In a significant milestone for gender equity in technology, Microsoft has announced Breda O’Callaghan, Managing Director at KPMG Ireland, as the recipient of the 2025 Microsoft Power Women Awards for Ireland. Now in its latest edition, this awards program illuminates the work of twenty exceptional women leaders from across the EMEA (Europe, Middle East, and Africa) Microsoft partner ecosystem, putting a much-needed spotlight on those pushing for innovation, digital transformation, and a more representative tech industry.
At the heart of this year’s accolade for Ireland is Breda O’Callaghan, whose tenure as head of KPMG’s Technology practice reflects more than just technical prowess—it embodies the essence of leadership in a sector often criticized for its diversity gap. O’Callaghan’s remit at KPMG has seen her direct complex transformation programs, guiding teams through deep technological reforms across various industries. Her technical vision and strategic approach, trusted by clients and colleagues alike, have cemented her reputation as a force for business and societal change.
But it is her commitment to gender equity that truly sets her apart. Within KPMG, O’Callaghan is recognized as the founder of the firm’s Women in Technology initiative—a program that has become instrumental in nurturing, supporting, and advancing women throughout their consulting careers. Initiatives under her stewardship reach beyond internal efforts; her sponsorship of the 2024 TechFoundHer Innovation Labs notably provided vital support for 35 female tech entrepreneurs in Ireland, underscoring an intent to change the face of entrepreneurship and encourage more diverse participation in the innovation pipeline.
Winners of the award will also participate in the prestigious Microsoft Women’s Leadership Program at INSEAD Business School, in a cohort led by Professor Jennifer Petriglieri. This program is designed to foster leadership, network-building, and continued personal and professional growth—further evidence of Microsoft’s intent to create not just recognition, but tangible opportunities for ongoing development and influencing change at scale.
Microsoft’s motivation for such programs is strategic as well as ethical. The company understands that diverse teams foster greater innovation and performance. Clare Hillis, Commercial Partner Lead at Microsoft Ireland, commented that the awarded women are “shaping digital transformation and championing inclusion in tech,” specifically highlighting O’Callaghan’s “track record on delivering complex transformation projects…and unwavering passion in supporting women in technology.”
These recognitions create visibility, offering role models for the next generation, and combating stereotype threats that continue to undermine confidence and ambition in young women and girls considering STEM careers. O’Callaghan’s grassroots involvement in STEM recruitment signals a multifaceted approach: celebrating achievements at the leadership level, while also supporting the pipeline for women entering tech at all stages of their journeys.
Her sponsorship of TechFoundHer, an initiative designed to support and accelerate women’s participation in entrepreneurship, carried additional weight in 2024, a year marked by post-pandemic market adjustments and new challenges for start-ups. The support extended by KPMG, under her guidance, provided not just funding but mentorship, networking, and access to expertise—essentials often cited as missing links for female tech founders globally.
As she noted in her acceptance remarks, representation is not merely performative: “This recognition fuels my continued commitment to keep pushing for progress, championing inclusion, and helping build a future where every woman feels empowered…” These words strike at the core of why such awards—and the ecosystems supporting them—matter: they create ripples, turning individual achievement into collective movement.
Even within large enterprises boasting sophisticated diversity strategies, women still face substantial barriers: unconscious bias, pay gaps, and the challenge of balancing career advancement with family responsibilities—a factor made sharper by the pandemic’s long tail. While mentorship and structured sponsorship are powerful tools for disrupting these patterns, critics argue they must be paired with systemic change—transparent promotion pathways, accountability for leaders, and organizational cultures that reward inclusion at every level.
Yet, skeptics voice concerns about the risk of “diversity theater,” where high-profile events mask the lack of day-to-day progress, or where the same leaders are repeatedly celebrated without fostering new growth at grassroots levels. Microsoft signals an awareness of this, framing the awards as not an endpoint, but a “reminder of why that work matters,” as O’Callaghan herself notes.
