Anyone familiar with office technology industry events over the past decade will recognize a clear shift. At trade shows, dealer panels, and leadership webinars, you will meet strong, knowledgeable women leading service operations, closing (production) print deals, managing P&Ls, and guiding dealerships through multiple generations. Across all roles and ages, these women are making an impact that extends beyond their primary responsibilities.
This is the influence of role models. People are unlikely to pursue roles they cannot envision themselves in. For decades, the office equipment industry unintentionally limited this vision by relying on familiar networks and promoting known profiles. As a result, the talent pool appeared limited, though it was not. We were only accessing part of the available talent.
The data highlights both our progress and the work that remains.
In 1970, women made up just 8% of the U.S. STEM workforce; by 2019, that figure had reached 27% (U.S. Census data, via TechTarget) – more than a tripling in two generations.
Yet our own technical backyard is still remarkably quiet: of the roughly 141,000 computer, ATM, and office machine repairers working in the U.S. in 2023, fewer
than 11% were women (Data USA, Census Bureau).
Anyone who has seen a skilled service technician resolve customer issues while diagnosing faults understands that these roles are not limited by gender. Most of these careers remain open to new talent.
The corporate pipeline shows the same pattern of progress and unfinished business. McKinsey and LeanIn.org’s Women in the Workplace 2025 study—now in its 11th year, across 124 companies,
and nearly three million employees— finds women at 49% of entry-level roles and 29% at the C-suite. In addition, for every 100 men promoted into their first management job, 81 women make the same step.
The glass ceiling is still there
Encouragingly, companies that prioritize women’s advancement have increased female leadership by seven percentage points since 2021. When leaders focus on this issue, progress follows. This is a matter of effective management.
The office technology industry achieved a significant milestone in 2001 when Anne Mulcahy became CEO of Xerox, a rare occurrence in corporate America at the time. In 2009, she was succeeded by Ursula Burns, marking the first woman-to-woman CEO transition in Fortune 500 history. This demonstrated that leadership roles in the industry are open to all. Since then, OEMs have appointed their first women executive officers, increased board representation beyond 20%, and set public targets for women in management. While some milestones have been reached only recently and some targets are still in progress, setting transparent goals is more effective than remaining silent. What gets measured gets managed.
Sustained progress depends on strong infrastructure, an area where the industry has made significant strides. At OEM Sharp, the Women Influencing Sharp’s Evolution (W.I.S.E.) cross-functional mentorship program connects emerging talent with leaders from various departments. Konica Minolta has a similar initiative called Step Together. Girls Who Print brings together a global community and has announced a worldwide call for speakers for its 2026 Summer Summit. The Women in Print Alliance at PRINTING United Alliance focuses on manufacturing, where women hold about 30% of roles compared to 47% in the broader workforce. CRN’s Women of the Channel annually recognizes numerous leaders in IT distribution. These initiatives foster self-confidence and encourage women to pursue new opportunities, reaching even those who do not participate directly.
Dealership succession clearly demonstrates this progress. When this publication featured Chelsey Bode of Pearson-Kelly Technology and Liz Sumner of SumnerOne as Women Influencers in 2023, it highlighted a trend: Daughters are taking over family businesses and and actively modernizing and expanding them by adding managed IT, production printing, and new verticals. (Hint: See The Cannata Report’s 2026 Women Influencers coverage.)
Melissa Confalone, another Women Influencer, joined Fraser Advanced Information Systems out of college as an entry-level sales rep and was named president in 2023. Succession represents a strong vote of confidence;
hiring women into leadership is important but entrusting them with the future of a business is even more significant. The industry is increasingly doing both.
This is not about assigning blame. The men in this industry have built a strong foundation over six decades, and the most forward-thinking recognize that future progress will require contributions from everyone. We should take pride in our achievements while recognizing there is significant potential for further growth.
Calling all office technology leaders to action
If you manage an office technology dealership, review your service and sales teams to ensure your recruitment efforts reach the full range of available talent.
- If you oversee a region for an OEM, consider mentoring someone with a different background from your previous promotions.
- If you are a woman considering a career in this industry, opportunities exist, as demonstrated by the Women Influencers featured over the past decade.
- If you already are one of these women, continue to be visible. Your presence helps others envision themselves in this industry.
The office technology industry has repeatedly adapted, evolving from analog to digital, hardware to services, and print to workflow. Expanding the talent pool is the next step, and it is straightforward because the talent is already available. Our responsibility is to ensure opportunities remain accessible.
