For International Women’s Day 2025 this Saturday, we collected expert comments on how the tech industry can better support women.
The theme of this International Women’s Day is Accelerate Action. It seems only right then, that we would ask women in the tech and startup world what the industry can do to better support them.
In the UK, only 21% of senior tech role holders are women (Revolent). For those in non-senior positions, 79% of women agreed that there is a gender pay gap in the technology sector with males earning a higher salary (Women in Tech).
This shows that there is still a long way to go for equality in the sector.
This year, we asked industry experts from all over the world to talk about how they think the tech and startups industry can better support women.
Here’s what they had to say:
Our Experts
- Ruth Sparkes, Co-Founder of SaferSpace
- Jules Herd, Founder of Five in a Boat
- Natalie Desty, Director and Founder of STEM Returners
- Nicky Wake, Founder of Chapter 2 Dating, Widowsfire.dating, and Soberlove.app
- Terri McBride, Chief People Officer, Protegrity
- Christy Saia-Owenby, CEO & Founder at MOXY
- Fiona Stevens, Director of Marketing at LoyaltyLion
- Elena Novikova, CEO and Founder at Lumus Inc
- Tate Mikkelsen, CTO and Co-Founder at AnswerRocket
- Amanda Stockwell, Duke University
- Rachel Lin, Co-founder and CEO at SynFutures
- Denise Murray, Head of Public Relations at Microdose Mushrooms
- Louisa Plint, CEO of Auxeris
- Olivia Gaudree, Partner and VP Operations at Fuel Venture Capital
- Isabella Ghassemi-Smith, Head of the Aurora Tech Award
- Aubrey Amatelli, Founder & CEO at PayRio
- Iola Nguyen, CEO & Founder at Meet Key People
- Ayanna Alexander-Laine, Co-Founder & General Partner of Freedom Trail Capital
- Matilda Rydow, COO and Co-Founder at Wilgot.ai
- Claire Nouet, COO and Co-Founder at Pathway
- Victoria Peppiatt, Co-Founder and Co-CEO at Hey Savi
- Denise Natali, VP of Americas at Datadobi
- Dr. Irina Mirkina, Chief Scientist AI at Fugro
- Gabi Matic, Co-Founder & Director at Metta
- Heiura Itae-Tetaa, Founder and CEO at E-Reo
- Gulnaza Khalmanbetova, Founder & CEO of Mama Space
- Efrat Ravid, Chief Marketing Officer at Quantum Metric
- Clara De Rosa, Head of Customer Success UK at Adform
- Selen Ozkan, Head of CPG, UK&I, Uber Advertising
- Lena Arbery, Director of Destinations, Travel and Growth, EMEA at Tripadvisor
- Shanthi Rajan, CEO of Linarc
- Maria Vornovitsky, VP of Marketplace Operations at Dispatch
- Dr. Aleksandra Sulikowska, Sustainability & Technical Solutions Architect at Over C by Risktech
- Olivia McMillan, COO at iplicit
- Laura Wiggins, Investment Director at YFM Equity Partners
- Cassie Gasson, Co-CEO at Thrive
- Shira Hayon, Product Manager at CTERA
- Tasneem Dohadwala, Founding Partner at Excelestar Ventures
- Daniela Herrmann, Co-Founder of Dynex and Mission Leader of Dynex Moonshots
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Ruth Sparkes, Co-Founder of SaferSpace
“I believe the startup and tech industry can better support women by breaking down systemic barriers and championing inclusion.
“Flexible working, like remote working options or adjustable hours help women balance career and family pressures, which often hit them harder. Mentorship schemes can connect women with leaders, opening doors and building confidence in a sector where networks still favour men.
“Ageism, particularly towards women, is a glaring issue in tech. Mature women are too often sidelined, dismissed as less innovative, knowledgeable or adaptable -complete nonsense that ignores their experience, insight and resilience. The industry ought to value women at every stage of life. Funding’s another sticking point, women-led startups scrape by on a fraction of venture capital, and that needs a serious rethink.
“Culture is where the real shift happens. Leaders could stamp out sexism, in fact, all discrimination, and spotlight women’s achievements to smash outdated stereotypes.
“At SaferSpace, we’re passionate about supporting spaces where women thrive, not just survive. Tech has the ability to move beyond empty promises, properly supporting women to lead and innovate, for their benefit and the industry’s future.”
Jules Herd, Founder of Five in a Boat
“To better support women, the startup and tech industry must adopt a more lateral approach to its composition of senior management teams. Historically, these spaces have been male-dominated, with many qualified women overlooked for leadership roles due to traditional perceptions of the “requisite skill set.” This narrow focus on conventional qualifications and career paths often misses the broader capabilities that can drive business growth.
“As technology evolves, particularly with advancements in AI, the industry needs to prioritize broader thinking – focusing on ‘who’ can lead rather than ‘what’ specific skills they bring. This shift would recognize that leadership and innovation often come from diverse experiences and perspectives, not just traditional routes. By valuing diverse leadership styles and backgrounds, the industry can inspire not only the current generation of women within tech but also encourage young women outside of the sector to aspire to tech and start-up careers.
“Embracing this change can lead to more inclusive and dynamic leadership teams that are better equipped to navigate the complexities of today’s technological landscape. It’s about creating environments where diverse talents are recognized as crucial to innovation and where women are seen as indispensable leaders who can guide tech companies into new frontiers of development and success.”
