This is your Women in Business podcast.

Welcome back to Women in Business. Today, we’re diving into what it really means to be a woman navigating the tech industry in 2025—a world where opportunity and challenge coexist like never before.

Let’s start with the numbers. Even though women make up nearly half of the U.S. workforce, only about 27% to 35% of tech jobs are held by women, according to recent reports by the National Science Foundation and organizations like WomenTech Network. Now, while that’s a marked improvement from just 9% in the early 2000s, the gender gap, especially in leadership and core technical roles, remains stark. At tech giants like Microsoft and Google, women account for less than a third of the staff, and an even smaller fraction hold executive positions. This disparity isn’t just a diversity statistic—it’s a missed opportunity for the industry, with organizations like McKinsey & Company pointing out that more gender-diverse teams drive innovation and business success.

Why does this gap persist in 2025? First, there’s the stubborn issue of access. STEM education still sees women underrepresented, particularly in fields like computer science, where only about 21% of Bachelor’s degrees go to women. This sets the stage for fewer women entering high-demand tech roles and even fewer in specialties like AI, data science, and cybersecurity.

Second, once inside the industry, women face barriers that include gender bias, pay inequity, and a lack of mentorship. According to the WomenTech Network's recent Barriers to Leadership report, 72% of women reported experiencing gender bias affecting their promotion opportunities, and 58% said they lacked equal access to networking. These aren’t abstract problems—these are realities that shape careers every single day.

But here’s where we pivot to progress—and possibility. Support for diversity and inclusion is growing. DEI initiatives, proactive mentorship programs, and pay equity audits are helping more women advance. Also, the expansion of remote work since the pandemic has given many women renewed flexibility, allowing for better work-life balance, even if burnout is still a risk.

Let’s talk geography. The opportunities for women in tech also depend greatly on location. Cities like San Jose remain leaders in competitive salaries, but Columbia, South Carolina, and Little Rock, Arkansas, are emerging as top places for women to launch or grow their tech careers, based on data from CoworkingCafe's Women in Tech series. These cities showcase faster wage growth and higher female representation, signaling a shift beyond traditional tech hubs.

What about retention? Here’s the reality check: half of all women who enter tech will leave by age 35. That’s a wake-up call. Retaining women in tech means addressing everyday experiences—ensuring transparency in promotions, fostering real mentorship, and celebrating women’s technical achievements rather than sidelining them.

As we discuss these issues, here are five key points for today’s conversation. First, understanding the persistent gaps in representation and leadership. Second, the crucial role of education and early mentorship. Third, the changing landscape of geographic opportunity. Fourth, the impact of workplace culture, pay equity, and flexible work options. And fifth, real strategies companies and allies can use to retain and elevate women in tech.

Listeners, if you’ve faced these hurdles or are shaping your path in tech, know this: Every statistic represents someone’s story—but your journey is uniquely yours and can help pave the way for others.

Thanks for tuning in to Women in Business. Be sure to subscribe so you don’t miss our next conversation on rising women leaders in emerging technologies. This has been a quiet please production, for more check out quiet please dot ai.

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This is your Women in Business podcast.

Welcome back to Women in Business. I’m excited to dive right into the heart of our topic today: women navigating the current economic landscape in the tech industry. This is a sector where bold ideas change the world daily, but where gender gaps remain stubbornly persistent. Right now, women make up about 35% of the tech workforce in the United States, a notable increase from just 9% in the early 2000s. Still, when you look closely at tech giants like Google and Microsoft, you’ll find that women hold just around a third of all positions—and their representation drops even further in leadership roles, hovering near 28% at Microsoft and 31% at Apple.

Let’s get right into our first discussion point: representation. Despite women making up nearly half of the overall workforce, only about one in four people in core tech fields—think software development, artificial intelligence, and engineering—are women. Even fewer women occupy C-suite roles or serve as chief technology officers. At last count, just 17% of tech companies have a woman CEO, and for CTO positions, it’s a sobering 8%. This matters, not just for equity, but because diversity sparks better business outcomes and fuels innovation.

Our second point brings us to education and the pipeline problem. Although more women are enrolling in STEM fields, and the number of women with computer science degrees has risen slightly, they still account for only about 21% of computer and information science graduates. These disparities start early and ripple through to the workforce, where women remain underrepresented, especially in high-growth areas such as cybersecurity, network architecture, and advanced AI.

Third, we have to talk barriers. According to recent reports from WomenTech Network, up to 72% of women in tech say they’ve faced gender bias that affected their chances for promotion or leadership. Over half have experienced discrimination or harassment that hindered their careers. Limited access to critical networking opportunities worsens the challenge—58% of women report unequal networking access compared to men. The impact? Fewer women in leadership, more self-doubt, and a tech landscape that misses out on transformative talent.

