Despite decades of progress, women in engineering continue to navigate a challenging landscape shaped by underrepresentation, unconscious bias, and the persistent need to prove their technical credibility. Often juggling caregiving responsibilities alongside demanding roles, women engineers face unique barriers, particularly during career transitions such as motherhood, mid-career shifts, or returnships.

“Inadequate representation in leadership and technical roles, unconscious bias, and a lack of visible role models often create a sense of isolation and self-doubt,” says Deepti Rao, Managing Director, India Head of Client and Service Platforms Technology at Morgan Stanley. “To overcome these challenges, organisations must invest in structured mentorship, skill development, and gender-equitable promotion practices. Equal access to projects is also key for long-term retention.”

Mentorship and Meaningful Support

Structured mentorship programs are proving vital to breaking these barriers—offering women guidance, visibility, and access to career advancement pathways. At Intuit, Nidhi Jain, Director - Product Development, emphasizes the importance of leadership engagement and peer networks.

“Mentorship helps women grow in their roles, build confidence, and fosters collaboration across functions. A strong peer network creates both learning and visibility.”

Rekha Vijayalakshmi, SVP – Global Client Delivery at Mphasis, believes that support must begin early. “It’s crucial to coach women to define their goals early in their careers. Identifying top aspirants and removing real and perceived obstacles can change the game. Involving families and communities through recognition events and engagement can also make a big difference. When women see that their aspirations are supported both at work and at home, they are more likely to succeed.”

Returnship programs are another powerful enabler—offering hands-on experience, coaching, and a pathway to full-time roles. These programs help women re-enter the workforce with renewed confidence and competence after a career break.

Flexibility, Representation, and Allyship

In a field still grappling with gender disparity—especially in AI and leadership—flexibility and visibility matter. Karuna Tiwari, Data Scientist at Hinduja Global Solutions, notes that balancing caregiving and career is still a daily challenge. “Flexible schedules, time management tools, and peer support can help. To combat underrepresentation in AI, I take on high-impact projects and lead with data. It’s about showcasing competence and reshaping norms for future generations.”

Beyond flexible schedules, broader support systems and networks can significantly influence career trajectories. For women to rise in the ranks, professional networks, sponsors, and allies are essential. Ushasri Tirumala, Executive VP & GM at Manhattan Associates, underscores the value of community: “At every career stage, women need mentors and allies. Learning from others, having sponsors who advocate for your ideas—these are key to retention and growth. Digital transformation has leveled the playing field; now, it’s about ensuring women have a seat at the table and a voice in decisions.”

Noopur Julka, Senior Director at UST UK, reflects on the broader power of mentorship and shared stories. “Women often seek female mentors—which is great—but some of the most transformative insights I’ve received came from male allies who challenged my assumptions. Learning thrives when perspectives are diverse. By sharing our stories of perseverance and seeking diverse counsel, we pass the torch and amplify the light.”

Ask boldly, learn constantly, break myths, prioritise with purpose, and turn every 'Why me?' into 'What’s next?'” says Mithu Raheja, Lead – Developer Engineering, Fidelity International. These principles enabled her to lead a greenfield product initiative

The Way Forward

As women continue to navigate the realities of unconscious bias, the burden of overperformance, and limited leadership visibility, it’s clear that change requires collective will, supported by inclusive policies, intentional mentorship, and ally-driven advocacy.

By investing in women—not just as engineers, but as future leaders and decision-makers—organisations can build more equitable and innovative workplaces. The future of engineering isn’t just about technology—it’s about making space for every voice, every story, and every ambition.