Natalie Desty, Director and Founder of STEM Returners
“The UK needs three million more skilled workers in technology and there is a hidden workforce ready and waiting to help fill the gaps but they are often overlooked. The tech industry needs to open its doors to more women returners. Around 76% of professional women on career breaks want to return to work but face an uphill battle when they try to come back. Outdated recruitment practices and bias against a lack of recent experience mean women with gaps on their CVs are put to the back of the queue.
“The Tech industry must embrace tech returners and support more women to return to the industry if we are going to help fill the skills gap, that is evident across the sector. Organisations can do this by educating their recruiting teams about bias and changing the way they filter candidates, holding returner programmes which specifically target professionals who are finding it hard to return, offering more mentoring and coaching when people first return to work and being open to more flexible working structures.”
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Nicky Wake, Founder of Chapter 2 Dating, Widowsfire.dating and Soberlove.app
“When I first started my company, I had no previous experience in securing funding or managing a tech start-up. I would have really benefitted from access to more female-friendly investors. Too many women still face bias when pitching, so we need more VCs and angel investors who actively champion diverse founders.
“Networks matter, too. We need more targeted networking events where female founders can connect with investors, advisors, and each other in an open, supportive environment. Having more experienced female mentors available who have successfully raised investment would be invaluable in guiding the next generation through the challenges of funding, scaling, and leadership.
“And if I could wave a magic wand? I’d love to see more support to help remove imposter syndrome. Too many brilliant women hesitate to take the leap or doubt their place in the industry. We need a culture that builds confidence, celebrates successes, and makes it clear that women belong at the forefront of tech and innovation.
“While there has been progress, there’s still a long way to go in truly supporting women founders.”
Terri McBride, Chief People Officer at Protegrity
“This International Women’s Day, we are called more than ever to provide a model of positive leadership to our employees. Human capital depends on how much we invest in and expect of people, and offering inclusive opportunities to all employees not only drives value but increases visibility. Women account for less than one-third of the global technology workforce, and even fewer make up executive roles.
“Tech companies are well placed to create equitable high-performing work environments that have interest in the unique voices of all employees, including women. This includes ensuring equitable hiring practices, implementing practical and supportive policies and processes, creating platforms for all employees to share their ideas, and fostering environments where all employees can bring the best of themselves to work. By fostering a culture of excellence, inclusion, and diversity, companies can not only enrich their organizational dynamics but also drive innovation and success within their industry.”
Christy Saia-Owenby, CEO & Founder at MOXY
“Succeeding as a woman in healthcare MedTech takes more than just expertise. It takes confidence, strategy, and an unshakable ability to command the room. When I founded MOXY, a WBENC-certified, 100% women-owned and operated startup, I knew I could deliver real results. MOXY means determination, and that’s exactly what it took to succeed in this space. Walking into meetings filled mostly with men, I had to ensure there was no hesitation in how a MedTech startup should roll out its brand or technology. To be taken seriously, I had to stay ahead of trends, understand the data, and pivot when necessary to ensure success.
“The startup and tech industries can better support women by making sure we aren’t just in the room, but truly part of the decision-making process. In healthcare MedTech and private practice marketing, women drive strategy, engagement, and business growth, yet we are still underrepresented in leadership and funding. Support should go beyond lip service. It means equal access to capital, mentorship from industry leaders, and leadership opportunities that are based on skill, not just diversity initiatives. Respect isn’t handed out; it’s earned through action, results, and persistence. Companies that prioritize expertise over outdated norms will be the ones that truly support women and succeed in the long run.”
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Fiona Stevens, Director of Marketing at LoyaltyLion
“Two things have undoubtedly shaped my experience as a woman in tech: firstly, being the youngest sibling with three older brothers, and secondly, growing up sailing competitively in a sport that was highly male-dominated at the time.
“I’m incredibly fortunate that both these experiences have given me exactly what I needed to become a female leader at a tech startup, LoyaltyLion: the confidence to be unapologetically myself and to believe in my own opinions and experience.
“To better support women, other startups and tech businesses need to ensure we all feel this confidence, and I believe this can be achieved through a combination of coaching, mentoring, and culture.
“Great training and coaching alongside clear promotion pathways will ensure women believe in their skills and, therefore, their ability to deliver what is required for more senior roles. Secondly, mentoring will provide them with female role models who can help them understand how best to deploy and demonstrate the skills they’ve built. Finally, a company culture that removes all bias from hiring, remuneration, and progression will ensure women see no reason they can’t rise to the top from the moment they join the company.”
Elena Novikova, CEO and Founder at Lumus Inc
“People love to say they support women in tech and startups, but support isn’t about words—it’s about action. It’s about making sure women aren’t just present in the industry but are actually given real opportunities to lead, build, and succeed.
“One of the biggest problems? Women get plenty of mentors, but not enough sponsors. A mentor gives advice. A sponsor opens doors. They bring your name up in rooms you’re not in, push you toward leadership roles, and help you get access to funding, decision-making power, and real career growth. More companies need to make this shift.
“Another issue? Workplace culture still assumes the “ideal” worker is always available, always in the office, and never has outside responsibilities. That’s outdated. Women shouldn’t have to choose between their careers and their families. We need remote work that doesn’t hold women back, parental leave that doesn’t kill promotions, and growth based on performance—not politics.
“And if we want real change, we need real investment—in women-led businesses, in leadership training, in making sure women aren’t just included but actually empowered.
“At Lumus Inc., we’re not waiting for others to make these changes—we’re making them happen. The industry should too.”