Moving into our fourth point: the impact of economic shifts and remote work. The move to remote work brought flexibility—and for many women, that’s been a game-changer. But it’s a double-edged sword: with flexibility has come burnout, and the post-pandemic landscape saw a brief dip in women’s participation in tech. As venture funding becomes harder to secure, especially for female founders, the struggle intensifies. According to the latest data, women receive only a sliver of global venture capital, despite studies showing that diverse leadership teams deliver stronger returns.

Finally, let’s explore how women in tech are leveraging new technologies like generative AI. Forty percent of women in tech now use generative AI in their work, and nearly three-quarters believe it’s improved their productivity. There’s real momentum behind DEI—diversity, equity, and inclusion—initiatives, and rising STEM graduation rates among women point to slow but positive change.

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This is your Women in Business podcast.

Welcome to Women in Business. Today, we’re diving straight into the heart of what it means to be a woman navigating the volatile landscape of today’s tech industry. If you’re feeling the rise and grind of shifting markets, industry layoffs, or the ongoing fight for equal ground in Silicon Valley or beyond, you’re not alone. The numbers catch our attention right away: according to CompTIA, just under two-fifths—about 37%—of tech roles are held by women in the United States. While companies like Amazon boast 45% female staff, Apple, Google, and Microsoft still hover around a third. Even more telling, leadership and technical roles see smaller slices of female representation, with only about 17% of tech CEOs being women and less than a quarter of core technical roles filled by women at top firms like Facebook or Microsoft.

But these figures aren’t just statistics—they represent countless stories of tenacity, creativity, and unyielding resilience. The challenges are real, and today we’re zeroing in on five critical discussion points for women making their way through tech’s ever-evolving terrain.

First, the gender gap in leadership remains stubbornly wide. Reports from the WomenTech Network show that 72% of women have faced gender bias directly impacting their leadership or promotion opportunities. This bias can be subtle—think being left out of crucial conversations—or overt, like getting passed over for roles despite equal or better qualifications. High-profile leaders like Reshma Saujani, founder of Girls Who Code, remind us daily that breaking these ceilings takes more than just hard work—it takes collective advocacy and systemic change.

Second, networking and mentorship—or often, the lack thereof—still make or break career progression. Over half of women in tech report limited access to influential networks compared to their male peers. Yet, communities like AnitaB.org and the grassroots power of events like the Grace Hopper Celebration are changing the landscape, providing the connections and sponsors women need to propel their careers. One piece of advice echoed by the WomenTech Network: surround yourself with women who will mention your name in rooms full of opportunities.

Next is the unequal distribution of layoffs, particularly during volatile economic cycles. Recent layoffs in tech have disproportionately affected women, even as companies move toward more remote-friendly policies. While remote work offers flexibility, it can also mean greater isolation and reduced visibility for women aiming for advancement. The pandemic spotlighted both the promise and pitfalls of these shifts: women reported increased burnout and challenges balancing work and family, highlighting the ongoing struggle for work-life balance.

Fourth, the pipeline problem persists—STEM education doesn’t yet deliver enough women ready for core tech careers. According to the National Science Foundation, just above 21% of those earning computer science degrees are women. This isn’t just an education issue, but a call to reimagine early pathways and ensure that girls and young women are inspired and supported from day one.

Finally, the surge of Diversity, Equity, and Inclusion initiatives is nudging the door open, but concerns remain over their effectiveness. Many women question whether these programs bring lasting change or simply tick boxes. The real measure is whether those DEI statements translate into transparent promotions, equitable pay, and visible representation at the top.

So, as we navigate this evolving landscape together, remember you’re part of a generation pushing boundaries and building future legacies. Thank you for tuning in to Women in Business. Make sure to subscribe so you never miss a conversation that matters. This has been a quiet please production, for more check out quiet please dot ai.

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This is your Women in Business podcast.

Welcome to Women in Business. Today we’re diving straight into how women are navigating the current economic landscape in tech—where resilience meets opportunity.

Let’s start with where we stand. According to the WomenTech Network’s 2025 overview, women make up roughly 35% of the tech workforce, and at Big Tech employers like Amazon, Google, Apple, Meta, and Microsoft, women are still the minority overall and even less represented in leadership roles. WomenTech Network reports leadership figures hovering around the high 20s to low 30s depending on the company, which underscores how thin the pipeline is at the top. StrongDM’s 2025 data echoes this picture: only about 27.6% of the tech workforce identifies as female, and just 17% of tech companies have a woman CEO, with 8% of CTO roles held by women. For those building careers right now, this means progress is real but uneven—especially in technical and executive tracks.

