International Women’s Day: women in Cerillion share their stories
To mark International Women’s Day 2025, we spotlight several women from across the Cerillion team to share their experiences of working in the telecoms sector and find out what IWD means to them.
Throughout history, women have played a vital role in shaping technology, and continue to make groundbreaking contributions to fields including AI, cybersecurity, cloud computing, and more. The technology sector, traditionally dominated by men, is gradually transforming through the dedication, innovation, and leadership of women who are reshaping the industry's landscape.
Tomorrow, we mark International Women's Day (IWD), held every year on 8th March, highlighting the achievements of women worldwide while calling attention to the gender inequalities that still exist.
Despite the great strides already made in encouraging female representation across the tech industry, women remain underrepresented, making up only about 25% of the global tech workforce, with even fewer in leadership roles. Even for those who do enter the field, career progression can be challenging; women frequently report gender bias in hiring and promotions, limiting the representation of women in executive and decision-making roles.
IWD is raising awareness about the gender disparities that persist in the software industry. While progress has been made, unconscious biases, pay gaps and workplace discrimination still hinder women’s professional growth. In a field dominated by men, IWD also serves as a crucial reminder of the work still required to create a more inclusive and equitable environment, and a platform for sharing stories of women who have overcome challenges and thrived in the industry.
For this year’s IWD, we interviewed a number of women from across Cerillion to share their experiences.
The changing face of inclusion
Hina Pattni has been with Cerillion since 2003 handling customers as an Account Manager, and is more than aware of how the industry has changed in that time: “Back in 2000, when I started working in telecoms, I remember being one of only two women at a party of five hundred men at the GSM World Congress in Cannes! Throughout the years, more women have entered the industry, and risen to prominent positions in their respective fields, whether that be in management or technical roles.
“Of course, things have changed now,” according to Hina, “but, in the earlier days when I travelled for work alone, there wasn’t much in the way of a support network of female colleagues I could go to for advice. Especially when travelling to countries where you must take into account regional customs and safety; in those cases, I used to ensure I researched well so as to reduce any risks. And to develop more camaraderie with my female colleagues, I’ve also organised girls’ nights out, which have been a lot of fun!
“Now, telecoms companies have developed their inclusivity initiatives providing more flexibility for women who need to balance their home and work lives. There are several networking initiatives for women in telecoms, like Women in Telecom and Technology (WITT) that encourage women in this industry, and regional initiatives around the globe bringing women together, such as the Women in ICT event organised by the Caribbean Association of National Telecom Operators (CANTO).”
Val McGuire joined Cerillion’s Sales team in 2010, before becoming Head of Pre-Sales in 2019, responsible for the development and production of bids. She recalls things being a lot different for women in the industry in the ‘90s and 2000s: “Back in the dim and distant sands of time, at manufacturing sites, crossing the shop floor to the ladies’ loo was an exercise in bravery. There were lots of inappropriate comments and such; I must have been made of Teflon, but I knew I had a right to be there and I was doing my job, so blocked it out to the best of my ability. The goal was – and is – to remain as professional as possible and just get on with it.
“I may be very lucky, but I personally haven’t faced any professional challenges related to my sex. Throughout my career I have been treated and remunerated commensurately to my abilities and in line with my male colleagues. If I’m honest, I’ve never seen myself as any different to my male colleagues. I’m there to do a job.”
Leading by example
Women are increasingly taking on leadership roles, bringing fresh perspectives to technical challenges, and fostering more inclusive development environments.
As Head of Pre-Sales, Val believes that women tend to dominate men in customer-facing roles in most industries, but they are still underrepresented in management: “That could be because there aren’t as many female role models at that level.”
One woman who aspires to provide this is Rozalia Pandauzova, who started up Cerillion’s Bulgaria office in 2021 as Head of Operations. For her, great leadership starts with quality recruitment: “When we hire, we aim for the best, regardless of gender, religion, age, etc. We see people as professionals and try to estimate the value they can bring to our business and their potential to grow with us.
“If you hire women who have leadership potential, and you can recognise that they would be keen and capable of stepping up, then it’s just a matter of time before they earn their wings. The rest of the work is to find the right tasks to gradually increase their scope and competence; stepping into a leadership role should be a natural progression, not a sudden, vertical leap.”
Asha Varghese has been with Cerillion for 14 years, now a Development Team Lead based at our Global Solutions Centre in Pune. “I completed my bachelor’s in Computer Science, and as part of my final year project, I got the opportunity to work with Hexaware under the guidance from a mentor, which I truly enjoyed.”
Now, she mentors her own teams of developers: “It’s about being flexible to accommodate people, and effective communication is key to build trust and rapport; flexibility in scheduling and respecting others working hours or work-life priorities while meeting client expectations or to resolve time critical tasks.”
Building the future of women in tech
Fostering this next generation of women in the industry and creating an inclusive environment ensures that progress continues and accelerates for those entering the field. “When we recruit young graduates, we’re open to people with different specialties, and it’s working very well,” says Rozalia. “Everyone on our team is unique and different.”
Maryline Maruthan is one such candidate, having joined Cerillion in 2023 as part of our graduate programme, before advancing to the role of Business Consultant. In her early career experience dealing with stakeholders with complex BSS needs, what techniques has she developed for gathering requirements?
“I think understanding the business as a whole, and what their end goal is, helps to explain what customers are looking for. Then going forward we can ask the right questions to see what they actually want and what we can help them with.”
For any women just starting their career in the industry, she says: “Take every opportunity that comes your way, as you never know what it may lead to, and this will also help you to know what you want and don't want, professionally or personally.”
