DISQO Inclusion & Diversity

Describe your experience as a woman in engineering. What are some of the challenges you’ve faced, and how have you overcome them?

Starting as a technical writer more than 10 years ago and transitioning to software engineering, I’ve navigated the full spectrum of challenges: imposter syndrome, being underestimated and working with teams hesitant to collaborate. Early on, engineers would understand products inside-out but weren’t eager to share knowledge with the “documentation person.” My strategy? Ask relentless questions without hesitation, believing there are no dumb questions; we weren’t born knowing this. I reminded myself: Those giving me a hard time were once beginners, too. 

A turning point came through feedback; both technical and non-technical users were praising documentation that helped them understand complex products. Those validation moments showed the team that my persistent questions weren’t just about writing but about bridging engineering and user understanding. That’s when collaboration shifted from reluctant to enthusiastic. There are no small moments in this journey. Each piece of feedback built my confidence, and support from managers across companies helped me develop the personality needed to establish myself in tech. It’s been a long path, but every challenge shaped who I am today.

What are your professional goals, and how has DISQO enabled you to pursue them? What career growth resources/opportunities are available?

What inspires me most is my company’s belief in potential over pedigree. They offered me something extraordinary, a complete career pivot from technical writing to software engineering, trusting I could bring unique value in this role. This transition exemplifies my core aspiration: continuous growth through challenging opportunities. DISQO pairs me with skilled engineers genuinely eager to invest in my learning and development. The leadership team actively supports career growth through strategic project assignments and by staying at the cutting edge; they invest heavily in the latest AI tooling and ensure we’re working with state-of-the-art technologies. What sets them apart is how they create real advancement opportunities rather than just talking about growth. 

My goal is to become as skilled as possible in software engineering, particularly in AI, and they’re providing an environment where that’s not just possible — it’s accelerated. The combination of technical training, leadership development and psychological safety to take risks has accelerated my growth exponentially. This supportive ecosystem doesn’t just enable goals; it helps you discover aspirations you didn’t know you had.

What advice do you have for women in engineering or other technical roles regarding how to identify a company and team that will support their growth and development?

Red flags to watch for include teams where knowledge-sharing is difficult, managers who do not invest in your growth and cultures where fitting in means holding back your perspective. If you are consistently left out of technical conversations or your ideas are reused without credit, it may be time to move on. Green flags include leaders who promote from within, engineers who mentor and workplaces that welcome innovation from anyone, regardless of title. 

At DISQO, I started a Women in Tech program with strong support from my team and leadership. Look for places where employee-driven initiatives are encouraged, not just allowed. Pay attention to whether women hold real technical leadership roles, not just symbolic ones. My favorite interview questions are: How is knowledge shared between teams, and what does psychological safety look like here? Listen for clear examples, not just buzzwords. Trust your instincts; if a team values your ideas and sees your background as an asset, that is where you belong.