Tate Mikkelsen, CTO and Co-Founder at AnswerRocket
“Women in IT have made incredible strides over the years, but gender equality (particularly in the male-dominated tech and IT field) can still be an uphill battle. Mentorship and sponsorship play a critical role in advancing women in technology. A mentor can provide guidance, and a sponsor is someone who actively opens doors for you. I was fortunate to have both in my career, and it’s something I now prioritize for others.
“AI is a perfect example of why diversity in tech leadership is so critical. AI has the potential to foster inclusivity, whether through accessibility features or more equitable hiring practices, but it can also reinforce bias if it’s developed without diverse perspectives. Several studies have shown that about 70% of today’s AI workforce is male. If we want AI to work for everyone, women need to be involved in its development and leadership.
“Ultimately, my message to women in IT is this: Own your experience, seek out mentors and sponsors who will support your growth, and don’t be afraid to take on new roles. Own your career!”
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Amanda Stockwell, Duke University
“In my 17 years in tech, nearly every opportunity I’ve had has come from some sort of connection – a warm intro, a past colleague, a recommendation from a client. These acts may seem small, but we need to be more intentional than ever to actively open doors for other women. I don’t just mean that leaders and seniors should be mentors, I mean that we should look for tiny ways to lift each other up; publicly advocate for others’ ideas, nominate peers for awards, recommend women for roles or opportunities, actively give credit where it’s due, amplify good ideas, ask for input, and ensure voices are heard in rooms where decisions are made.
“For established organizations, these acts often go against long-established grain. But for startups, there’s a unique opportunity to build culture and inclusive practices from the ground up. Every founder should create equitable hiring processes, offer flexible work arrangements, establish transparent compensation structures, set explicit goals and accountability metrics to support, and make sure everyone is aligned. We need our allies as much as we need each other.”
Rachel Lin, Co-Founder and CEO at SynFutures
“Early on in my career, when I started in finance and then moved into cryptocurrency and DeFi, I often found myself as one of the few, if not the only, women in rooms where big decisions were made. Instead of seeing this as a limitation, I changed my mindset to see it as an opportunity to challenge the status quo and help shape the industry in its (earlier) stages.
“The emerging tech industry- whether that’s blockchain, AI or decentralized finance (DeFi)- is being built in real time, and because of this, we have a real chance to design it very differently. The question remains- who makes these decisions? If women are not at the table, we risk repeating similar patterns of exclusion which have defined traditional industries such as finance. We cannot just passively participate in these new technologies and ways of working- we need to play an active role to build new systems of work and inclusion.
“How do we do this? This starts with visibility and transparency in leadership. When women lead, we bring different viewpoints on risk, innovation and provide different outlooks on long-term value creation. We have the ability to think beyond short-term hype cycles and focus on sustainable and inclusive growth. But for this to happen at scale, we need investors, founders and policymakers to recognize the advantage of diverse leadership and actively create pathways for women to take on these important decision-making roles. I have always believed that leadership exists way beyond position- it is about impact. As more women step forward as founders, execs and investors in tech, we have real opportunity to define the future. The industry is not going to change on its own, we have to work to shape it and now is the time to claim that space.”
Denise Murray, Head of Public Relations at Microdose Mushrooms
“First, we need more women in leadership. It’s not just about hiring women; it’s about giving them the resources and opportunities to lead. Women bring unique insights and innovative solutions that can help businesses grow. When given the chance to lead, they can change the game.
“Mentorship also plays a key role. Women need mentors who are genuinely invested in their success. It’s not enough to offer advice; women need support that pushes them to take risks and make bold decisions. Strong mentorship helps them navigate challenges and rise to leadership positions.
“Finally, work-life balance is critical. The startup hustle culture can be intense, but it shouldn’t come at the cost of women’s well-being. Companies need to offer more than just flexible hours, mental health resources and real boundaries are essential for long-term success. If we want women to thrive in these industries, we need to build cultures that prioritize their health and happiness.
“This year’s International Women’s Day theme, “Accelerate Action,” highlights the alarming prediction that gender parity won’t be achieved until 2158 at the current rate. Our industry must focus on dismantling systemic barriers and biases facing women, especially in STEM and senior roles. Female representation in STEM drops wherever there is elective choice, indicating potential cultural or educational influences and the need to address gender imbalance from grass roots.
“To drive change, we must listen to women from varied backgrounds. Neglecting their voices risks ineffective solutions. As a small business founder, I’ve hired capable women who left corporate roles due to inflexibility. Diverse, flexible career paths enable women to balance work and family, which is vital for retention.
“Mindful language use is a simple yet powerful tool. Grayson Perry’s ‘The Descent of Man’ reveals how ‘unisex’ terms often default to male-centric versions. I’ve consciously adopted inclusive language. Our words shape young generations’ views on gender roles and it’s crucial to challenge stereotypes. International Women’s Day reminds us to be thoughtful and proactive in creating an environment where everyone can thrive”.
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Louisa Plint, CEO of Auxeris
“As a female founder, I know first-hand how hard it is to secure investment in this industry. Women-led businesses receive a fraction of the funding their male counterparts do, not because they’re less capable, but because the system is still stacked against them. Investors engage in pattern matching, backing what looks familiar rather than what delivers results. But investment isn’t a charity exercise. Studies have shown that women-led startups often outperform male-led ones in terms of ROI.
“Beyond funding, we need to rethink how careers in tech and startups are structured. Women shouldn’t have to choose between building a business or having a family. Success shouldn’t be tied to rigid timelines that ignore career breaks, caregiving, or working on different terms. Flexibility isn’t a perk, it’s a necessity for everyone.
