DrupalCon Atlanta: Applying our superpowers to reshape a male-dominated industry

Despite decades of effort, the C-suite, engineering leadership, and technical lead roles still lean heavily male. And here’s the kicker: Diverse leadership teams aren’t just a nice-to-have — research shows they drive better decision-making, innovation, and business outcomes.

Yet progress often stalls out. Women in tech are often in roles like project management but still report to male leadership. That’s not real progress.

Disrupting this imbalance isn’t just an HR initiative — it’s a leadership responsibility. It starts at the organizational level but requires individual action to create real momentum.

At Four Kitchens, we’ve seen firsthand how true allyship creates real change. It’s not about performative support — it’s about action. Four Kitchens’ CEO and COO, Todd and Elia, work side-by-side, ensuring that leadership is truly collaborative. As COO, Elia leads the Leadership Team, driving strategy and ensuring that decisions are made with inclusivity and equity in mind. And it’s not just about the executive level — real change happens when leaders throughout an organization actively build pathways for women to advance.

For example, Jim is one of our Engineering Managers, and also one of our panelists. He’s not just focused on who codes the fastest — he’s focused on building balanced, high-performing teams. That means identifying leadership potential in engineers from underrepresented genders and making sure they have a clear path to career advancement.

Here’s the truth: Women don’t need men to give them a seat at the table. They need men who recognize inequity and actively work to dismantle it. True allies don’t just make room for women in tech leadership — they advocate, sponsor, and champion their success.

The ability to recognize and elevate leadership potential is a superpower. And if we’re serious about reshaping tech, we need to use it.

I love seeing women step into leadership roles they once doubted they could handle. When I approached our panelist, Theresa, about becoming the Program Manager for Continuous Care, she was hesitant. She was comfortable behind the scenes. But I knew she was ready, even if she didn’t see it yet. Now? She’s thriving in her role.

Great leaders don’t just climb — they lift others as they go. Sometimes, leadership is about seeing potential in someone before they do, and giving them the encouragement (or push) they need to step up.

Imposter syndrome — a persistent feeling of self-doubt despite clear evidence of success — is real. And for women in tech, it can be a loud voice in the back of your head saying, “Do I really belong here?” But here’s the thing:

You are never in a room you don’t belong in.

That’s something Theresa told me when I stepped into my Director role, and I repeated it back to her when she took her next step. The cycle of doubt may never fully go away, but with the right support and visibility, we can keep pushing forward.

And visibility matters. Women need to see other women in leadership. They need mentors and role models who have navigated the same path and can help clear the way for others to follow.

One of the biggest myths about leadership? That being hands-off means you don’t care. Micromanagement stifles growth and is the antithesis of healthy team dynamics.

Great leaders empower their teams. They provide guidance, not handholding. They create environments where people feel safe to take risks, make mistakes, and learn. If someone falls, the real test isn’t whether they made a mistake — it’s how they get back up.

Some of the most valuable leadership lessons come from having the space to step up and figure things out. The best leaders don’t just make decisions — they create opportunities for others to make them, too.

True leadership goes far beyond being driven by profit or process. It requires a deep understanding of your team’s day-to-day realities and a commitment to their growth. Embracing this mindset sets the stage for a more inclusive and dynamic industry.

The path to gender equity in tech leadership isn’t short or easy. But it is a worthwhile journey. It starts with recognizing and nurturing leadership potential at every level. It continues when we actively create opportunities, amplify underrepresented voices, and push back against the status quo.

Every time you use your influence to open a door for someone else, you’re contributing to lasting change. That’s how we build a tech industry that truly reflects and serves the diverse world we live in.

We hope you’ll join us at DrupalCon Atlanta to dive deeper into this conversation. Let’s talk about what’s working, what’s not, and — most importantly — how we can keep making progress together.