Women In Leadership: Why We Need More Female Speakers In Industry Conferences

A few years ago, I attended a prominent tech summit known for assembling some of the brightest minds in the industry. Events that shape headlines, set agendas, and attract serious talent. The energy in the room was unmatched, with packed sessions, engaged audiences, and a palpable sense of anticipation. But as the day progressed, one pattern became hard to ignore. Speaker after speaker took the stage, and not one of them was a woman, not until a late-afternoon breakout tucked away in a smaller room.

It wasn’t the first time I’d seen this imbalance, and unfortunately, it wasn’t the last either. Over the years, whether attending conferences or speaking at them, I’ve noticed how often the leadership narrative is visually and vocally dominated by men. And that absence conveys a big message. It subtly reinforces an outdated image of what leadership looks like and who is allowed to embody it.

The numbers echo this reality. As of early 2025, women occupy approximately 19% of C-suite positions in India, significantly below the global average of 30%, as per a recent study conducted by workplace culture consulting firm Avtar.

This highlights the ongoing gender disparity in top executive roles within the country. But when it comes to who gets the mic at industry events, the disparity runs even deeper. To bridge this gap, it is critical for organisations to actively recruit and promote more female employees into C-level positions. And it matters, not just for the sake of fairness, but for the health of the industry itself.

Because conferences are platforms of influence. They shape perceptions, signal credibility, and play a powerful role in defining who is seen and heard as a leader. When women are underrepresented in these spaces, it limits more than visibility. It limits the richness of conversation, the diversity of thought, and the future of inclusive leadership.

Speaking on stage is more than a recognition of expertise. It’s a signal. It tells the room and the industry at large that this is someone worth listening to. For women, particularly in male-dominated sectors, these signals are crucial. It affirms that women belong in boardrooms, at negotiation tables, in product reviews, and yes, in the spotlight.

Conferences often end up setting the visual tone for what leadership looks like. When that image is too homogenous, it subtly tells young professionals what to expect, and what not to expect from their career trajectory. Seeing a woman lead a keynote, moderate a panel, or challenge the status quo on stage can be transformational for the next generation. It moves leadership from being a distant ideal to a tangible goal.

We often talk about diversity as a moral imperative. It is. But it’s also a strategic one. Panels that include women, and a range of diverse voices, bring richer dialogue, more nuanced insights, and greater relevance to a wider audience. Women speakers also bring a certain emotional intelligence, authenticity of experience, and the ability to weave together personal and professional insights, creating deeper connections with audiences.

When we include more women on stage, we move from echo chambers to ecosystems. From predictable to powerful. Diversity drives not just better optics, it drives better thinking. In today’s world, where women are shaping technology as innovators, decision-makers, and as customers, their presence on stage brings much more to the conversation in terms of representation that goes beyond mere optics. This can look like a fresh perspective, a story of strength, and an inspiration for those following. It helps build a visible pipeline of role models, encouraging more women to step forward, lead, and shape the future.

The responsibility doesn’t rest solely on women to step up. It lies with the people who shape these platforms.

Conference organisers need to take a proactive stance. Waiting for diverse applicants to show up isn’t enough. Outreach has to be intentional. Mentorship programs that prepare women for public speaking, speaker development tracks within companies, and transparent selection processes can all help level the playing field.

Corporations have a critical role too. They decide who gets sponsored to attend, who gets the visibility, and who gets coached for it. If your organisation is sponsoring an event, you should be asking - how diverse is the speaker line-up we’re supporting? Are we sending women to speak, not just attend?

Leaders - men and women alike, should be advocating behind the scenes. Nominate a female colleague or recommend a rising leader. Sometimes the most powerful thing you can do is use your platform to build someone else’s.

The goal is not to simply increase the count of female speakers. It’s to normalise the presence of women on stage as speakers. To reach a point where we don’t feel the need to point out the rarity, because it no longer is one.

A more gender-balanced conference stage is, more than fairer, smarter. It reflects the real workforce, inspires broader participation, and pushes conversations beyond traditional silos. It signals to the world that leadership is not a template, it’s a spectrum. When we champion female thought leadership, we address representation, while advancing business goals with fresh innovation and equity for all. It also benefits customer centricity, building organisations that are stronger, more adaptive, and more attuned to the world they serve.

Women speakers are not just participants. They bring depth, dimension, and live perspective to industry conversations. It reflects the reality of our evolving workforce and honours that women are already shaping outcomes behind the scenes. When those voices are heard more openly, industries benefit from dialogue that feels more grounded, relatable, and future-facing.

This is a responsibility that rests not just on one group alone. Organisers, companies, and even attendees — all have a part to play in building spaces where speakership opportunities are more inclusive. The most lasting progress often begins with the quiet decision to do things more consciously - to invite, to encourage, and to make room. Every time a woman takes the stage, it signals what’s possible for the next generation. And over time, those moments build a culture where leadership reflects everyone it serves.