I am always curious to learn from women driving innovation and emerging technologies in the Canadian tech ecosystem, and what they think can level the gender imbalance in tech.

Leah Weiner, Data Scientist and Applied Science Group Leader at Xero in Canada, recently shared with me her perspective about the need for continued commitment from employers to uplift the voices of women in Canadian tech and create safe and inclusive workplaces for all.

“As a woman in Canadian tech, I am excited to see women’s perspectives recognized and voices celebrated …,” stated Weiner. “It’s important for the industry to acknowledge the enduring challenges that women face in Canadian tech, particularly women from under-represented groups, and the institutional inequities that have created these challenges. When we can openly and honestly recognize the systemic barriers that women in tech face, the dial moves closer to a more equitable and accessible future for all. Moreover, it is precisely the varied experiences that women from diverse backgrounds bring that strengthen and progress the industry.”

“I’ve been in Canadian tech for about three years now,” shared Weiner. “Originally, I’m from Boston, where I worked before joining Xero here in Canada. My background spans diverse types of data, from text and financial data at Xero to image, spatial, temporal, and sensor data in previous roles. Working across these types of data has given me a broad perspective, and I’ve found that the techniques for tackling one type of problem often translate to others. It’s like building a toolkit over time that helps me approach each new challenge with added insight.”

Weiner elaborated, “I started out with an undergraduate degree in Math and Computer Science, back when machine learning (ML) as a field was not as prevalent as it is today! My first job involved data science and graph-based modelling, and that’s where I discovered NLP (natural language processing) and learned more about ML. This led me to pursue a master’s in machine learning and statistical modelling, where I realized how much I enjoyed blending math and computer science. Since then, I’ve been focused on machine learning.”

Find a Shared Understanding
“Navigating a male-dominated industry like tech has had its challenges, but I’ve found that building community and finding allies has been crucial,” remarked Weiner.

“At Xero, I found a support network already in place, which was refreshing compared to previous workplaces where I helped start diversity and inclusion initiatives from the ground up. But whether at work or school, finding people who could support, empathize, and advise me has been essential. It’s a shared understanding that makes all the difference,” added Weiner.

How Employers Can Create Inclusiveness
Weiner emphasized, “Employers can make a big impact by focusing on inclusive hiring practices and supporting women through each phase of their careers. Attracting diverse candidates starts with something as simple as the wording of job postings—terms like ‘coding ninja’ can be off-putting and subtly discourage some candidates. Reviewing the entire interview process to avoid unconscious biases, from who reviews resumes to how interviews are conducted, can also make a huge difference.”

“Companies often focus on the talent pipeline, but it’s about more than that. Hiring practices need to align with a commitment to diversity and inclusion to be effective,” said Weiner.

Weiner further explained, “Once diverse talent is in the door, retention becomes the priority. Policies like equitable parental leave, flexible work hours, and competitive salaries all help retain women in tech, especially in roles where they may still be underrepresented.”

“Promotion practices matter, too,” added Weiner. “Employers should proactively support employees’ growth rather than waiting for people to self-advocate—a process that can unintentionally favour those who are already more comfortable asserting themselves.”

“Finally, training programs can help create awareness and provide actionable strategies,” said Weiner. “For instance, I’ve seen effective training around active listening and reducing interruptions in meetings, which can make workplaces more inclusive. At one company, we held training to raise awareness about biases, and it was eye-opening for many. Supporting growth opportunities beyond technical skills, like public speaking or networking, also helps make career development more accessible. Inclusiveness isn’t just a one-time effort; it requires consistent commitment from everyone, from individual contributors to managers.”

Community, Mentorship, Advocacy
“I’d say that now is an exciting time to join the tech industry in Canada,” said Weiner. “I’ve seen a lot of positive change in the past decade in terms of women’s representation and overall support in the workplace.”

“Many companies now have dedicated D&I committees and women’s groups, which weren’t as common when I started my career,” remarked Weiner. “While things aren’t perfect, it’s encouraging to see this progress and know that we’re moving in the right direction.”

“One of my biggest pieces of advice is to find a community and mentors who can support you,” advised Weiner. “Look for people you trust who can provide advice and advocate for you. They don’t have to share your background, but they should be championing your growth. Having mentors who encourage you to go for that job even if you only meet half the requirements in the job description — a factor that often deters women more than men — can be a huge confidence boost,” said Weiner.

Added Weiner, “Another important part is advocating for yourself. Don’t shy away from sharing your achievements, speaking up in meetings, and documenting your work to ensure its recognized.”

Weiner also advised, “Seek out opportunities that may push you out of your comfort zone, like presenting to a group or leading a project. With the right support, you’ll build confidence over time and realize how much you can accomplish.”

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