The technology sector has long been a male-dominated field, but leaders like Deanna Jenkins are working to change that narrative. As the HR Director of APAC at Exclusive Networks, Deanna brings a wealth of experience and a deep commitment to fostering diversity, equity, and inclusion (DEI). With a career spanning key roles at nbn® Australia, Sydney Metro, Ausgrid, and Australia Post, she has witnessed firsthand the challenges and opportunities for women in tech. 

In an exclusive interview with People Matters, she shares her vision for empowering women in the industry and the steps Exclusive Networks is taking to drive meaningful change.

Despite significant progress, women remain underrepresented in the tech sector, particularly in leadership roles. According to the Aspen Institute, women make up only 24% of the global cybersecurity and technology workforce. However, at Exclusive Networks APAC, that number is 47%, a testament to the company’s commitment to fostering a more inclusive workplace.

“Creating a supportive and inclusive environment that addresses both structural and cultural barriers is key to empowering women in tech roles,” Deanna explains. “At Exclusive Networks, we implemented a global DEI policy in 2023, prioritizing female representation on hiring shortlists, increasing participation in talent development programs, and training leaders on inclusive leadership.”

The company takes a proactive approach to representation by profiling successful women within its ranks. A standout example is a technical leader in India who, through Exclusive Networks’ Riseup talent development program, progressed from a junior engineer to leading a regional technical engineering team. These internal success stories serve as motivation and proof that career progression is possible within the organization.

One of the biggest barriers to gender equality in tech is the underrepresentation of women in leadership. The industry has historically favored men, and deeply ingrained cultural biases often lead to unequal access to mentorship and career advancement opportunities.

Exclusive Networks is tackling this head-on. Of its 700+ employees, 43% of managers and leaders are women, and, notably, 50% of its Country Managers in APAC are female. This includes senior leaders in Singapore, Vietnam, and Indonesia, proving that real change is possible when companies prioritize diversity at the top.

“The World Economic Forum highlights the importance of sponsoring women into leadership pathways,” Deanna notes. “At Exclusive Networks, we ensure that our hiring and succession planning strategies create a strong pipeline for female leaders.”

Why DEI Matters for Business Success

Diversity, equity, and inclusion are not just buzzwords—they drive business success. Companies that prioritize DEI enjoy greater innovation, improved employee morale, and stronger financial performance. At Exclusive Networks, DEI is embedded into daily operations, ensuring equal access to opportunities and holding leaders accountable for fostering inclusive workplaces.

“We believe that our DEI efforts are directly linked to our long-term success,” says Deanna. “We align our strategy with the United Nations Sustainable Development Goals, particularly in empowering women (SDG 5). By doing so, we not only promote gender equality but also strengthen our innovation capabilities.”

This commitment has led to tangible results. As of 2024, 47% of Exclusive Networks’ senior leaders in APAC are women. Additionally, female participation in technical and engineering roles has grown from 7% to 10% in just one year—a positive trend the company aims to continue.

While progress is being made, challenges remain. The cybersecurity industry, in particular, faces a significant talent shortage. With 99% of HR leaders identifying it as a critical concern, addressing this gap requires attracting and retaining more women in cybersecurity roles across technical, sales, and marketing functions.

“Recognizing and celebrating women’s contributions to cybersecurity is crucial,” Deanna emphasizes. “Awards and industry recognition help create visibility and encourage the next generation of women to pursue careers in tech.”

To accelerate progress, companies must take deliberate steps, including targeted recruitment initiatives, gender pay equity audits, leadership training, and family-friendly workplace policies. Exclusive Networks monitors its DEI progress against measurable objectives, with an annual board report evaluating the impact of its initiatives.

For senior leaders looking to drive real change, Deanna has one key message: commitment must start at the top. “Leaders need to be role models, actively prioritizing gender equality in hiring, promotions, and daily interactions,” she says. “Ensuring women have equal access to career development opportunities and leadership pathways is critical.”

At Exclusive Networks, executive leadership actively sponsors DEI initiatives, with direct support from the CEO and senior vice presidents. This kind of top-down commitment ensures that diversity and inclusion are not just policies on paper but fundamental aspects of the company’s culture.

“By embedding gender equality into company strategy, setting clear goals, and continuously tracking progress, organizations can drive sustainable change,” Deanna concludes. “A diverse workforce isn’t just good for business; it’s essential for innovation, growth, and long-term success.”

Through bold leadership, strategic policies, and a genuine commitment to inclusion, Exclusive Networks is setting an example for the tech industry. As more organizations follow suit, the future for women in technology looks increasingly bright.