What is one piece of advice she would give her younger self? “Not to worry so much, and that things will work out in the end, even if it doesn't feel like they will at that time, and to follow her instincts.”
Kimberley Roberts also joined Cerillion through our graduate programme in 2020 on the Development track, and is now a Software Developer working on our BSS/OSS suite. What inspired her to pursue a career in technology?
“I really enjoyed studying IT in school, as well as gaming in my spare time. I spent a lot of time on computers, so it just made sense to continue on that path career-wise.”
What advice would she give to any women starting their careers in tech? Don't be afraid to ask questions: “Sometimes you pile pressure on yourself to have it all together and know everything, but if you get stuck, it’s important to ask for help. You could waste a lot of time being on the wrong track trying to figure out something by yourself, when it could be something that could be resolved in a two-minute call. Obviously give it a go first, but if you get stuck, don’t be afraid to ask!”
Overcoming challenges, creating opportunities
While progress has been made, women in the tech industry continue to face their share of personal and systemic challenges.
For Kim, is the industry doing enough to encourage more women in technical roles? “Yes and no. You hear a lot of the usual buzzwords around women in tech, but amongst my peers, I still rarely hear of other female developers. Even on my Computer Science course at uni, there were only about 10 women on a course of around 150 students, although maybe the gap is improving now.”
Asha agrees: “We see a lot more women in the workforce now, however female representation in mid and upper management is low. I certainly don't think this is due to lack of talent. There’s no lack of early career opportunities for women in IT, but it’s important to identify future leaders and nurture them for greater roles. Organisations need to ensure that everyone has access to the same career development opportunities, regardless of gender. They need to implement policies that promote fairness, such as flexible working hours, equal pay.
“We need to normalise taking a career break and welcoming the employee back into the workforce without scepticism, giving them the flexibility to balance work and home.”
To Hina, one enduring challenge is how to build relationships with key decision makers, who were almost always men: “I’d try to find a common ground that connected us and ensured that I could be relied upon to reach their goal. The relationships I have built have always been based on working collaboratively with transparency and open communications. Take your time and get to know the person – Rome was not built in a day!”
Val would love to say that there are more women in telecoms, but that’s not the case in her experience: “On the whole, we’re still very much the minority, although that’s not due to discrimination, certainly not where I’ve worked. I’ve collaborated with women at all levels operator organisations, particularly in day-to-day operations, but it’s no secret that women aren’t as well represented at board level of the telecom operators. I’m not sure what we need to do to attract more women to the industry.”
Val also thinks there’s one big issue that is only just starting to be talked about in the workplace: menopause. “It’s life-altering for most women, however most companies, and even many women, don’t acknowledge the effect it has on their lives, personal as well as professional, or their day-to-day ability to function.
“I suspect if it were a male condition there would be a “cure” already – surely a basic understanding of the challenges would be a benefit for any organisation hoping to retain their female workforce in the later stages of their career?”
For Rozalia, “Sometimes, it can be challenging to deal with a culture where the attitude towards women is different; in a previous job, someone refused to shake hands with me because I’m a woman but had no problem shaking hands with a man reporting to me. Being aware of these differences and open discussion with the people you work with is very helpful. When I was a student, I studied anthropology and learned to not judge other cultures by the standards of my own – this has saved me much grief.
“In Bulgaria, we have a long-standing tradition of treating men and women as equal in the workplace and it’s only in the top management layer that women are slightly less represented. Vendors like us are generally a bit more male-dominated, but I think this is typical for the industry as a whole. If we look at our specific area, we’ve always had a good gender balance, and there are a lot of good female leaders who can serve as role models for the next generation.”
What does International Women’s Day mean to you?
Hina believes it’s “a celebration of women in the workplace and strengthening our roles in the workplace. Bringing to the forefront that there is still work to be done on gender equality. For now, though, we should celebrate how far we have come!”
For Val: “It’s a legacy, both of the women that have gone before us and for those who have yet to follow. It shouts out loud that women from all walks of life, countries, backgrounds and so on have the right to expect parity with their male colleagues. It reminds us that equality is still a fight for some, and not to get complacent.”
Rozalia thinks: “It’s a day to celebrate all women – I also hope that this day will be a reminder for all the work that still needs to be done to combat domestic violence all over the world and remember that the major source of physical abuse towards women are not strangers but family. In Bulgaria we give flowers and sweet treats to all the women in our life and our female colleagues. If a man forgets, he’s in big trouble!”
Meanwhile Maryline says: “It means to celebrate women's achievements globally and also remembering those who paved the way for women to be able to do things we can now such as voting or having a senior role in a company, etc.”
And for Kim: “Recognising the achievements of women in all facets of life: work, sports, politics, etc., and showing others what is possible – even if I can never remember what date it’s on! For me specifically, it’s about acknowledging my own achievements that have helped me get to where I am today, as a woman whose experiences are rooted in intersectionality.”
For Asha however, there’s much more to be done: “While it's good to have a day to recognise how far we’ve come, we still have a long way to go in order to achieve the objectives of this day in actuality. It’s a usual day for me where prioritising work, home and family is the goal.”
International Women’s Day is a vital reminder of the ongoing fight for gender equality in the tech industry. We must all together continue working towards a more inclusive and equitable future.
By celebrating women’s achievements while addressing gender disparities, companies can unlock the full potential of its workforce and inspire the next generation of women in the tech sector.
The stories and experiences shared by women of Cerillion demonstrate the powerful impact of diverse leadership and inclusive practices. Their contributions drive innovation, foster inclusion, and create more equitable workplaces for everyone.
Cerillion is always on the lookout for incredible women to join our team – check out our careers page for current vacancies in our offices worldwide.
