Women in Technical Program Management face gender bias, skill gaps, and lack of role models. Overcoming these challenges involves building networks, pursuing training, balancing assertiveness, managing work-life pressures, and advocating for opportunities. Embracing diverse leadership and intersectionality fosters inclusivity and confidence.
What Challenges Do Women Face When Moving Into Technical Program Management, and How Can They Overcome Them?
AdminWomen in Technical Program Management face gender bias, skill gaps, and lack of role models. Overcoming these challenges involves building networks, pursuing training, balancing assertiveness, managing work-life pressures, and advocating for opportunities. Embracing diverse leadership and intersectionality fosters inclusivity and confidence.
Empowered by Artificial Intelligence and the women in tech community.
Like this article?
From Scrum Master to Technical Program Manager
Interested in sharing your knowledge ?
Learn more about how to contribute.
Sponsor this category.
Navigating Gender Bias in the Workplace
Women moving into Technical Program Management (TPM) often face implicit and explicit gender bias, which can undermine their authority and contributions. Overcoming this requires building a strong network of allies and mentors, demonstrating consistent competence, and seeking organizations with inclusive cultures that actively promote diversity and equity.
Bridging the Technical Skill Gap
Many women transitioning into TPM roles may feel they lack certain technical skills or credentials. To overcome this, they can proactively pursue targeted technical training, certifications, or workshops while leveraging their existing program management strengths to gradually build credibility and confidence in technical areas.
Balancing Assertiveness and Likeability
Women often struggle with the “double bind” of being perceived as either too assertive or too passive in leadership roles. Developing a leadership style that balances confidence with empathy, practicing clear communication, and seeking feedback can help women assert themselves effectively without damaging workplace relationships.
Overcoming a Lack of Role Models and Mentors
The scarcity of female TPM leaders can make it difficult for women to find guidance and mentorship. Actively seeking mentorship programs, joining women-in-tech or program management communities, and engaging with online professional networks can provide essential support and role models.
Managing Work-Life Integration Pressures
Women frequently face societal and familial expectations that add pressure to balance work and personal life. Organizations can support this by offering flexible work schedules, remote working options, and parental leave policies, while women can prioritize boundary-setting and time management strategies to maintain balance.
Building Confidence in Stakeholder Management
TPMs must effectively manage diverse stakeholders, which can be challenging when women face skepticism about their expertise. Women can overcome this by preparing thoroughly for meetings, leveraging strong communication skills, and building trust through transparency and delivering consistent results.
Addressing Unequal Access to High-Visibility Projects
Women may be overlooked for critical projects that build their experience and visibility in TPM roles. Advocating for themselves, volunteering for challenging assignments, and seeking sponsorship from leaders can help ensure equitable access to opportunities that enhance career growth.
Combating Stereotypes About Leadership Styles
Stereotypes that associate leadership with traditionally masculine traits can hinder women’s advancement. Emphasizing diverse leadership qualities such as collaboration, emotional intelligence, and adaptability helps redefine success and create space for different leadership approaches in technical program management.
Dealing with Impostor Syndrome
Impostor syndrome—feeling unqualified despite evident success—is common among women in male-dominated fields. Overcoming this involves recognizing and naming these feelings, seeking peer support, celebrating achievements, and focusing on continuous learning rather than perfection.
Leveraging Intersectionality for Inclusivity
Women from diverse backgrounds (race, ethnicity, disability, LGBTQ+) may face compounded challenges. Embracing intersectionality by advocating for inclusive policies and connecting with affinity groups helps create a supportive environment that acknowledges and addresses varied experiences in TPM roles.
What else to take into account
This section is for sharing any additional examples, stories, or insights that do not fit into previous sections. Is there anything else you'd like to add?