The economy has been choppy, and layoffs have reshaped teams. StrongDM notes recent tech layoffs disproportionately impacted women, reversing some pandemic-era gains. Yet, remote and hybrid work—now a fixture—remains a powerful lever for retention and access, particularly for women balancing caregiving. The opportunity is to turn flexibility into sponsorship: use virtual visibility to lead critical projects, get your metrics into executive dashboards, and anchor your impact to revenue, reliability, or risk reduction so your work survives budget cycles.

Let’s talk advancement. WomenTech Network’s Barriers to Leadership Report 2025 found 72% of women experienced gender bias affecting promotions, and 70% believe promotion processes lack transparency. That matters because, as WomenTech Network also highlights, for every 100 men promoted to manager, only 87 women—and 82 women of color—advance, starving the senior pipeline later. The fix is both personal and organizational: ask for the rubric, request written leveling criteria, and align your achievements to those exact bars. At the team level, advocate for slate requirements and blinded review of impact narratives to reduce bias creep.

Here’s the bright spot: skills pockets where women are gaining ground. AIPRM’s 2025 readout of CompTIA data shows women now hold about 46% of data scientist roles and 39% of systems analyst and engineer roles in the U.S., even as women remain around 21% of software developers and 20% in cybersecurity. Translation: analytics, ML ops-adjacent workflows, and platform roles are strong entry and pivot points. If you’re plotting a move, look at data governance, AI model evaluation and safety, security risk analytics, and FinTech compliance tech—areas where regulatory momentum is fueling demand.

Founders, you’re in this story too. Capital is tighter, but resilience is rising. StrongDM notes venture headwinds, yet women-led companies are still underrepresented at the cap table. Counter this by building investor pipelines early, tracking leading indicators like customer retention and gross margin to shorten diligence, and leveraging ecosystems like WomenTech Network, Women Impact Tech, and regional angel groups. If you’re technical talent considering the leap, this may be the cycle to co-found in B2B infrastructure, cybersecurity, or data tooling, where sales cycles are long but sticky and budgets tie to risk and compliance.

To close, here are five discussion points to take into your own circles. First, navigating layoffs and growth: how women can convert hybrid work into visible, promotable impact. Second, breaking the manager bottleneck: making promotion criteria transparent and measurable. Third, skill clusters with momentum: data science, systems analysis, AI safety, and compliance tech as high-opportunity lanes. Fourth, leadership credibility in a down cycle: anchoring influence to revenue, reliability, and risk. Fifth, founder financing in 2025: practical tactics to raise in a tight market and the role of women-centered investor networks.

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This is your Women in Business podcast.

Welcome back to Women in Business. Today, we’re diving into one of the most urgent conversations of our time—how women are charting their path through today’s fast-evolving tech economy. I want to get straight to the heart of the matter, because while the pace of technology is relentless, so is the drive of women determined to shape its future.

Let’s start by looking at the landscape. According to the Women in Tech Network, as of this year, women represent about 35 percent of employees in STEM roles in the United States. That’s up from previous years, but when you look closer—especially at core tech positions like software development, cybersecurity, and AI—the numbers slip dramatically. In many technical roles, women account for just one in five positions. Leadership numbers are even starker—with women comprising only around 24 percent of tech leadership and a mere 17 percent of tech CEOs.

What’s getting in the way? WomenTech Network’s latest Barriers to Leadership report found that over 70 percent of women experienced gender bias affecting their opportunities for promotion. More than half have limited access to critical mentorship, and many describe the pathways to advancement as anything but transparent. These aren’t just statistics—they’re stories echoed by women from Silicon Valley to London’s fintech corridors.

Yet, opportunity pulses beneath these challenges. This generation’s rise in remote work, for example, has granted flexibility—and for many women, a way to juggle both career and family. But there’s a flip side: the same report highlights that women, especially mothers, are struggling with burnout and work-life balance, feeling these policies actually dampen leadership prospects. The new economic reality means companies are more cost-conscious, and venture capital is harder to secure, adding further hurdles. And remote hiring now goes global—cutting both ways: it gives women access to jobs no matter where they live but also means competition is fiercer than ever.

But let’s talk about power in community. The power of networking, mentorship, and visibility cannot be overstated. Initiatives like Girls Who Code and STEM Like a Girl are rewriting the playbook for the next generation, but adult women still crave peer mentorship and championing in the boardroom. According to a 2025 survey, nearly six in ten women in tech report not having the same networking opportunities as their male counterparts—and that gap severely limits career mobility.

