Empowering Women in Software Testing - Line Ebdrup Thomsen

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"It doesn't matter what degree you have." - Line Ebdrup Thomsen

In this episode, I talk with Line Ebdrup Thomsen, quality engineering manager, about why software testing attracts more women than other tech roles – and why that's still not enough. Line shares how she coaches testers to be assertive but kind, especially when they're the only woman or the only tester in a team of developers. We discuss what prevents women from speaking up, how curiosity and communication skills matter more than your degree, and why the next generation of leaders might still need a wake-up call.

Line Ebdrup Thomsen is a driving force in modern quality engineering in Denmark, known for transforming how teams think about testing, leadership, and value delivery. As a Quality Engineering Manager at Accenture, she leads clients and teams through complex digital transformations, ensuring that quality becomes a strategic advantage, never an afterthought.

She plays an active role in shaping the future of the profession through her role as a board member in the Danish Software Testing Board (DSTB), where she helps elevate standards, disseminate knowledge and strengthen the testing community.

Line is also a co‑author of the ISTQB® Agile Test Leadership at Scale syllabus, bringing clarity and guidance to organizations navigating the challenges of scaling agile practices.

With a passion for people, quality culture, and practical excellence, she empowers teams to build better products and stronger collaboration - one iteration at a time.

Highlights:

• Testing backgrounds vary wildly—geology, music, cultural studies—because curiosity and communication matter more than degree.
• Be assertive but kind: firm critique without attacking people makes uncomfortable truths land successfully.
• Talk openly about your work and ambitions so managers know your skills and goals.
• Women in tech must advocate loudly for themselves and quality, especially as solo testers.
• Testing spans technology, people skills, and business domains—diversity that attracts non-traditional candidates.