Virtus Health CTO Tracey Evans on leading healthcare tech through complexity and change

Tracey Evans, CTO at Virtus Health, discusses leading tech in healthcare, the role of sponsorship in career growth, and the gaps that still hold women back in leadership.

Innovation in healthcare depends on technology that enhances patient care, streamlines operations, and strengthens security.

But transformation is never just about the tools—it succeeds or fails based on how well people, processes, and leadership adapt.

The challenge is not only keeping pace with rapid advancements but ensuring they create lasting impact.

Tracey Evans, Chief Technology Officer at Virtus Health, has spent over 20 years leading large-scale technology transformations across SEEK, KPMG, and now the healthcare sector.

With expertise in AI, business agility, and digital strategy, she understands that real progress comes from aligning technology with people, processes, and long-term vision.

As part of ADAPT’s International Women’s Day 2025 celebration, we spoke with Tracey about mentorship, leadership in high-stakes industries, and how businesses can accelerate action on gender equity by moving beyond policies to real cultural change.

The mentors who make a difference

Mentorship has played a critical role in Tracey’s career, but she believes guidance is only part of the equation—real growth comes from having people who actively advocate for your success.

“You need a mentor, but you also need a champion—someone who’s in the room when decisions are being made.”

Throughout her career, she has benefited from both, and now actively mentors others.

She sees sponsorship as the key difference between advice and opportunity, where leaders use their influence to ensure talented individuals are given visibility and a clear path forward.

Organisations serious about gender equity must go beyond mentorship programs and create cultures where sponsorship is embedded in leadership expectations.

Why tech leadership needs more diverse perspectives

Tracey’s career spans technology leadership across recruitment, professional services, and now healthcare, but the challenges of underrepresentation in leadership remain consistent.

“We still don’t see enough women in senior leadership, particularly in technology. And we need to ask why.”

She sees diversity in leadership as more than a fairness issue—it strengthens decision-making and drives better outcomes.

In healthcare, where technology increasingly impacts patient outcomes, data security, and service delivery, ensuring a diverse range of perspectives is critical.

Businesses looking to accelerate action on inclusion must address not just who gets a seat at the table, but who has a voice in shaping the future.

Leading large-scale transformation

Technology transformation is never just about upgrading systems—it’s about changing how organisations think, operate, and innovate.

Having led major digital overhauls across SEEK, KPMG, and now Virtus Health, Tracey understands how to balance transformation with the operational realities of large organisations.

“You can’t just throw technology at a problem and expect it to fix itself. The hardest part of transformation is the people.”

Leaders must navigate resistance to change, cultural shifts, and competing priorities while keeping a long-term vision in mind.

She emphasises the need for clear communication, stakeholder buy-in, and a relentless focus on business impact.

Why visibility matters for women in tech

Tracey acknowledges that many women in technology leadership struggle with visibility—both in how they promote their own work and how they are recognised within their organisations.

“If you want to be seen as a leader, you need to make your work visible. No one will advocate for something they don’t know about.”

Self-promotion plays a role in making sure women’s contributions in tech receive the same recognition as their male counterparts.

She encourages professionals to speak up in meetings, highlight their achievements to leadership, and position themselves as strategic voices within their organisations.

Building inclusive workplaces beyond policies

For businesses looking to create truly inclusive workplaces, Tracey argues that policy alone isn’t enough.

Flexible work, parental leave, and diversity programs help, but culture determines whether these initiatives actually create meaningful change.

“Having the right policies on paper doesn’t mean much if people don’t feel safe and supported enough to use them.”

Leaders need to ensure that workplace flexibility is available to everyone—not just something that quietly holds women back from career progression.

Real change happens when organisations embed inclusion into everyday decision-making, hiring, and leadership development.

Tracey Evans discussed the role of digital champions in driving strategic technology modernisation during an interview at CIO Edge with Gabby Fredkin, ADAPT’s Head of Analytics & Insights.