“At Auxeris, we’ve seen how outdated recruitment models hold women back. That’s why we built a global recruitment platform where independent recruiters, many of them women, can grow their businesses without agency restrictions. The same shift needs to happen in tech and investment.
“It’s time for real change, not just more conversations, but action that opens doors for women at every stage of their careers”
Olivia Gaudree, Partner and VP Operations at Fuel Venture Capital
“The startup and tech industry has a real opportunity to better support women by breaking down barriers in access to mentorship, professional networks, and funding—key factors that drive career growth. Companies need to be intentional about hiring, promotion, and retention, ensuring diverse teams exist at every level. Highlighting successful female founders and investors can also provide much-needed inspiration for the next generation.
“A major reason women leave the industry is the lack of strong mentorship and career support. Instead of relying on short-term diversity initiatives, companies should invest in long-term strategies that provide continuous development and leadership opportunities. Creating spaces where women can connect, gain expertise, and advance in their careers is essential for lasting change.
“Visibility also plays a crucial role. Encouraging women to share their insights on platforms like LinkedIn, build their personal brands, and participate in industry discussions helps break down barriers. At the same time, investing in STEM programs for young girls ensures a steady pipeline of future female leaders, shaping a more diverse and inclusive tech ecosystem.”
Isabella Ghassemi-Smith, Head of the Aurora Tech Award
“To better support women in the startup and tech industry, companies must implement practical, results-driven initiatives that drive real change. Research consistently shows that diverse leadership leads to better business performance, yet systemic barriers remain.
“One key step is ensuring hiring and promotion pathways are structured to reduce unconscious bias. Women are often promoted based on past performance, while men are promoted based on potential. Objective frameworks help level the playing field. Sponsorship programs are also critical—men are 46% more likely to have senior leaders championing their careers, giving them an edge in advancement. Ensuring women have similar access to sponsors and high-growth networks is essential for long-term representation.
“Additionally, companies must reinforce parental leave and flexible work policies without penalizing career progression. Nearly half of highly qualified women leave the workforce after having children due to rigid workplace cultures. Supporting work-life balance without setbacks is crucial for retention.
“The ‘can’t see, can’t be’ effect means that if women don’t see leaders like them in tech and entrepreneurship, they’re less likely to pursue those roles. The industry must not just hire women but actively create pathways for them to lead, innovate, and succeed.”
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Aubrey Amatelli, Founder & CEO at PayRio
“As a female founder & CEO in the FinTech industry, I believe the startup and tech sector can better support women through two key approaches:
“Diversity at the top: Companies should prioritize diversity in their executive teams and boards. It shouldn’t take a woman leaving to start her own company to effect change. The transformation begins at the leadership level, which sets the tone for the entire organization.
“Women supporting women: Female leaders in tech have a responsibility to uplift each other. This can be done in many ways:
- Using each other’s services
- Following and engaging on social media
- Attending industry events
- Mentoring and networking
- Staying positive and collaborative
“While exact statistics vary, female founders remain a minority in the tech industry.
As part of this group, we must come together to create a supportive ecosystem, encouraging more women to enter and THRIVE in tech.
“The change we seek isn’t just about increasing numbers; it’s about creating a culture where women feel valued, supported, and empowered. By combining top-down initiatives for diversity with grassroots support among women in tech, we can build a more inclusive and dynamic industry for all.”
Iola Nguyen, CEO & Founder at Meet Key People
“In the first half of 2024, all-female founder teams in the UK received just 1.8% of total equity investment, totaling £145 million. Meanwhile, all-male teams secured £6.92 billion. Even though female-led tech teams generate 35% higher returns on investment, they still receive much less funding (The Times). This shows a clear bias where women are often seen as riskier investments or less capable leaders even when the facts prove otherwise.
“To better support women, the startup and tech industries could put more women in leadership roles, partner with governmental funds to offer them grants, set up more mentorship programs for women, launch more female initiatives, and create networking events that connect high-skilled women leaders with companies looking to hire or women founders with investors. More importantly, they could set aside a portion of their profits to reinvest in women-led businesses and provide steady financial support just as we do at meetkeypeople.com. We reinvest 3% of our main profits into diverse projects that support women and we reinvest 5% of our crowdfunding profits into businesses and creative projects led by women and underrepresented groups.
“Real change comes from ongoing financial support and more opportunities, giving women the right resources to succeed.”
Ayanna Alexander-Laine, Co-Founder & General Partner of Freedom Trail Capital
“When I think about how the startup and tech industry can better support women, especially women of color, I think about access—access to capital, mentorship, and leadership opportunities. Too often, we have the ideas, the drive, and the talent, but the doors don’t open as easily for us. That needs to change.
“First, investors need to be intentional about funding women-led companies. The numbers don’t lie, companies founded by women deliver strong returns, yet we receive a fraction of venture capital funding. If we want real progress, we have to stop treating diversity as a side conversation and start making it a business priority.
“Second, mentorship and leadership opportunities need to be more than just buzzwords. I was fortunate to have incredible mentors throughout my career, as an athlete and in business, and I know firsthand how game-changing it is to have people in your corner who genuinely invest in your success. Companies should be creating spaces where women aren’t just included but are empowered to lead.
“Finally, culture matters. Women shouldn’t have to work twice as hard just to be taken seriously, nor should they feel like they have to choose between career growth and their personal lives. If the tech world is built on solving big problems, then making workplaces truly equitable should be one of them.
“It’s time for real action, not just talk. We don’t need more “initiatives” that check boxes, we need meaningful change.”
