At Fe+male Tech Heroes, we believe real change happens when people come together with a common purpose. This sense of purpose is what drives Employee Resource Groups (or ERGs) to become an essential part of organizations in the tech and innovation sector. Mostly led by employee volunteers, ERGs focus on fostering inclusion and supporting the professional development of employees, much needed when trying to bring about gender parity and diversity in the tech world.
At a time when some major economies are rolling back the DEI debate, you see companies in this part of the Netherlands actually leaning into it with intent. In the Brainport region we see organizations paving the way to be more diverse, equitable and inclusive. They do it not just because it is the right thing to do but because innovation depends on it. Here’s a summary (in random order) of ERGs and broader DEI initiatives at 10 Fe+male Tech Heroes Partner organizations. See how they are changing the conversation.
The most powerful catalyst for organizational change is creating spaces for honest conversations, something Women@TNO understands deeply. This Employee Resource Group, led by ambassadors Gabriela Gamarra Scavone, Arianne van der Wal and Siel Hoornaert, brings together TNO employees passionate about gender equality, transforming it from abstract policy into everyday practice. Women@TNO works directly with TNO’s leadership to influence decisions that create genuine impact across the organization.
Women@TNO has cultivated a close community where gender balance discussions happen along with fun social connections. From casual BBQs to serious seminars addressing topics such as women’s health and parenthood in the workplace, they’ve created opportunities for open conversation and engagement. TNO’s Women in Leadership programs offer professional development that directly addresses advancement challenges women face in the tech world.
Through Women@TNO’s efforts and participation in campaigns like Equals – which they've participated in for three consecutive years – TNO has created a workplace culture where women actively support and advocate for one another. The results are significant: the company now has 35% women overall with 41% women in management positions, and they’ve successfully updated their Gender Equality Plan. They’ve also engaged male colleagues as active allies, though as the group acknowledges, there’s still progress to be made in expanding allyship across the organization.
“The challenges of today ask for great formal and informal leaders and innovators,” said Joëlle van den Broek, Director TNO Science & Technology Office. “Female professionals have a great role by adding different insights and approaches necessary to realize impactful solutions. Therefore, gender balance at our scientific top is an important topic at TNO.”
ASML understands diversity without inclusion is just numbers on a spreadsheet. Through their Women@ASML and WAVES networks, they’re focused on ensuring women and allies are supported and encouraged to grow into leadership roles. Women@ASML facilitates “Lean In” circles for peer connections, mentoring, awareness generating efforts like the “Allyship” campaign and events such as “Unity: Embrace Yourself, Embrace Each Other” that brought together the Fe+male Tech Heroes community for inspiring talks, workshops and networking opportunities.
What’s most impressive is the commitment from the top. When ASML CEO Christophe Fouquet is actively involved, you know this isn’t just a side project.
ASML is an ecosystem where diverse voices are celebrated. There are eight ERGs in the Netherlands and 10 in the U.S. These include the PROUD network for LGBTQIA+, SHADES for the allyship of the BIPOC community, Atypical for neurodiversity and functional diversity and Connect for supporting internationals in the Netherlands.
All ASML’s ERGs work cohesively to nurture a sense of belonging among their employees. In their own words “It's all about creating a culture where innovation thrives because everyone can contribute authentically.”
Read all the ASML role model profiles: Blaire Bergman, Wei Li, Beatriz Seoane and Arnaud Hubaux.
The Women’s Empowerment Business Resource Group (BRG) at Thermo Fisher Scientific is a shining example that company values can translate into meaningful action. Their approach is refreshingly clear – treat people with respect, support their growth and empower them to thrive. With a global network of more than 100 chapters, the group focuses on recruiting, developing and empowering women across all levels of the organization.
In Eindhoven, where the crew has a predominantly technical background and education, the gender equality challenge takes on particular significance. “At Thermo Fisher Scientific we believe that a diverse workforce makes us more successful as a company. In our Eindhoven location, the majority of the work is high-tech and this is an area that needs extra attention when it comes to gender equality,” says Yolanda van Dinther, who leads the Eindhoven Women’s Empowerment BRG. The local group of 27 women represents gender diversity and cultural richness, including members with 12 different nationalities.
The company has implemented concrete measures to support this mission. For example, all job postings use gender-neutral language, interview committees maintain a diverse composition and the organization actively tracks gender-related metrics in hiring and promotions. The results speak for themselves: the percentage of women in Eindhoven offices has grown steadily over the years.
Not only is the Women’s Empowerment Initiative a staunch supporter of Fe+male Tech Heroes, but the group also organizes an annual Girls’ Day event to motivate the next generation to pursue careers in STEM and supports Expat Spouses Initiative in coaching spouses to work in the Women for Women program.
Read Diana Mäkel’s role model profile here.
What we love most about the Expat Spouses Initiative’s Women for Women program is that it focuses on career solutions for women, supported by women. This unique three-month intensive program connects international women one-on-one with an influential local woman leader who opens doors and connects them with their own networks.