The linkage with advanced leadership development at institutions like INSEAD is a definite strength, as it moves the recognition into the territory of real-world impact. Similarly, close partnerships with organizations supporting women at every stage—from coding bootcamps and university programs to post-graduate and executive development—suggest a layered, systemic approach that could deliver results if paired with robust follow-through.
The 2025 Microsoft Power Women Awards, especially with a leader like O’Callaghan at the forefront, demonstrate that persistent, visionary leadership can leverage not only internal programs but also industry-wide partnerships for greater impact. The next challenge lies in translating individual stories into collective, measurable progress. That requires two things: transparency in progress reporting (including on setbacks), and a willingness for tech leaders—male and female, established and emerging—to lend political will and capital to the next phase of transformation.
For Ireland, the signal sent by O’Callaghan’s recognition is clear: leadership in technology is richer when it reflects the breadth of the community it serves. For Microsoft, it’s a reminder that the work of inclusion is never truly finished—it must adapt, stretch, and deepen as digital transformation accelerates.
Yet, the narrative is far from complete. Technology organizations must remember that equity, inclusion, and innovation are mutually reinforcing. The sector’s future will be defined not simply by what it produces, but by who shapes that production. Each award, each initiative, is a challenge to the industry: to harness the full spectrum of talent and to recognize that, in the race for innovation, diversity is not just an ethical imperative—it is a strategic one.
For Ireland, the EMEA region, and beyond, the message is consistent and clear: women like Breda O’Callaghan don’t just lead—they redefine what leadership looks like in the digital age. And as the Microsoft Power Women Awards powerfully demonstrate, backing that redefinition with opportunity, recognition, and systemic support is what will propel the next era of technology—and the people who build it—forward.
Source: Microsoft Microsoft Announces Breda O’Callaghan, KPMG as Ireland Winner of the 2025 Microsoft Power Women Awards - Microsoft News Centre Europe
Breda O’Callaghan: A Champion for Gender Equity and Digital Leadership
At the heart of this year’s accolade for Ireland is Breda O’Callaghan, whose tenure as head of KPMG’s Technology practice reflects more than just technical prowess—it embodies the essence of leadership in a sector often criticized for its diversity gap. O’Callaghan’s remit at KPMG has seen her direct complex transformation programs, guiding teams through deep technological reforms across various industries. Her technical vision and strategic approach, trusted by clients and colleagues alike, have cemented her reputation as a force for business and societal change.But it is her commitment to gender equity that truly sets her apart. Within KPMG, O’Callaghan is recognized as the founder of the firm’s Women in Technology initiative—a program that has become instrumental in nurturing, supporting, and advancing women throughout their consulting careers. Initiatives under her stewardship reach beyond internal efforts; her sponsorship of the 2024 TechFoundHer Innovation Labs notably provided vital support for 35 female tech entrepreneurs in Ireland, underscoring an intent to change the face of entrepreneurship and encourage more diverse participation in the innovation pipeline.
Recognition on a Global Platform
The Microsoft Power Women Awards are not simply about acknowledgment—they’re about providing a platform for winners to amplify their impact. Selected from 368 nominations spanning 20 countries and regions, the 2025 laureates each exemplify not just excellence but measurable impact across innovation and inclusion. In accepting the award, O’Callaghan expressed that her passion for both technology and advocacy is the “driving force” in her career, adding that this public recognition “fuels my continued commitment to keep pushing for progress, championing inclusion, and helping build a future where every woman feels empowered to lead, innovate, and thrive in tech.”Winners of the award will also participate in the prestigious Microsoft Women’s Leadership Program at INSEAD Business School, in a cohort led by Professor Jennifer Petriglieri. This program is designed to foster leadership, network-building, and continued personal and professional growth—further evidence of Microsoft’s intent to create not just recognition, but tangible opportunities for ongoing development and influencing change at scale.