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Matilda Rydow, COO and Co-Founder at Wilgot.ai
“Not enough venture capital goes to female founders, but that’s just a symptom of a deeper problem. A recent study shows that only 15% of women-led startups receive seed-stage funding, compared to 85% of those led by men. This may be linked to how media often portrays young men as AI geniuses and visionaries, while women are either overlooked or confined to the ‘women in tech’ category instead of being recognised as leading experts in AI and technology. This bias is also reflected in how VCs build their networks and identify AI talent. To truly drive innovation, we need a bigger shift—both in how the media highlights female leaders in tech and in how investors actively identify and support women leading AI innovation. Progress is happening, but more needs to be done.”
Claire Nouet, COO and Co-Founder at Pathway
“The combination of being a woman and looking young has resulted in unsolicited advice during my career and has led to me trying to look older and being gender-performative in certain settings to ensure that I am being taken as seriously as I should be.”
“Prominent female role models are the most effective way to accelerate gender equality in tech. Women, especially those in the early days of their careers, need to see that other women are accelerating in the field. Representation in the tech and startup media has increased significantly, largely driven by journalists who are making active efforts to showcase the work of women in the ecosystem, but the tech industry can still be seen as a ‘boys club’. I think that one day the phrase ‘female founder’ will be outdated. The day we don’t need to specify the gender of a founder will be the day that we are close to gender equality in tech.”
Victoria Peppiatt, Co-Founder and Co-CEO at Hey Savi
“The technology sector prides itself on innovation and reinvention, yet when it comes to backing female founded businesses, progress today still remains painfully slow. Across the globe, female-led startups receive such a small fraction of investment and funding, not because of a lack of ambition or capability, but the systemic barriers in place. The industry continually favours well-worn networks that too often exclude them and, if the sector is serious about fostering true innovation, it must take action to close this gap and that starts with cold hard capital.
“Investors need to move beyond token diversity efforts and actively seek out female-led businesses. This isn’t a charitable gesture, but a commercial imperative. In fact, if women started and scaled businesses at the same rate as men, we could inject a staggering £250 billion into the UK economy. Dedicated funding initiatives, female-focused angel networks, and more transparency around investment criteria can help level the current playing field.
“But money alone isn’t enough. Access to the right networks, mentors, and industry connections can make or break a founder’s trajectory. Ecosystems such as Female Founders Rise and Boardwave are great examples of communities that are intentional in connecting female entrepreneurs with influential decision-makers.
“It’s also about paying back. The global tech giants have the capacity to put real money, as well as time and support, behind women-led businesses. If the technology industry wants to continue to lead, it’s time to stop talking about the problem and start fixing it.”
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Denise Natali, VP of Americas at Datadobi
“Women are statistically underrepresented in the tech and startup industry, holding only 28% of roles and only 5% of leadership roles in tech. Similarly, the pay gap between men and women averages about $15k; this gap increases as women rise in seniority, with compensation at the leadership level dropping to 78% for each dollar earned. Startups with at least one woman founder receive less funding than male-only founders, and woman-led startups are less likely to receive funding than male-led startups. The difference in compensation, position and funding are significantly more pronounced for women of color.
“As a technology sales leader, former military officer, and professional cartoonist (all traditionally male-centric ecosystems), I’ve experienced inequality based solely on gender. Research demonstrates significant, tangible benefits from diversity in the workplace, namely improved financial performance, increased innovation, and better decision-making. So, what can we all do to better support women in our industry?
“To drive meaningful change, we (men and women) must prioritize allyship in our daily interactions. This means first understanding where we have inherent bias and purposely leaning in to counterbalance that bias through advocacy, creating equitable policies around compensation, providing meaningful mentorships, and amplifying voices in the boardroom and on the floor. We should be celebrating and enhancing each person’s contributions so that we holistically can enjoy higher levels of success for everyone in the organization.
“As leaders and colleagues, we live in a complex world , and sometimes, it takes courage and vision to acknowledge where we could improve. Inclusion, respect, and allyship are three specific ways that startups and the tech industry can concretely support women and truly create a win-win situation for everyone.”
Dr. Irina Mirkina, Chief Scientist AI at Fugro
“International Women’s Day is a fantastic chance to celebrate how far women have come, and to remind ourselves of the journey still ahead. While we’ve made progress, there’s still a real gap in representation, especially in tech. It’s up to all of us – employers, educators, and those of us already working in the field – to keep chipping away at the barriers that prevent women from accessing these exciting careers.
“This is especially crucial in AI. The technology we create reflects the perspectives of the people building it. If we want AI to truly benefit everyone, we need diverse voices at the table. Otherwise, we risk creating systems that only serve a narrow segment of society, potentially with unintended negative consequences.
“Personally, I’ve been asked more than once if I “belong” on a tech panel simply because I’m a woman. Experiences like that just fuel my determination to make my voice heard. When I’m on stage, I think carefully about how I can inspire other women, not just through what I say, but also how I present myself. I want women in the audience to see someone they can relate to.
“Ever since I was young, I knew I wanted to pursue a career in tech. I had been surrounded by a family successful in the engineering industry, and growing up I was never given the impression that being a woman would have any hindrance on any career path I wanted to explore. I’ve chosen where I’ve worked because the mission of these organisations has aligned with my values, actively working to make positive changes.
“Fugro is exactly one of those companies, with our mission to create a safe and liveable world and actively looking at using AI to help do this for clients. I’m fortunate to be surrounded by many great teams led by knowledgeable and forward-thinking women, who help mentor and make space for each other to ensure all our voices are heard.