Supplemented by informative workshops, career development and personal branding tips, hiring insights and peer support network, this program helps international women find their way in the Dutch labor market. With successful cohorts across multiple cities in Brabant and over 3,500 professionals in their talent pool, ESI has proven targeted support can transform careers. Yes, their ambassadors are mentors. But they’re also advocates for diversity and inclusion, which is imperative to business.
Demcon takes a no-nonsense approach to diversity and inclusion, grounded in a simple understanding: diverse teams simply come up with better, more creative solutions. The company’s goal is to create an inclusive work environment where all employees feel welcome and valued regardless of background, gender, ethnicity, age, sexual orientation or other aspects of diversity.
While acknowledging there is room for improvement, Demcon has established clearly defined annual goals to address existing gaps. What sets it apart is openly discussing diversity and inclusion topics within the organization. They’re actively working to raise awareness and create space for these conversations, recognizing that inclusive practices benefit everyone, not just underrepresented groups.
Read the role model profile of Eliene Rutten and Astrid Pouwels here and Monique Sommer’s profile here.
Philips Women Lead (PWL) is an employee-led, volunteer-based, professional network to support the meaningful career development of women at Philips. It connects women within Philips so they can share experiences and challenges, helps them grow professionally and personally and amplifies the collective voice of women to improve company policies and practices.
Philips Women Lead co-founder Nikoo Shahrestani shared a powerful message: “Success is not measured by perfection, but by progress.” This philosophy is the essence of what Philips Women Lead represents and everything we believe at Fe+male Tech Heroes.
The PWL network has more than 4200 members in 35 local chapters around the globe. In the Netherlands, there are 400 members in four PWL chapters in Eindhoven, Best, Drachten and Amsterdam.
PWL organizes social and educational events such as a workshop on demystifying AI and female-related topics on hormonal influence at work. In addition, there are “Unlock Your Potential” personal development sessions and an online panel discussion on ways leaders can foster an environment focused on psychological safety.
PWL’s flagship “EmpowHER Circles” Mentorship Program is an eight-month global initiative that connects entry-level women with senior leaders. In 2024, more than 1,000 mentees were coached by more than 460 mentors, highlighting the program's impact on advancing women's careers throughout the organization.
Read Betsabeh Madani-Hermann’s role model profile here.
Change often begins with someone willing to speak up. SMART Photonics CEO Johan Feenstra recently posted on LinkedIn: “Diversity and inclusion: more important than ever. In a time where companies suddenly decide to abandon their DEI policies … SMART Photonics believes that diversity and inclusion [are] actually critical to our success and deserves more attention, not less.”
With women comprising 25% of their high-tech workforce, SMART Photonics recognizes unique recruitment challenges. Talent Acquisition Lead Ilse de Graaf says, “As a recruiter I want to do better. Always a question in my mind is ‘how can we help women better access roles that match their capabilities?’” She sees men often apply for senior roles even when underqualified, while women tend to underestimate their fit or apply for roles for which they are overqualified.
Key DEI initiatives include a comprehensive DEI statement, cultural feedback training and regular social events where various cultural groups share food to celebrate diversity. At the management level, their female leader brings balance and different perspectives that improve decision-making and inspire women in middle management.
Read Kitty Jochem’s role model profile here.
In the semiconductor and electronic design automation industry, creating spaces for women to connect and share experiences isn’t just “nice,” it’s necessary. The Women Impact Network (WIN) at Synopsys provides that platform, recognizing that building inclusive tech organizations means reflecting the diversity of the communities they serve.
Programs like “Women in Leadership” offer peer coaching sessions to share challenges and learning experiences with a supportive network. “Reverse” mentorship is another unique initiative that brings together emerging female leaders with senior (often male) leaders to share their own perspectives. Encouraging more girls in STEM with scholarships and opportunities is another focus area.
Women in Science Eindhoven (WISE) understands academic STEM environments have their own unique challenges when it comes to female employees. Through career advancement opportunities, annual networking events, seminars and community building initiatives, they offer pathways for the female staff at Eindhoven University of Technology (TU/e) – from postdocs and PhD candidates to full professors – to succeed in the research and education environment.
WISE organizes Women in Science Week, which is also open to students. Other key activities include the “Meet the WISE” interview series showcasing diverse career paths, International Day of Women and Girls in Science celebrations and targeted career advancement workshops.
The network operates within TU/e's broader commitment to gender equality, including The Irène Curie Program. The 100% women hiring target for the first year of the program resulted in 50/50 hiring and, five years later, females make up 35% of professors.
WISE also builds visibility for female role models for prospective students. Universities play a crucial role in preparing the next generation of diverse tech leaders, and WISE is making sure women have the support they need to thrive.
Read Evangelia Demerouti’s role model profile here and Patricia Dankers’ profile here.
The Business Women’s Network (BWN) is SAP’s largest Employee Resource Group, a grassroots employee organization with more than 20,000 members across 100+ chapters worldwide, one of which is BWN the Netherlands with 150 members.
What started in 2007 as a small group of women leaders has become a powerful force to empower women and their allies, supporting career advancement, promoting inclusion and advocating for SAP’s diversity and inclusion strategy to lift up women everywhere.