The good news: A new crop of women-led startups and advocacy groups is gaining critical mass. Companies are now launching transparent promotion models, implementing better parental leave policies, and investing heavily in diversity and equity, yet most women in tech still feel these efforts are falling short.

Here’s what I want you to take away today: the landscape is changing, but women continue to face—and rise above—systemic barriers in tech. There’s progress, but the work isn’t done. The steps that matter right now are demanding transparency, building robust mentorship networks, and supporting early education for girls in tech.

Thank you for tuning in to Women in Business today. If you found this conversation valuable, please subscribe and share with someone who needs to hear these truths. This has been a quiet please production, for more check out quiet please dot ai.

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This is your Women in Business podcast.

Welcome to Women in Business. Today, let’s jump right into the heart of our conversation—navigating the current economic landscape as women in the tech industry. With so many headlines focused on layoffs, shifting markets, and innovation, it’s easy to overlook the powerful stories, persistent barriers, and promising opportunities that women are experiencing right now in tech.

Let’s talk numbers first because they set the stage. Despite women making up nearly half of the global workforce, only about 26 to 28 percent of the world’s tech workforce are women. In the U.S., women now hold roughly 35 percent of tech jobs, which is a significant improvement from just 9 percent in the early 2000s, but still leaves plenty of ground to cover. The story deepens: at Amazon, women are 45 percent of staff, but at Microsoft and Google, the numbers fall closer to 33 percent. When we zoom in on leadership, it’s even fewer—fewer than one in five tech CEOs is a woman.

But statistics never tell the whole story. Recent industry layoffs have hit women especially hard. While remote work introduced during the pandemic brought flexibility, it also brought burnout, and many women left the industry entirely by age 35. A recent survey by the WomenTech Network captures this: 72 percent of women report experiencing gender bias that affected their path to promotion or leadership, and more than half have faced discrimination or harassment. Networking remains elusive, with 58 percent saying they don’t have equal access to the relationships that so often drive advancement.

So what does navigating this terrain require? First, resilience. Women like Helen Beal of PeopleCert UK are candid about imposter syndrome and the hurdles they face, but also the importance of surrounding yourself with women who will say your name in a room full of opportunities. Second: visible allies and mentorship. Without clear champions and fair processes for promotion, far too few women reach leadership roles.

Then there’s education—the foundational pipeline. Women earn just 21 percent of computer and information science degrees and 22 percent in engineering, and the gap is wider for women of color. Despite recent gains, these degrees translate into lower representation in both technical and decision-making roles at major companies like Apple, Facebook, and Google.

Venture capital and entrepreneurship? Here too, women face stiff odds. Only 11 percent of founding teams at tech startups have gender parity. And with economic uncertainty impacting access to funding, there’s an urgent need for innovative support programs and more visibility for female founders.

Yet through the challenges, there are undeniable signs of progress. There are more women in tech leadership than a decade ago, and new support networks, employee resource groups, and diversity initiatives are helping to create change. The tech industry is an engine of innovation, and women are not only keeping pace—they’re leading from the front, breaking through with their own startups, or driving inclusion in established firms.

So here are five discussion points that matter right now for women navigating tech:

How are women responding to the current tech layoff climate, and which strategies are helping them stay or re-enter stronger?
What are the most persistent roadblocks to advancement—and which programs or mentors are challenging those norms?
How are women leveraging new models of remote or flexible work to balance personal and professional growth without sacrificing aspirations?
What does the future of STEM education look like, especially for girls and women of color who remain underrepresented at every level?
Where can women in tech find meaningful networks, and what role does advocacy play in ensuring their voices are heard from the ground up?
Thank you for tuning in to Women in Business. Don’t forget to subscribe, and share this episode with someone who believes in the power of women to transform tech. This has been a Quiet Please production, for more check out quiet please dot ai.

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This is your Women in Business podcast.

Welcome to Women in Business. Today we’re exploring how women are navigating the current economic landscape in tech—a sector that's both an engine of innovation and a battleground for gender equity. There’s no denying that progress is happening; women now hold about 35 percent of tech jobs in the United States, a sharp leap from just nine percent in the early 2000s, according to the WomenTech Network. But despite this momentum, the tech world remains male-dominated, especially at the highest ranks. Companies like Amazon, Apple, and Google employ significantly fewer women in leadership, with only about 30 percent of those roles filled by women.

Economic shifts, global events, and changing workplace expectations have all shaped the tech landscape—and women are feeling these changes keenly. For instance, the recent waves of layoffs have hit female tech professionals disproportionately. When the pandemic forced companies to pivot, remote work appeared to level the playing field, giving women more flexibility. Yet, burnout soared, and the number of women in tech actually dropped during the hardest pandemic years before rebounding only recently.

