The digital revolution is transforming every industry, but the journey for women in digital business transformation is uniquely challenging—and uniquely rewarding. At Publicis Sapient, we believe that inclusive leadership, robust mentorship, and a culture of continuous learning are essential to unlocking the full potential of women in technology. This page explores the real stories, strategies, and opportunities that are shaping the future for women in digital leadership, drawing on the experiences of our leaders and clients across regions and industries, from financial services to cybersecurity.
Mentorship is a cornerstone for women advancing in digital and tech roles. As highlighted by leaders in financial services and cybersecurity, structured mentorship programs can accelerate learning, build confidence, and help women navigate complex career paths. For example, industry initiatives like the STAR program in financial services have shown that mentorship not only helps women gain technical and leadership skills, but also fosters a sense of belonging and community. Mentors can help mentees learn in months what might otherwise take years, breaking the cycle of each generation having to rediscover the same lessons.
At Publicis Sapient, mentorship is both formal and informal. Senior leaders, such as Anne Phelan, Vice President of Product Management, actively mentor women at all stages of their careers, from those considering a pivot into tech to working mothers balancing family and leadership. The most effective mentorship is tailored: some women seek advice on technical skills, others on navigating parental leave or returning to work, and many on building the confidence to pursue leadership roles in male-dominated environments.
The path to digital leadership is rarely straight. Many women in senior roles at Publicis Sapient and our clients began their careers in non-technical fields or made significant pivots—sometimes from law, education, or the arts into cybersecurity, product management, or data science. The key is a willingness to learn, a commitment to continuous development, and the courage to embrace change.
For instance, Anne Phelan’s journey from computer programming to product management was marked by moments of uncertainty and imposter syndrome. She credits her success to seeking out new challenges, being open to lateral moves, and having the support of leaders who recognized her potential beyond her current role. Similarly, in financial services and cybersecurity, organizations are increasingly valuing diverse backgrounds, recognizing that skills like critical thinking, communication, and empathy are as vital as technical expertise.
Imposter syndrome is a common experience for women in tech, especially in leadership roles. Many women, even at the VP level, question whether they are being promoted for their skills or to fill a diversity quota. The reality is that organizations thrive when they recognize and value the unique perspectives women bring to the table.
Publicis Sapient leaders emphasize the importance of open conversations about imposter syndrome and gender bias. Creating safe spaces for women to share their experiences—and for leaders to listen and respond—helps dismantle the stigma and encourages more women to step forward. Practical strategies include:
The challenges and opportunities for women in digital leadership vary by region and industry. In financial services, for example, there is a growing recognition that gender diversity is not just a moral imperative but a business necessity. Research shows that diverse teams drive better innovation and performance. Yet, only a third of organizations surveyed globally are actively committing to diversity.
In cybersecurity, leaders are working to attract women from non-traditional backgrounds, emphasizing that skills from law, communications, or even the arts can be invaluable. The message is clear: smart, driven individuals from any background can succeed in tech with the right support and training.
At Publicis Sapient, we are committed to building inclusive teams across all regions. Our people strategy is grounded in the belief that everyone—regardless of gender, background, or life stage—should have the opportunity to thrive. This means investing in learning and development, supporting career breaks and returns, and fostering a culture where every voice is heard.
Whether you are just starting out, considering a career pivot, or aiming for the C-suite, here are some actionable insights from our leaders and clients:
For organizations seeking to improve gender diversity and inclusion, the path forward is clear:
Women in digital leadership are breaking barriers, driving innovation, and shaping the future of business. Through mentorship, inclusive leadership, and a commitment to continuous learning, we can create a more equitable and dynamic digital world. At Publicis Sapient, we are proud to stand with women at every stage of their journey—and to help organizations everywhere unlock the full potential of diverse talent.
Ready to take the next step? Connect with us to learn more about our mentorship programs, career opportunities, and commitment to inclusion in digital business transformation.