I know this may sound like one of those predictable titles. After all, most of us are convinced that women and men are now treated equally in companies, that they have the same opportunities, and that the only real differentiating factor is “talent.” Everything else? Just excuses.

We like to think of ourselves as progressive, modern, forward-thinking. Some even claim that, in certain environments, women are actually advantaged — especially if they are young and conventionally attractive.

Okay. Let’s pause for a moment.

Let’s try to clear our minds and let go, even briefly, of these assumptions. Have we ever truly asked a woman working in a technical role how she feels? What she experiences on a daily basis? What her story is? Or do we simply assume she should be grateful for the opportunity she’s been given, since she’s “one of the few”?

Deep down, we already know the answers.

I don’t want to generalize. What I want to say is that often — women included — we don’t even begin to reflect on the dynamics that still exist today (yes, it’s 2026) and on the emotional cost they carry. A cost paid by everyone: mothers, partners, sisters, friends. No one is excluded.

Some people endure and suffer. Others watch someone they love suffer, grow angry, slowly burn out, or live in a constant state of sadness, frustration, and dissatisfaction.

But here’s the point.

The truth is that a woman doesn’t need to be openly mistreated for a work environment to be problematic — although, sadly, this still happens far more often than we like to admit. Sometimes it’s enough that, as a woman in a technical role, you are required to prove at least twice as much (if you’re lucky) as your male colleagues just to be considered worthy, just to have a voice.

Nonsense, some might think.

Then let’s ask ourselves: why are there so few women in tech companies? And those who are there — what roles do they hold? Are they promoted? Are they paid the same as their male peers? Are they placed in leadership positions that truly matter? Are they trusted?

The data speaks clearly. And especially in Italy, what I see is a lot of washing, a lot of surface-level commitment, but very little that is concrete or real.

So what’s left for us to do? Fight. Fight for ourselves.

If the workplace doesn’t recognize our value, we must start by recognizing it ourselves. With our heads held high. By respecting ourselves and demanding respect in return. By setting boundaries, making our voices heard, and refusing to let anyone walk over us.