The Power of Connection: Why Elevating Women Leaders Is the Ultimate Business Strategy

Recently, I was invited to a dinner for Women CEOs. The invitation came from the long-time respected leader of the St. Louis Business Journal. The invitation also came from Greater St. Louis Inc. (GSL, Inc.), an organization that convenes the most notable executives from St. Louis’ largest companies with the goal of attracting large businesses to STL to bring new jobs to the region. The invitation was vague, but knowing the hosts, I knew it would be impactful.

I attended the dinner and left feeling elevated, inspired, renewed, and significant. I met twenty extraordinary women—CEOs of major businesses and non-profits—all completely different in age, style, race, background, and politics. We were convened not because we were alike, but because we were powerful women who needed to know each other. The lesson was clear: STL needs our leadership, women get the most challenging things done. Talent and education can take you far, but the power of your network is critical to reaching your highest potential.

This experience immediately reminded me of ITSMF’s founders, who had a similar realization more than 30 years ago: We can shape the future if we work together. That mission is more critical today than ever before.

The Urgency: Closing the Technology and Leadership Gap

Despite decades of progress, the technology industry is failing to capitalize on the talent of nearly half the global workforce.

• The Representation Crisis: Women comprise only 26–28% of the global tech workforce, while making up roughly 42% of the total global labor force.
• The Leadership Drain: This disparity worsens at the top. Women hold just 10–11% of tech executive or senior management roles. Furthermore, for every 100 men promoted to manager, only 87 women are elevated. This bottleneck limits the pipeline of diverse leadership for our entire industry.
• According to a recent CNN report, more than 450,000 women have dropped out of the US labor market since January, according to the Bureau of Labor Statistics. Outside of the pandemic, it is one of the steepest declines on record.
• While there are multiple factors at play, the surge has been driven by caregiving changes, burnout, lack of flexibility, lack of support.
• According to CNN, the broader trend, however, has economists sounding the alarm that the losses not only could erase the historic gains women have made since the pandemic, but also reshape the labor force for years to come.

This is not just a moral issue; it is a profound business failure that exacerbates the persistent tech talent shortage the industry faces.

The Impact: Inclusivity is a Competitive Advantage

The business case for advancing women into leadership is undeniable. Companies that embrace inclusion do not just “do the right thing”; they do the smart thing, outperforming their competition on nearly every metric.

• Higher Financial Returns: Research shows that companies in the top quartile for gender inclusivity are 15% more likely to have financial returns above their respective national industry medians. More broadly, companies with gender-balanced leadership are 20% more likely to report improved business outcomes.
• Superior Decision-Making: Inclusive teams make better decisions because they incorporate a wider range of perspectives and experiences. This inclusive process mitigates risk and drives superior organizational performance.
• Increased Innovation: Female leaders bring unique perspectives that lead to increased creativity and innovation, a critical element for any technology company in a rapidly changing world.

Addressing the Headwinds: Commitment to Compliance and Inclusion

I must also address the understandable caution in the market that has caused a slight dip in our program enrollments. We have heard from a few partners that fear of non-compliance with the evolving legal landscape, particularly regarding the interpretation of presidential executive orders, has caused hesitation in sponsoring leaders into programs like the Emerge Academy.

Let me be unequivocally clear: we proactively addressed this challenge. We commissioned a voluntary, comprehensive DEI risk assessment with our legal counsel. Our attorneys reviewed all programs, applications, communications, and policies against federal law and the interpretation of the executive orders. The legal green light to proceed was given because of our commitment to advancing all leaders, which includes offering the “Elevate” program for men monthly.

This rigorous review has been completed. Our programs are designed to advance all leaders while strategically addressing the underrepresentation of women in technology. The mandate is clear: we must continue this vital work without hesitation. We do not exclude anyone from ITSMF programs on the basis of any protected class status.

ITSMF offers a 10-month leadership academy for women and those who believe that there should be barrier free opportunities for women to ascend to the C-Suite in Technology.

All of our programs are inclusive to all.

We offer a monthly program called Elevate that supports men in executive leadership roles in tech and those who believe that there should be support for male executives in tech.

We also offer quarterly Emerge and Elevate Forums both in person and virtually.

We merge these forums jointly more than once per year.

Our Clear and Convincing Call to Action: Sponsor, Recruit, and Partner.

As we approach the 30th Anniversary of ITSMF, the need for the Emerge Academy to thrive has never been more urgent, especially given the current leadership headwinds and the recent dip in enrollment.

Women executives are fundamentally important for business growth. We are looking for three things from our partners and the broader corporate community:

1. Sponsor Leaders: We need leaders with budget authority who are willing to sponsor their top technology talent—especially women—into our academies, including Emerge, next year. Investing in your high-potential women is the most direct path to retaining them.
2. Recruit Talent: We need you to actively recruit women who are ready to seek, study, and soar, and who are prepared to sponsor themselves into the Emerge Academy.
3. Build Partnerships: We are looking to build partnerships with companies interested in retaining their top talent to help grow business, innovate, and navigate this complex environment.

The path to innovation, resilience, and growth requires a leadership table that reflects the complexity of the world we serve. Join us in making a tangible investment in the future of technology by ensuring the Emerge Academy thrives. Let us turn aspiration into action, together.

Keep Forging Connections!
Sincerely,

Johanna Jones
President & CEO

About Information Technology Senior Management Forum

Since 1996, Information Technology Senior Management Forum (ITSMF) has been dedicated to prepare professionals for executive roles in technology, to impact organizational innovation and growth. We do this by developing and nurturing these dynamic leaders through enrichment of the mind, body and soul. With a half-million new computer-related jobs expected by 2028, ITSMF is committed to increasing the number of qualified professionals for these positions. For more information about ITSMF, visit itsmfleaders.org.