The network’s notable initiatives include Girls’ Day and Code-Event at SAP Nederland, specialized BWN MBA programs focusing on business and AI and female leadership development programs. BWN won the 2024 Stevie Award for Women in Business, and BWN NL actively supported female talents in the Women in Sales Awards with impressive runners-up.
With 170+ executive sponsors and 500+ volunteers globally, BWN impacts internal engagement metrics and SAP's broader DEI performance indicators. Through partnerships with organizations such as Fe+male Tech Heroes, SAP “walks the walk,” showing large corporations can leverage employee networks to create industry-wide change for women in technology.
Fontys University & Fontys Engineering doors are open to everyone
With 5,000 employees and 46,000 students from more than 100 nationalities, Fontys University of Applied Sciences sees diversity as enrichment every day. “We want people from all groups in society to come and study (and work!) with us.” Fontys leadership recognizes that everyone brings unique talents the world needs. By keeping the dialogue and the doors open and creating an inclusive environment, they're developing the diverse talent pool that will shape our future.
More specifically, Fontys Engineering is a transformative force in tech education and gender equality. Leading the way is Director Business Management and Technology and Applied Natural Sciences at Fontys, Maartje Damoiseaux. She is driving change, ensuring the next generation of tech talent is prepared for the real-world demands of industry. But Maartje’s mission extends far beyond curriculum reform. She is dismantling the outdated notion that women in tech are “exceptional,” working instead to make their presence the norm. “Women in tech are not an exception. We're already here,” says Maartje.
Fontys Engineering also offers a Women in STEM scholarship. It’s specifically for women pursuing a degree in a STEM field (Science, Technology, Engineering or Mathematics). Since women are still underrepresented in these areas, the scholarship supports them in developing their talents and contributing to a more equal future.
Other Fontys-wide efforts include a DE&I Learning Community open to all staff to contribute, discuss and drive inclusive initiatives, research and projects promoting societal inclusion across diverse dimensions, organizing workshops that focus on exclusion, marking diversity days and offering specific programs for training mangers and researchers who want to apply inclusion in their work environments.
Read Maartje Damoiseaux’s role model profile here.
Located at the heart of the smartest square kilometer in Europe, the Conference Center at High Tech Campus Eindhoven hosts more than 500 events each year in spaces that accommodate 10 to 300 people. The Conference Center team focuses on connecting, creating and communicating to turn business events into lasting professional relationships.
The Conference Center team actively supports diversity initiatives by providing a welcoming venue for Fe+male Tech Heroes and other DEI-driven events. “Although we're not a tech organization ourselves, we contribute indirectly by offering a platform and meeting place for initiatives that support women in tech,” explains Sandra Hijink.
This commitment to diversity is reflected internally as well, with women comprising the majority of their team, including management positions.
“In addition, we’ve seen that DEI is an important theme for many of the companies organizing meetings and events with us,” Sandra continued. “This is reflected in the content of conferences, the composition of panels and the selection of speakers,” including a recent TEDX event featuring female speakers, young talents and professionals from diverse backgrounds.
Through the partnership with Fe+male Tech Heroes, the Conference Center proves venues can also be catalysts for meaningful change in the tech community.
Dassault Systèmes has built inclusion into the core of its culture, spanning gender equality, disability inclusion, LGBTQIA+ support and intercultural collaboration. With networks such as 3DS WIN (Women’s Initiative), they empower women in STEM. The group organizes events, mentoring initiatives and programs that encourage girls and women to pursue scientific careers and flourish.
They also run PRIDE Committees and mental well-being programs that ensure people feel safe and supported at work. With more than 147 employee nationalities, Dassault Systèmes proves inclusive cultures are the key to growth.
From a recent social media post: “Tech is evolving, and so are the women leading it. At Dassault Systèmes, we believe that diversity fuels innovation. Women in tech are not just contributors – they are innovators, leaders and changemakers shaping the future. From engineering breakthroughs to driving digital transformation, their impact is undeniable.”
As a professional women’s football club, PSV Women embodies the pursuit of excellence while advancing gender equality. In May 2025, PSV Women announced its new main sponsor: Fe+male Tech Heroes. The consortium includes Cisco, Driessen Groep, Heijmans, High Tech Campus Eindhoven, Mansveld Techniek, Simac, and Tibo-Veen, all under the banner name of Fe+male Tech Heroes.
PSV Women’s partnership with Fe+male Tech Heroes demonstrates all the wonderful ways athletic achievement and advocacy for women’s advancement can work hand in hand.
Read the announcement here.
These partner organizations prove that diversity, equity and inclusion isn’t about checking boxes. It’s about creating a culture where everyone can do their best work. Where different perspectives drive innovation. Where success is measured by the progress we make together. Where women in tech are impossible to ignore.
At Fe+male Tech Heroes, we’re inspired by these partnerships because they show what’s possible when organizations commit to genuine change. They’re going beyond building better workplaces. They’re shaping the inclusive tech ecosystems of tomorrow.