Closing the leadership gap in edtech requires intentional action. Through structured mentorship, skill-building, and community, we can empower more women to lead and shape the future.
Monica Watts
Senior Director of Learning Innovation, 1EdTech
When we talk about making education technology work better for everyone, we mean ensuring equal access not just to quality education but also to the opportunities it creates. And “everyone” includes not only students, but also the professionals shaping this field.
To be successful in this endeavor, we need to act when we see gaps in access or representation. One of the most persistent gaps is the underrepresentation of women in technology leadership roles.
This is especially striking given how well women are represented across education more broadly. Within 1EdTech, our membership data revealed a clear disparity in the number of women in decision-making positions. That insight wasn’t something to accept; it was a call to action.
The impact of representation
This imbalance creates a pipeline problem. When women aren’t visible in leadership roles, fewer see a path forward. The absence of role models limits aspiration; the absence of sponsors limits access. Over time, fewer women enter, stay, and advance in the field. The issue isn’t a lack of talent — it’s a lack of consistent, structured support. This should concern everyone interested in education, because leadership representation isn’t just about equity. It shapes innovation, priorities, and outcomes.
For too long, many organizations, including my own, have relied on informal networking, assuming mentorship and opportunity would develop naturally. But informal systems often reinforce existing power structures rather than change them. If we want different outcomes, we need a more intentional and structured approach.
In response, 1EdTech launched WIDEN to empower women in data roles within the education technology sector through structured professional development, meaningful networking, and mentorship. We made the program free and open to all, not just our members, because broader access benefits the entire field. Designed as a scalable, high-impact experience, WIDEN aims to support career growth, leadership development, and community engagement. By prioritizing simplicity and repeatability, it remains accessible while driving long-term impact.
Mentorship makes a difference
After the first cohort, we were encouraged by the results. Mentees who regularly connect with their mentors reported meaningful impact.
“(My mentor) shared her knowledge and resources with me, positively impacting our data practice at (my district),” said one mentee. “(My mentor) is great, and we connect on both how school district leadership operates and how we see that world through a female perspective. I enjoy talking with her and hearing about her experiences,” said another.
This is a work in progress, and one we should all commit to improving in order to better support women in the field. While the first cohort focused on leadership, the second will lean into helping mentees develop tangible skills, confidence, and capabilities they can apply in their roles to grow professionally.
Creating intentional equity
Ultimately, this work is about more than individual advancement. It’s about shifting the system. Increasing the number of women in leadership changes how decisions are made, leading to more inclusive, innovative, and effective outcomes across edtech.
Uplifting female leaders isn’t optional — it’s essential. If we’re committed to equity in education, we must be equally committed to equity in leadership.