“We’ve still got a long way to go to achieve true gender equality, and we all have a part to play. One small thing we can all do? Make a point of complimenting three different women every day and telling them how brilliant they are. Let’s lift each other up and create a supportive environment where everyone can thrive!”
Gabi Matic, Co-Founder & Director at Metta
“On this International Women’s Day, we must move beyond celebration to urgent action. As a woman in tech, I’ve witnessed firsthand how systemic inequalities continue to block female founders from accessing capital and leadership opportunities. Despite research showing that women-led startups are more capital-efficient – generating 78 cents in revenue per dollar of funding compared to 31 cents for male-led startups – they continue to receive disproportionately less investment.
“At the same time, AI and emerging technologies are reshaping our world, bringing both opportunities and risks. Bias in algorithms and discriminatory data can reinforce societal inequities, making it crucial to have diverse voices – especially women – involved in shaping these systems. Inclusive AI isn’t just a moral imperative; it’s essential for building technology that truly serves everyone.
“With growing economic pressures, we simply cannot afford to let diversity become an afterthought. True innovation, the kind needed to tackle humanity’s greatest challenges, requires us to be serious about inclusion. It’s long overdue for the tech industry to turn promises into tangible funding, policy changes, and meaningful support for underrepresented founders.”
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Heiura Itae-Tetaa, Founder and CEO at E-Reo
“Supporting women in tech is not just about fairness—it’s a key driver of global innovation. We need to highlight inspiring female role models, because you cannot be what you cannot see. Women leaders should be recognized not only in diversity discussions but as experts in their fields.
“Another critical issue is funding: women-led companies must receive investments at the same rate as their male-led counterparts. Equal access to networks, mentorship, and opportunities is essential for women to fully contribute to technological innovation.
“Social capital is also just as important as financial capital. Influential circles in the startup world still remain predominantly male, and we must break this exclusivity, ensuring that women gain access to boardrooms, decision-making spaces, and major tech conferences.”
Gulnaza Khalmanbetova, Founder & CEO of Mama Space
“Gender stereotypes still impact the tech industry—women are less often seen as leaders, receive less funding for their startups, and have their expertise questioned. This isn’t just an issue of fairness; it’s a real barrier to innovation.
“The tech world cannot be truly progressive if half of its talent faces invisible obstacles. We need more than just “giving women a chance”—we must systematically change the rules of the game, from ensuring transparency in investment fund selection to breaking the myth that technology is a male domain. Diversity is not a trend; it is the driving force of progress”
Efrat Ravid, Chief Marketing Officer at Quantum Metric
“To drive impactful industry change for women in tech, more focus must be placed on leveraging women’s natural strengths, such as strong communication, empathy and collaboration. These skills are recognised as essential in leadership and negotiation, yet their importance is often downplayed or even ignored in education. By emphasising the value of these skills in schools and universities, we can empower women to enter the workforce with greater confidence. This will boost their ability to navigate high-stakes environments and discussions to push for leadership opportunities, compensation and career growth.
“Beyond education, the tech industry must take action by creating initiatives that help women strengthen their negotiation skills. This includes hands-on training in salary and promotion discussions, mentorship from experienced women in tech, and encouragement to practice assertive communication. Providing these resources will help bridge pay gaps, open pathways to leadership, and create lasting industry change.
“The startup and tech sectors thrive on innovation and disruption – it’s time we apply that same mindset to gender equity. Bridging the pay gap and increasing female leadership in tech won’t happen without intentional, systemic change. By actively investing in women, we’re not just supporting them, we’re strengthening and contributing to long-term industry transformation.”
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Clara De Rosa, Head of Customer Success UK at Adform
“This International Women’s Day, we unite for gender equality—celebrating progress while recognising the work still to be done and embracing the qualities each gender brings to the table.
“As a woman in leadership, I’ve seen both women and men juggle career and personal responsibilities, often facing challenges that slow their professional growth. True equality isn’t just about opportunity—it’s about workplaces recognising the challenges and providing the right support such as equal pay policies, paid parental leave, return to work plans, and fostering a culture of inclusivity.
“I believe that no matter the gender, a business will thrive with greater representation as women and men bring their own qualities. To drive real change, we must break down the current barriers by fostering mentorship and allyship, where collective understanding and change will bring more equality into leadership roles.
“Ultimately, greater representation benefits everyone. When workplaces empower diverse leaders, businesses become stronger, innovation thrives, and success is driven by talent—not gender.”
Selen Ozkan, Head of CPG, UK&I, Uber Advertising
“This year’s theme, Accelerate Action, is a powerful call to move beyond conversation and into meaningful, decisive steps towards gender equality and diverse inclusion, regardless of gender, religion, ethnicity, sexuality, or neurodiversity. It resonates deeply with me as a woman, an immigrant, and a leader in the advertising and tech industries.
“At Uber, we believe that “Great minds don’t think alike”. Diversity isn’t just a nice-to-have; it’s a business imperative. Diverse leadership brings a wealth of perspectives, experiences, and ways of thinking, which results in better decision-making, stronger teams, and ultimately, improved outcomes.
“Yet, the reality is that women, especially those from underrepresented groups, are still missing from leadership tables. The Pipeline reports that female representation on executive committees fell to 32% in 2024 from 33% in 2023, while McKinsey’s 2023 report shows that organisations with higher ethnic representation at senior levels are 39% more likely to outperform their competitors. The numbers speak for themselves.
