CommBank’s executive general manager for HR in technology, Jane Adams, has highlighted the urgent need for systemic changes and stronger support networks to increase the number of women in tech.
Speaking to B&T off the back of her People And Culture Award win at the Women Leading Tech Awards 2026 on Friday, she said retaining more women in the industry depends on ensuring access to sponsors, support networks and organisations willing to ‘stick with them’ through challenging periods.
Adams pointed to research the bank has supported with the Tech Council of Australia, describing what she called a “leaky pipeline” that begins at school age and continues through university and into mid-career.
The research highlights three major drop-off points for women in technical studies and careers and stresses the need for systemic change to improve diversity in tech.
“It starts at school age and girls not feeling confident with maths and STEM subjects, then it starts at university with dropout rates, and then it carries on… and there’s another drop out and a leaky moment mid-career when women just find it quite overwhelming, and they choose to step out,” she said.
Adams believes the issue is structural, with multiple intervention points required to stop women exiting the industry at each stage.
Her message to those those women who are considering leaving the tech industry? “Just try and just stick in there,” she said.
“Definitely join CommBank, we have a Career Comeback Program, it doesn’t matter if you’ve dropped out, if you’ve got that STEM background, we want you back,” she said.
She emphasised that re-entry pathways, structured support and organisational culture all play a role in making returns viable. But equally important is individual support.
“I think the really important thing is find a sponsor, find support networks, and try and just stick in there, because a good organisation will help you through the tough times.”
Internally, CommBank has invested heavily in community-building and retention mechanisms. Adams has helped scale the bank’s Women in Technology Network to more than 640 members, creating a space for mentorship, connection and leadership development.
Adams said diversity must be embedded into how organisations are structured and how they operate.
“Your organisation should represent the customers you serve,” she said, highlighting CommBank’s goal of maintaining a 50/50 gender balance.
Beyond gender, she stressed that diversity encompasses multiple dimensions, and that organisations need to think more broadly about inclusion if they want to build effective, representative teams.
She said that pipeline needs to be addressed from the ground up.
“We need to be starting right from the start, helping schools and pipelines to get the right females coming through, so that we have the choice to hire the woman.”
