09/06/2026
An all-male panel, aka "manel", isn’t the root of the problem. It’s the readout that comes from what I call "the water we swim in."
That water is the set of beliefs and habits that have developed over time that we've all absorbed to some extent - and that drive our practices. This is particularly impactful when it comes to who gets chosen in the Tech and Cybersecurity industries.
That "water" dictates whose names surfaced when considering candidates, who was encouraged to apply, and who had someone willing to advocate, “She would be excellent.”
The same thing happens inside organizations.
By the time a promotion, stretch assignment, or leadership opportunity is announced, much of the selection process may already have happened—in conversations the candidates weren’t part of.
Research from WiCyS and Aleria reinforces this. Women identified leadership, direct managers, and peers—not simply organizational policies—as the leading sources of exclusion.
That’s why working harder and getting more certifications cannot, by itself, solve what is essentially a visibility-and-relationship problem.
Here are some practical moves you need to be taking now:
💥 Be crystal clear about what you want.
💥 Give people the actual language to convey what you want to be known for.
💥 Ask to be considered for visible opportunities.
💥 Build relationships with people who will advocate for you when you aren’t in the room.
You’re not the problem. But understanding how opportunity actually moves gives you greater agency over your next move.
For those of us already in the room: whose name are we putting forward?
These strategies are just a part of what we cover in Create Your Leading Edge. Check us out in the bio.
