Promotions in engineering often depend on structure, not just talent. That’s the tension at the heart of SheTO, the largest global network of women and non-binary engineering leaders.
Promotions in engineering often depend on structure, not just talent. That’s the tension at the heart of SheTO, the largest global network of women and non-binary engineering leaders. The organization’s recently released report on women in engineering leadership focuses on this topic.
The takeaway is straightforward and urgent: companies could lose their next wave of technical leadership if the path from manager to director remains broken. Naming the Sticking Points, With Data to Back It UpSheTO’s study cites the ‘director ceiling’ as the most significant pain point. The director ceiling issue is simple: it’s a cliff between manager and director where advancement drops. The research also signals the scaling gap between the director and VP and a VP or CTO void that widens as organizations get larger. Just as important, the report shows that well-designed DEI in engineering programs correlates with better promotion outcomes when tied to measurable steps, not slogans. Bias and the lack of a structured advancement path remain the two biggest obstacles, and both can be addressed with consistent systems. A Vetted Community Built for Serious AdvancementAs of this year, SheTO proudly boasts more than 5,000 members across 65 countries. The organization seems to address diversity in tech leadership as a quality and risk issue, especially as AI programs accelerate. The CEO and co-founder, Nidhi Gupta, has stated in a recent announcement, “We’re not just talking about representation, we’re talking about the future of equitable, responsible technology.” Ex // Top Stories Fleet Week flies on in The City — even if the Blue Angels don’t This year’s festival looks — and sounds — a lot different with decidedly less American representation Why California Dems’ Prop. 50 strategy matters in November and beyond Rally the base? Or connect with the disaffected? Everything is on the table TNDC pool toss fundraiser marks end of Phoenix Hotel era The 33rd edition of the event is last to be held at the iconic Tenderloin venue What Companies Can Do NextTheir 2025 State of Women in Engineering Leadership Report was developed with Mayfield and Allstacks and then translated for all to see and not ignore. On page 25, it provides an actionable “Engineering Leadership Action Checklist.” This checklist includes “tactical steps to build a more inclusive, equitable, and resilient engineering organization.” Bravo, SheTO. From strengthening the early pipeline to investing in inclusive leadership. The steps are there. SheTO encourages, “You don’t need to start from scratch. You need to start with intention.” Programs That Turn Intent Into OutcomesSheTO’s leadership acceleration, peer councils, and workshops help members gather the artifacts that promotion panels weigh, starting with impact narratives and headcount plans to measurable delivery against roadmaps. The community also invests in women in AI development because those who sit at the table shape what ships. The Work Isn’t FinishedGupta’s stance is as strategic as it is noble. She believes in setting goals and backing them with systems that reward observable impact. Ultimately, SheTO’s long-term aim is to raise the share of women in executive engineering roles to 20% by 2035. So, how exactly do they plan on accomplishing that? Strengthening learning and development, connection and belonging, and corporate partnerships. Next up are expanded accelerators, local hubs in more cities, and SheTO University, which will focus on the skills and confidence leaders need for bigger jobs. Nothing will ever change in the leadership space if organizations like SheTO don’t make it change. *The San Francisco Examiner newsroom and editorial were not involved in the creation of this content.
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