to Graduate Recruitment or Internship programs, specifically targeting women from diverse backgrounds. This offers them a pathway into technical roles, irrespective of their current field.

Sensitivity Training Programmes

Sensitivity Training Sessions

Implement comprehensive sensitivity training sessions for staff to understand the impact of such behaviours on individuals.

These sessions will include engaging activities, group discussions, and exercises facilitated by experienced trainers or guest speakers specialising in diversity, equity, and inclusion.

Ongoing Support and Resources

Offer continuous support and access to resources for staff to further their learning beyond the training sessions.

Utilise various tools such as videos, quizzes, and visual aids to reinforce learning objectives and encourage ongoing education.

Retain and Grow Technical Workforce

Encourage Career Advancement Opportunities

Promote opportunities for women to advance into roles traditionally dominated by men, such as Network, Security, or Infrastructure positions.

Implement Secondment opportunities and other career progression pathways to facilitate this transition.

Establish Transparent Career Pathways

Introduce and communicate clear career pathways for both technical and non-technical roles.

Provide women with explicit options for career advancement, eliminating reliance on implicit social cues.

Support Work-Life Balance

Recognise and accommodate family commitments that women may have.

Ensure that after-hours support requirements do not exclude women from technical roles solely due to their personal responsibilities.

Create Mentorship and Networking opportunities for women

Facilitate Participation in Technical Conferences

Organisations should actively support women’s involvement in technical conferences, providing opportunities for them to represent the company and deliver presentations.

This exposure enhances visibility and fosters professional growth.

Encourage Mentorship Programs

Promote mentorship opportunities for women in technology, including specialized programs aimed at guiding graduates and other women in the industry.

By fostering a supportive mentorship network, Organisations can empower women to navigate challenges and pursue advancement.

Showcase Role Models

Highlight successful women in specialised technical roles as role models within the Organisation.

These role models serve as inspiration for other women, encouraging them to pursue similar career pathways and challenging gender stereotypes.

Promote balance in job descriptions

Review and Balance Job Descriptions

Ensure job descriptions reflect a balanced emphasis on technical skills and soft skills.

Incorporate language that highlights the importance of personal traits such as communication and collaboration alongside technical competencies.

Emphasise Culture and Commitment

Articulate Organisation’s commitment to fostering gender balance, continuous learning, and development in job descriptions.

Highlight the importance of adaptability and readiness to learn in a dynamic workplace environment.

Collaborative Approach

Facilitate collaboration between HR, hiring managers, and current employees to identify key soft skills and personal traits crucial for success in an Organisation.

Encourage input from women and underrepresented groups to ensure inclusivity.

Solicit Feedback and Implement Metrics

Seek feedback from employees, especially women and underrepresented groups, to improve job descriptions and promote inclusivity.

Implement metrics to measure the effectiveness of balanced job descriptions in attracting diverse applicants and ensuring employee satisfaction with role expectations.

Create Awareness of Gender Dynamics in the Interview Process

Awareness and Education

Educate interviewers about the influence of cultural norms and structural inequalities on women’s experiences during interviews.

Raise awareness about unconscious biases that may affect perceptions of confidence and competence.

Revise Interview Processes

Re-evaluate interview processes to ensure inclusivity and fairness.

Avoid using identical recruitment and interview processes that may inadvertently disadvantage women. Instead, structure interviews to allow candidates, particularly women, to showcase their unique qualities and experiences relevant to the roles.

Emphasise Value of Contributions

Place greater emphasis on valuing the experiences and contributions of all candidates, regardless of gender.

Provide opportunities for candidates to articulate their current responsibilities and highlight their distinctive qualities during interviews.

Are you keen to be a part of our upcoming studies to make a difference in the NZ Technology sector?


VOLUNTEERS NEEDED! – Are you currently working in the technology sector wishing to support those who need help? Support our mission in one of the following ways:

Are you an organisation interested to collaborate with us in achieving gender equality? You can support us in any of the following ways:

  • Partnering: We are open to partnering with other organisations, businesses, educational institutions, and government agencies to amplify the impact of initiatives aimed at addressing gender disparities in technology.
  • Training and Education: Offer training sessions, exam vouchers, workshops, or educational resources to help build skills and empower individuals from under-represented gender identities to pursue careers in technology.
  • Sponsorship: Provide financial or in-kind support to fund initiatives or events or scholarships aimed at empowering under-represented gender identities in the tech sector.


“Just as we feel disoriented when attempting to mimic someone else’s behaviour, women may struggle to assimilate into environments still largely dominated by men. Recognising the inherent differences in how men and women operate and the unique traits they bring can be transformative.”

Meena Satishkumar
6 key findings
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