“To truly make progress, we must break down the barriers that prevent diverse talent from thriving—whether that’s women, immigrants, neurodivergent individuals, or people from different cultures. This means creating access to mentorship, sponsorship, and leadership opportunities while embedding diversity into hiring, promotions, and decision-making processes.
“Achieving lasting change requires a collective commitment to fostering equity, inclusion, and belonging across all industries and cultures—an effort that must be pursued with urgency and intention.”
Lena Arbery, Director of Destinations, Travel and Growth, EMEA at Tripadvisor
“International Women’s Day carries deeper resonance this year. In the current climate, this day has never held greater significance.
“As a working mother raising teenage twins, I embrace the profound responsibility of being a role model, not only to my children but also to the next generation of women stepping into the advertising and media industries. Success isn’t about striving to “have it all”; it’s about embracing who we truly are—authentically, boldly, and unapologetically.
“We are the sum of every facet within us; that unique combination is our greatest strength, our superpower. Now more than ever, we must harness it and let it shine.”
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Shanthi Rajan, CEO of Linarc
“The tech industry, once a symbol of progress, is now failing the very innovation it champions by shutting out women. According to Accenture, the percentage of women in tech roles has declined over the past 35 years. Even more staggering, women-led startups secured a mere 2.3% of venture capital funding in 2022, as reported by Silicon Valley Bank. And yet, women persist. A U.S.-based venture capital firm found that its portfolio companies with female founders outperformed investments with all-male founding teams by 63%. That’s not just a statistic—it’s proof of untapped potential.
“This is not just a missed opportunity—it’s a systemic failure that stifles innovation and economic potential for billions. The World Bank reports that women-owned firms in the U.S. are growing at twice the rate of others, contributing nearly $3 trillion to the economy. Showing that despite limited access, funding, and support women in tech are thriving. By claiming space and roles of leadership, persisting with confidence and passion, and pushing boundaries. Boundaries that women collectively must break through mentoring and supporting other women in STEM.
“We need to move beyond performative diversity initiatives. Companies must diversify leadership pipelines, rethink promotion criteria, and hold themselves accountable for hiring, funding, and retaining women in tech. Companies, current tech leaders and investors must foster environments where women in STEM and entrepreneurship aren’t just included—but empowered, funded, supported and positioned for success. It’s time to shift from acknowledging the problem to demanding measurable action. The future of technology depends on it.”
Maria Vornovitsky, VP of Marketplace Operations at Dispatch
“The tech and startup industry must do better in supporting women. Too often, outdated mindsets still linger. I had a manager resent me for taking two weeks off at Christmas after maternity leave—despite our “unlimited PTO” policy. Another executive bluntly told me that a career in sales would be tough if I wanted a family.
“I’ve also seen the opposite. When I told another boss I’d be going on maternity leave during a critical time, he didn’t just accommodate it—he celebrated it. He built a solid backup plan, sent flowers, and encouraged me to take extra time. He built so much loyalty with his actions—not just from me, but across the entire team.
“Small moments of support can make a big impact. I once had a high-stakes video meeting with the CEO of a key partner, and my one-year-old had to be in the meeting.
Instead of frustration, the CEO was gracious, engaging with my child and making it clear that family and work can coexist.
“True leadership fosters inclusion, not just tolerance. When companies normalize flexibility, celebrate life milestones, and support their teams, it doesn’t just benefit women—it creates a stronger work culture for everyone.”
Dr Aleksandra Sulikowska, Sustainability & Technical Solutions Architect at Over C by Risktech
“The best way for the startup and tech industries to support women is simple: treat everyone equally, regardless of gender. Women in tech don’t need or want special treatment – what they need is to be taken seriously, judged on their skills, and given the same opportunities as men.
“A truly inclusive workplace ensures that all employees, regardless of gender, can voice opinions, show emotions, and make decisions based on their roles. Professionalism should be the standard for everyone, this means avoiding patronising language like ‘calm down’ or ‘don’t be so emotional’, not referring to women inappropriately in a professional environment, such as ‘darling’, ‘sweetheart’, ‘honey’ – as it is completely unacceptable. Outdated habits can also separate genders, such as insisting a woman walk through a door first.
“Additionally, gender specific absence such as maternity leave, should never be viewed as a ‘perk’ or ‘extra support’ – to be able to give birth and recover is a basic human right. Companies should focus on fair policies that apply to everyone, ensuring allowances are based on individual needs rather than assumptions tied to gender.
“By eliminating unnecessary distinctions and focusing on professional equality, startups and tech companies can create a truly supportive and inclusive environment where all employees can thrive.”
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Olivia McMillan, COO at iplicit
“The tech industry thrives on innovation, yet when it comes to hiring, many companies still rely on outdated approaches — focusing too heavily on rigid experience requirements rather than recognising potential. This disproportionately impacts women, who are often overlooked for roles simply because their career paths don’t follow a traditional trajectory.”
“The reality is that skills are transferable, and the best hiring decisions prioritise capability, mindset, and adaptability over a perfect CV match. Implementing structured, unbiased hiring frameworks ensures that talented women aren’t excluded simply because they don’t tick every box. At iplicit, we hire for potential as much as experience — something that initially drew me to the company. Now, as part of a remote-first, flexible team, I see every day how this approach fosters a stronger, more inclusive workforce.”
“I know firsthand how critical this mindset is. Earlier in my career, I transitioned from product management into a management role in operations — two very different fields on paper. But my skills were transferable, and I was fortunate to have a leader who recognised my potential and gave me the opportunity. Without that, I may never have stepped into leadership as early as I did. Stories like mine aren’t unique, but they’re far less common than they should be. Too many women in tech are held back because companies prioritise traditional experience over raw ability.”