The Larger Canvas: Fostering an Inclusive Partner Ecosystem
Microsoft’s Power Women Awards are an extension of the tech giant’s wider goal of an inclusive and diverse partner environment. The issue of underrepresentation of women in technology is a well-documented, global challenge. According to Eurostat and various diversity reports, women make up less than 20% of ICT specialists in the EU, with similar statistics reported in Ireland and other EMEA markets. While the gender gap persists, programmes like Microsoft’s—combined with in-house campaigns spearheaded by leaders like O’Callaghan—play a crucial role in accelerating progress.Microsoft’s motivation for such programs is strategic as well as ethical. The company understands that diverse teams foster greater innovation and performance. Clare Hillis, Commercial Partner Lead at Microsoft Ireland, commented that the awarded women are “shaping digital transformation and championing inclusion in tech,” specifically highlighting O’Callaghan’s “track record on delivering complex transformation projects…and unwavering passion in supporting women in technology.”
These recognitions create visibility, offering role models for the next generation, and combating stereotype threats that continue to undermine confidence and ambition in young women and girls considering STEM careers. O’Callaghan’s grassroots involvement in STEM recruitment signals a multifaceted approach: celebrating achievements at the leadership level, while also supporting the pipeline for women entering tech at all stages of their journeys.
Impact Beyond the Award: Lessons from the KPMG Model
Looking deeper, KPMG Ireland’s technology practice under O’Callaghan serves as a case study for what effective gender diversity efforts can look like in consulting and professional services more broadly. Her leadership has been marked by tangible supports, including mentorship programs, coaching, and clear talent development pathways designed with diversity in mind. Beyond formal structures, her advocacy work has created a culture where inclusion is not an afterthought, but rather an embedded expectation—an ethos that aligns closely with Microsoft’s own D&I ambitions.Her sponsorship of TechFoundHer, an initiative designed to support and accelerate women’s participation in entrepreneurship, carried additional weight in 2024, a year marked by post-pandemic market adjustments and new challenges for start-ups. The support extended by KPMG, under her guidance, provided not just funding but mentorship, networking, and access to expertise—essentials often cited as missing links for female tech founders globally.
The Power of Role Models and Advocacy
Research consistently shows that visibility of female leaders in tech has a profound multiplier effect on the ambitions of others. A 2022 report from Accenture and Girls Who Code, for instance, found that having female role models increases the likelihood that young women will pursue—and stick with—tech careers by up to 20%. O’Callaghan’s dual profile as both technical leader and diversity champion tears down siloed images of women’s advancement as an “either/or” proposition, emphasizing the importance of intersectional leadership.As she noted in her acceptance remarks, representation is not merely performative: “This recognition fuels my continued commitment to keep pushing for progress, championing inclusion, and helping build a future where every woman feels empowered…” These words strike at the core of why such awards—and the ecosystems supporting them—matter: they create ripples, turning individual achievement into collective movement.
Positive Developments—And Persistent Gaps
Microsoft’s Power Women Awards are rightly positioned as a catalyst for positive change, but critical analysis reveals substantial ground yet to be covered throughout the EMEA tech landscape. While Ireland’s tech sector is frequently celebrated for its dynamism and international reach, it is not immune to the gender skew seen globally. Irish government and industry reports show a chronic underrepresentation of women in senior technology roles, and despite progress, much of the sector’s growth in recent years has not translated into broader equity.Even within large enterprises boasting sophisticated diversity strategies, women still face substantial barriers: unconscious bias, pay gaps, and the challenge of balancing career advancement with family responsibilities—a factor made sharper by the pandemic’s long tail. While mentorship and structured sponsorship are powerful tools for disrupting these patterns, critics argue they must be paired with systemic change—transparent promotion pathways, accountability for leaders, and organizational cultures that reward inclusion at every level.
Microsoft’s Evolving Role: Beyond the Award
Microsoft’s own record on gender diversity has seen improvement but remains a work in progress, both internally and among its global partner network. The Power Women Awards, announced each year via platforms such as Microsoft Pulse, are part of a broader “Diversity & Inclusion” (D&I) constellation within Microsoft partnerships, including investment in learning, recruitment, and accountability measures.Yet, skeptics voice concerns about the risk of “diversity theater,” where high-profile events mask the lack of day-to-day progress, or where the same leaders are repeatedly celebrated without fostering new growth at grassroots levels. Microsoft signals an awareness of this, framing the awards as not an endpoint, but a “reminder of why that work matters,” as O’Callaghan herself notes.
