Women are under-represented in tech leadership roles but mentoring can make a big difference, writes Tracey Brewer, HP New Zealand Commercial Channel Manager. 

New Zealand’s tech industry is full of opportunity. It’s one of the country’s fastest-growing sectors, shaping the way we do business and connect with the world. But while technology keeps advancing, one challenge remains unchanged: women still make up just 29% of the professional IT workforce. 

For years, the focus has been on attracting more women into tech. But recruitment alone isn’t enough. What happens once they’re in the industry? Are they supported to build careers, step into leadership, and stay in the sector long term? 

Women in tech have the skills and ambition to succeed – but too often, they lack the networks, confidence, and career pathways to move forward. This is where mentorship makes a critical difference. A great mentor provides guidance, advocacy, and encouragement, often seeing potential before women see it in themselves.  

Why mentorship matters 

After 30 years in the tech industry, I’ve seen time and again that success isn’t just about talent; it’s about having the right support at the right time. 

Tech is fast-paced and rewards those who step up for new opportunities. Yet I’ve seen too many talented women hesitate, waiting until they feel 100% ready before applying for a role or taking on a challenge. Meanwhile, their male counterparts go for it anyway. 

That’s why mentorship is so powerful. It provides a safe space for honest conversations, helps break down self-doubt and opens doors that might otherwise remain closed. A great mentor doesn’t just offer career advice, they advocate for you, challenge you to aim higher, and help you navigate the complexities of the industry. 

Seeing the impacts in real time 

At HP New Zealand, mentorship is embedded in how we develop talent. Through structured programmes, we connect early-career professionals with experienced mentors who provide the insight, support, and confidence-building needed to grow. It’s not just about career development, rather, it’s about creating an environment where staff feel valued, supported, and ready to lead. 

One of the best examples of mentorship in action at HP New Zealand is Ellie Chen, an Inside Account Manager in HP’s Enterprise team. Over the past two years, I’ve had the privilege of mentoring Ellie as she navigated an exciting career shift. 

Her journey into tech was far from traditional. At 20, she was selling dashcams in Taiwan before moving to Aotearoa and pivoting into tech with HP. Beyond learning technical skills, she built confidence, adapted to the corporate world, and expanded her vision of what was possible. 

I’ve seen Ellie take on challenges, strengthen relationships, and push beyond her comfort zone. In 2024, she won the Graduate Award at the Women in ICT Awards, an achievement she credits to the mentorship and support she received at HP. 

Ellie’s story is proof that talent comes from everywhere. Women don’t need a traditional tech background to succeed – they need opportunities, mentorship and people who will advocate for them. 

A shift in mindset is crucial 

One of the biggest barriers for women in tech isn’t skill – it’s self-doubt. Many hesitate to speak up in meetings, share ideas or step into leadership roles unless they feel fully prepared. But careers aren’t built by waiting. They’re shaped by seizing opportunities, learning along the way and trusting in your own abilities. 

Decades in tech have shown me that mentorship isn’t just helpful – it’s a game-changer. But for more women to step into leadership, mentorship must be intentional and deeply embedded in workplace culture – not treated as an afterthought. 

Businesses need to create structured mentorship programmes that provide women with the guidance, connections, and advocacy needed to advance. Leaders (both women and men) must move beyond offering advice and actively champion career progression. 

A strong mentorship culture empowers women to support one another, build networks and pave the way for future leaders. The key is ensuring mentorship translates into real change.  

If we get this right, we won’t just keep more women in tech – we’ll build a stronger, more diverse, and more innovative industry for everyone.