Laura Wiggins, Investment Director at YFM Equity Partners
“Support for women needs to be focused on those forging their careers in tech as well as those looking to make the leap into entrepreneurship:
“Far more consistent effort needs to be made to make the workplace culture accessible to ambitious women who want to forge a career in tech. This includes better provision of family-friendly and gender-equal benefits and incentives, a clearer commitment to diversity and inclusion policies and laying the path for more women to get into senior positions.
“And to drive real change for female entrepreneurs, we need to prioritise access: access to funding, networks and decision-making opportunities. Too often, women in startups face barriers in securing investment, not due to a lack of talent or ambition, but because traditional systems haven’t evolved to be truly inclusive. Government and industry must work together to actively champion female-led businesses, increase representation in investment firms and foster a culture where women’s businesses are backed with the same confidence and capital as their male counterparts. When we invest in female founders, we invest in stronger businesses and a more balanced economy.”
Cassie Gasson, Co-CEO at Thrive
“The startup and tech industry can better support women by integrating AI in recruitment and fostering structured mentorship programmes. AI can effectively anonymise gender in hiring processes, focus on skills, and minimise bias. Additionally, it can identify gaps in promotions for women, allowing for precise adjustments.
“Investing in women is more than meeting diversity quotas; it’s a strategic business decision. Evidence suggests that companies with diverse leadership are more financially robust. At Thrive, we’ve seen this firsthand, with women holding 50% of senior leadership roles. This diversity brings different perspectives that challenge conventional thinking and drive more innovative solutions. Men and women have varying views, so having a diverse leadership team is vital to tackle an array of challenges and obstacles.
“Mentorship and sponsorship programmes are also essential, as they markedly enhance women’s career progression and produce opportunities to boost promotion and retention rates for women and minorities in tech.
“Tech startups should adopt AI tools to eradicate biases in hiring and pair this technology with robust mentorship schemes. It’s crucial for leaders to actively engage with and respond to women’s ideas and concerns.”
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Shira Hayon, Product Manager at CTERA
“The way job descriptions are written can influence who applies, and biases in language may unintentionally discourage women from applying. The words used in job ads play a significant role in shaping the gender makeup of applicants.
“A major issue is the lack of representation. When job ads don’t feature women in leadership roles or showcase female employees, it can make women feel like they don’t belong. Including women in leadership and highlighting a diverse team can help women envision themselves in these roles and make the workplace feel more welcoming.
“Job descriptions also often list qualifications that discourage women from applying. Women tend to apply only if they meet nearly all the listed requirements, while men are more likely to apply even if they meet just some. Companies should focus on listing only the essential skills needed for the role, avoiding long lists of “nice-to-haves” that may reduce the number of applicants.
“The language used in job descriptions matters too. Phrases like “rockstar” or “ninja coder” may sound too competitive and aggressive for women. Using words that emphasize teamwork and collaboration can make the role feel more inclusive and approachable.
“Work-life balance is also an important consideration. Job ads that say “work hard, play hard” might give the impression that the company doesn’t value flexibility, which may turn away women looking for a healthy work-life balance. Highlighting this balance in job descriptions signals a more supportive work culture.
“Research shows that gender-neutral language leads to better recruitment results. In predominantly male job functions, ads with gender-neutral language get 145% more applications. Meanwhile, female-coded language may attract more applicants, but at a higher cost.
“By using inclusive language, showcasing diversity, and focusing on work-life balance, companies can attract more diverse candidates and build stronger teams.”
Tasneem Dohadwala, Founding Partner at Excelestar Ventures
“The startup and tech industries have made progress in supporting women, but there is still work to be done to create a truly inclusive ecosystem. One of the biggest challenges remains the funding gap, women-founded companies receive significantly less venture capital, often due to longstanding investment patterns. Today, 9 out of 10 top VC decision-makers are men, which can unintentionally lead to investing in founders who mirror their own backgrounds. To foster real change, firms can take proactive steps, such as ensuring diverse representation in investment decisions and committing a portion of funds to women-led ventures.
“Another key factor is how female founders are evaluated during fundraising. They are often asked more risk-related questions, while their male counterparts receive ones focused on growth. Standardizing the diligence process can help level the playing field and guarantee all promising companies are assessed on their potential rather than perceived risks.
“Beyond funding, access to strong networks and mentorship is crucial. Expanding these opportunities for women will drive long-term impact. By working together – investors, founders, and industry leaders – we can build a more balanced, dynamic startup environment where great ideas thrive, regardless of who is behind them.”
Daniela Herrmann, Co-Founder of Dynex and Mission Leader of Dynex Moonshots
“Innovation flourishes when we embrace diversity of thought, experience, and perspective. To truly support women in the startup and tech industries, we must prioritize accessibility, ensuring that opportunities and advanced technologies are available to all.
“At Dynex, we make our award-winning Quantum-as-a-Service (QaaS) technology affordable, scalable and accessible to everyone, enabling anyone, anywhere across industries to solve real-world problems at scale.
“Beyond providing access, the industry must invest in mentorship and educational programs that amplify women’s leadership abilities through networking in addition to prioritizing skills development. By cultivating inclusive ecosystems that emphasize knowledge sharing and encourage cross-sector collaboration, we can create lasting pathways for women to lead in tech, not just participate. Innovation is at its best when everyone has a seat at the table, and the tech industry’s future depends on how well we champion inclusivity today.”
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