The linkage with advanced leadership development at institutions like INSEAD is a definite strength, as it moves the recognition into the territory of real-world impact. Similarly, close partnerships with organizations supporting women at every stage—from coding bootcamps and university programs to post-graduate and executive development—suggest a layered, systemic approach that could deliver results if paired with robust follow-through.
Future Outlook: Sustaining and Scaling Momentum
As the digital sector evolves in the face of AI, cloud transformation, and new paradigms in distributed work, the importance of diversity in both thought and personnel is set to grow even more acute. Organizations that fail to attract and retain a representative workforce risk not just missing out on innovation, but also alienating customers and stakeholders who demand equity and accountability.The 2025 Microsoft Power Women Awards, especially with a leader like O’Callaghan at the forefront, demonstrate that persistent, visionary leadership can leverage not only internal programs but also industry-wide partnerships for greater impact. The next challenge lies in translating individual stories into collective, measurable progress. That requires two things: transparency in progress reporting (including on setbacks), and a willingness for tech leaders—male and female, established and emerging—to lend political will and capital to the next phase of transformation.
For Ireland, the signal sent by O’Callaghan’s recognition is clear: leadership in technology is richer when it reflects the breadth of the community it serves. For Microsoft, it’s a reminder that the work of inclusion is never truly finished—it must adapt, stretch, and deepen as digital transformation accelerates.
Practical Takeaways for Technology Organizations
For enterprise tech firms and their partners looking to replicate the successes celebrated by Microsoft’s program, several actionable insights emerge:- Embed Diversity Goals into Core KPIs: Making D&I a central plank of business strategy, measured and reported with equal weight to traditional KPIs, keeps the agenda moving forward.
- Sponsor, Don’t Just Mentor: While both are crucial, sponsorship (using influence to advocate for women’s advancement) is often more effective in clearing organizational hurdles.
- Invest in Leadership Pathways: Purposeful programs, such as those offered in partnership with business schools, help turn recognition into capacity-building for the next wave of talent.
- Support Pipeline Development: Engage in grassroots recruitment, collaborate with educational institutions, and sponsor entrepreneurship accelerators to create an intake that is as diverse as the marketplace.
- Promote Visible Role Models: Publicly celebrated leaders like O’Callaghan provide inspiration and encourage other women to envision themselves in top roles.
- Pair Recognition with Resources: Awards are more meaningful when accompanied by leadership development, networking, and ongoing support.
Conclusion: Why Representation in Tech Still Matters
In the wake of the 2025 Microsoft Power Women Awards, it’s apparent that recognition schemes—when authentic and paired with real opportunities for growth—can shift industry norms and expectations. Breda O’Callaghan’s trajectory provides a modern blueprint: combining technical acumen, organizational impact, and relentless advocacy for equality.Yet, the narrative is far from complete. Technology organizations must remember that equity, inclusion, and innovation are mutually reinforcing. The sector’s future will be defined not simply by what it produces, but by who shapes that production. Each award, each initiative, is a challenge to the industry: to harness the full spectrum of talent and to recognize that, in the race for innovation, diversity is not just an ethical imperative—it is a strategic one.
For Ireland, the EMEA region, and beyond, the message is consistent and clear: women like Breda O’Callaghan don’t just lead—they redefine what leadership looks like in the digital age. And as the Microsoft Power Women Awards powerfully demonstrate, backing that redefinition with opportunity, recognition, and systemic support is what will propel the next era of technology—and the people who build it—forward.
Source: Microsoft Microsoft Announces Breda O’Callaghan, KPMG as Ireland Winner of the 2025 Microsoft Power Women Awards - Microsoft News Centre Europe
