Estia Health CIO on leading with impact and how women in tech can overcome self-limiting beliefs

Fiona Caldwell, Chief Information Officer at Estia Health, reflects on self-doubt, mentorship, and building confidence to help more women thrive in tech.

Progress toward gender equality is happening. But at what pace?

This year, International Women’s Day challenges us to push harder, move faster, and demand more.

Under the banner of “Accelerate Action,” the focus is on immediate steps that create lasting impact—especially in industries like technology, where representation still lags.

Fiona Caldwell, Chief Information Officer at Estia Health, is no stranger to driving change.

Over the past 25 years, she has led major digital transformation projects, optimised IT user experiences, and strengthened operational efficiency across the government and commercial sectors.

Since joining Estia Health in 2017, she has overseen the evolution of its IT function, moving from a limited support team to a strategic enabler of innovation in aged care.

Her leadership has not only modernised systems but also ensured technology serves the people who rely on it most.

We spoke with Fiona about the importance of self-confidence, mentorship, and making technology careers more accessible for women.

Learning from the good—and the bad

Unlike many in senior leadership, Fiona didn’t start her career with a strong network of mentors.

“I wasn’t part of a formal mentoring program early on, but I learned a lot just by observing—both the leaders I admired and the ones I didn’t.”

Some of her biggest lessons came from difficult experiences, which shaped her approach to leadership.

Now, she is a strong advocate for both formal and informal mentoring, recognising the impact of having someone to talk to.

“So many women experience imposter syndrome, and just having a mentor to share your experiences with can make a huge difference.”

Her advice? If a mentoring program isn’t available within your organisation, seek one out elsewhere. She highlights external initiatives like Mentor Walks, where participants can connect with senior leaders in an informal setting.

“Even something as simple as asking someone you admire for a coffee can open doors,” she says.

Moving beyond diversity targets

For Fiona, creating inclusive workplaces isn’t about ticking boxes—it’s about building well-rounded teams.

She prioritises hiring based on skills and team dynamics rather than focusing solely on diversity quotas.

“I’ve naturally attracted strong female talent to my teams, but I’ve always looked at hiring through the lens of what skills and perspectives we’re missing.”

She also sees team-building and communication as essential to fostering a sense of belonging.

From skip-level meetings that connect employees with senior leadership to innovation days that encourage fresh thinking, Fiona believes small, consistent actions help shape a workplace where people feel valued.

“Understanding different communication styles is just as important as technical skills. The better we understand each other, the stronger the team becomes.”

From hesitation to confidence

Fiona didn’t always plan for a career in tech. Initially drawn to accounting and economics, she reconsidered at the last minute and enrolled in an IT degree, drawn by the possibilities technology offered.

At the time, she was one of only five women in a class of 80—an imbalance she assumed would improve over time.

Yet, decades later, when her son completed his IT degree, she was surprised to find that women were still significantly underrepresented in the field.

What has kept her in tech for over 25 years is its endless variety.

She began as a software developer but quickly realised that technology isn’t just about coding—it spans project management, business analysis, and strategy, offering roles that suit a range of skill sets.

Her message to women considering tech is simple:

“Give it a go. It’s a constantly evolving, exciting career where you can make a real impact.”

Owning your achievements

For much of her career, Fiona believed that hard work alone would earn recognition.

She focused on delivering results, trusting that her contributions would be noticed—and to some extent, they were.

Supportive managers acknowledged her efforts, and opportunities followed.

But as she progressed, she realised that self-advocacy is just as important as performance.

Work doesn’t always speak for itself; people need to see and understand its impact.

She encourages women to step out of their comfort zones—whether by highlighting the success of a project in leadership meetings or framing achievements in terms that resonate with the business.

What needs to change?

If organisations want to accelerate action on gender equity, Fiona believes the focus should be on the next generation.

“We need more women in tech, and that starts early. Schools, universities, and employers all play a role in making IT an attractive career path.”

Despite progress in gender diversity initiatives, she was surprised to see that the number of women in IT degrees today isn’t significantly higher than when she was a student.

For Fiona, accelerating action means creating more entry points for women in tech—and making sure they stay once they get there.

Real progress will come when hiring more women is no longer the goal, but the natural outcome of a sector that values diverse talent, fosters career growth, and retains its best people.

At a CIO Edge panel, Fiona Caldwell discussed strategies for prioritising and leading progressive technology transformations.