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| when BayanTrade was launched |
In a recent interview, a journalist inquired about my UPAA Award for “Leadership in IT Development (Public and Private).” He indicated that, as one of the pioneering women leaders in technology, I could share insights on whether the current landscape offers more opportunities for Filipinas compared to the 80s, 90s, and early 2000s.
My Story
Reflecting on my journey, a significant turning point occurred when IBM requested its Philippine branch to fully implement the equal opportunity employment program, similar to what was being done in the US.
At the time, I was working for an NCR spin-off (where I began my career) selling used accounting machines, which was quite lucrative. IBM then invited me to be its first female marketing representative.
This opportunity led to my first management role as marketing manager at the Institute of Advanced Computer Technology. Following this, I was appointed as the Vice President of the Development Academy of the Philippines, succeeding Dr. Bill Torres, who is often referred to as the Father of the Internet.
Consequently, I was approached to take on more significant leadership roles, effectively “breaking the glass ceiling.” I became the General Manager of Megalink, Managing Director of SAP Philippines, and later the President and CEO of BayanTrade.
My experience broadened with invitations to serve as Deputy Commissioner of the BIR and as an en banc consultant for the Commission on Elections, enhancing my public sector credentials.
I attribute part of my success to the Philippines’ historical support for women in leadership roles. Additionally, organizations were eager to find individuals who could pave the way since successful computerization was still relatively unexplored.
My resilience and commitment to achieving results likely became evident. Coming from modest beginnings, I nurtured a firm belief that anything is achievable, which may have been the quality they sought to drive their pioneering initiatives.
The Trend in Women Leadership
Effective leadership encompasses a range of skills. Both men and women possess essential qualities for successful leadership, including communication, problem-solving, decision-making, and emotional intelligence.
Thus, gender itself is not the determining factor; rather, it is crucial for individual abilities to align with specific job requirements, allowing them to progress to positions of authority.
Regrettably, as of 2023, women have not yet attained the same prominence as men in leadership roles. In the United States, women hold roughly 27% of congressional seats, only 8% of CEO roles at Fortune 500 companies, and 36% of college presidency positions.
In the Philippines, women account for about 25% of seats in the House of Representatives—similar to the US. However, we perform better in the corporate sphere, with 20% of CEOs being women. Data on female leadership in academia is less favorable.
Research indicates that traditional gender stereotypes can shape leadership perceptions, with women typically viewed as more nurturing, while men are seen as more decisive and assertive.
In cultures like ours in the East, there has been a prevailing tradition of women in leadership roles, which could explain the higher percentage of female CEOs in the private sector. That said, the situation in academia remains puzzling.
The encouraging news is that research consistently demonstrates that organizations with higher gender diversity in leadership typically outperform those with less diversity. Opportunities for women in senior positions are on the rise.
Leadership in the Technology Sector
However, a concerning 2023 study by McKinsey revealed a decline in the proportion of women in senior leadership roles, such as CEOs and CTOs, in technology firms since 2017. Contributing factors include stereotyping, lack of mentoring, challenges with work-life balance, and unconscious bias.
This trend might also apply in the Philippines, despite limited anecdotal evidence. During my career, I witnessed women leaders like Marife Zamora, Riza Mantaring, and Mariels Almeda Winhoffer rise to leadership roles as CEOs of Convergys, Sun Life of Canada, and IBM, respectively.
Unfortunately, the first two companies currently have male leaders, and the role I held at SAP is now also occupied by a man. Only IBM Philippines continues to be led by a woman, Aileen Judab-Jiao.
Nonetheless, the Philippine technology sector may differ from the US market, which is primarily supply-driven. The US is known for its significant research and development in technology, while the Philippine technology landscape may be focused more on demand.
Companies led by technological innovations such as Concentrix, GCash, Grab, Shopee, and Lazada have gained prominence. This environment has allowed a new generation of women tech leaders like Rachel de Villa, Janette Toral, and Jennifer Ligones to emerge.
This business landscape offers tremendous opportunities for women, empowering them to leverage their creativity and nurturing qualities. They are well-positioned to harness technology to provide solutions that address unfulfilled local needs while also exporting the talent of our workforce to meet global demands.
Ultimately, the key consideration in selecting leaders is that specific skills and competencies align with job requirements. Determining who is more suitable should prioritize merit over gender, with imagination now playing a crucial role as well.
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