Let’s talk about representation. According to CompTIA and recent studies, women make up only 21 percent of software developers in the US, but are better represented in roles like data science, where they account for nearly half. And across all major tech companies, even where women have made inroads as employees, there’s still a striking leadership gap. Facebook reports that only a third of its managers are women, and it’s even fewer at Google and Microsoft. The McKinsey & Company report notes that for every 100 men promoted to a managerial role, just 87 women—and only 82 women of color—move up, reinforcing a persistent pipeline problem.

Diversity in education is another cornerstone to consider. The National Science Foundation shows that while women account for over a third of bachelor’s graduates in economics and almost 40 percent in physical sciences, only about 21 percent of those earning a computer science degree are women. This underrepresentation starts in the classroom and echoes throughout the workplace: limited access to mentorship, pervasive gender bias, and lack of networking opportunities all compound over time. 72 percent of women say they’ve experienced bias affecting promotion, and more than half face discrimination or harassment hindering their growth.

But there are bright spots—and strategies that work. Emerging tech hubs like Little Rock, Arkansas, are seeing major gains in female tech earnings and diversity, suggesting that opportunity isn’t limited to Silicon Valley anymore. And advice from networks like WomenTech reminds us all: never underestimate the power of women advocating for one another. Supportive communities, transparent promotion policies, and mentorship can change the landscape for the next generation.

So, as you reflect on today’s discussion, consider these key points: workplace representation and leadership gaps, the impact of economic trends like layoffs and remote work, the ongoing education pipeline challenges, the importance of mentorship and advocacy, and how geographic location is reshaping opportunity. To every listener out there—whether you’re a student, a company leader, or an entrepreneur—your voice and determination continue to drive tech forward.

Thank you for tuning in—don’t forget to subscribe to Women in Business wherever you get your podcasts. This has been a Quiet Please Production, for more check out quiet please dot ai.

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This is your Women in Business podcast.

Thank you for joining me on Women in Business. Today we’re diving straight into the realities and possibilities for women in tech as we navigate a constantly evolving economic landscape. Let’s get right to it, because there’s no time to waste when the tech world moves this fast, and the power of women in business deserves the spotlight.

Women make up roughly 35% of the tech workforce in the U.S., up from only 9% in the early 2000s. That’s encouraging growth, but when we zoom in, the numbers show an industry where female representation fluctuates dramatically by role and city. For example, cities like Little Rock, Arkansas, and Columbia, South Carolina, have seen notable increases in female tech earnings and gender diversity, sometimes even outpacing the San Jose and Silicon Valley giants. But leadership is still a hurdle, with less than a third of major tech company leadership positions at places like Amazon, Apple, Google, Facebook, and Microsoft held by women.

This brings us to one of the biggest discussion points today: leadership and advancement. According to a WomenTech Network survey, 72% of women in tech reported gender bias affecting promotion opportunities, while 70% pointed to a lack of transparency in how those promotional choices are made. Even with more women pursuing and earning STEM degrees—about 21% in computing and 35% in economics—advancement into critical technical and executive roles is still frustratingly slow.

Employment numbers do show promise: over 343,000 women work as software developers in the U.S. and 46% of data scientist roles are now held by women. But the momentum is fragile. A striking 50% of women who enter tech will leave the industry by age 35, many citing bias, limited mentorship, and unequal networking access as persistent roadblocks. Burnout is a real concern too, especially in the wake of mass layoffs and the heightened expectations and stress that came with the pandemic and the embrace of remote work. Yes, flexibility increased, but so did isolation and pressure.

Another focal point for our discussion should be the vital role of mentorship and early education. Initiatives like STEM Like a Girl and programs organized by the National Center for Women & Information Technology are making real inroads by encouraging young women to imagine themselves as future tech leaders—not just users, but creators and shapers of technology itself. Still, Black and Hispanic women remain underrepresented, a gap we must actively address if we are serious about equity.

Finally, empowerment and retention go hand in hand. With nearly 85% of women in tech reporting imposter syndrome, the need for supportive workplace cultures that value diversity isn't just nice-to-have, it’s mission critical. Companies led by women or that foster inclusion, like StrongDM, are showing us that every step toward balance and belonging lets more voices rise.

Thanks for tuning in to Women in Business. Leave a review, subscribe for more stories of women shaping the future, and remember—your career deserves a seat at the table. This has been a Quiet Please production, for more check out quietplease dot ai.

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This is your Women in Business podcast.

Welcome to Women in Business. I’m so glad you’re here as we dive into what it means to navigate the economic landscape as a woman in today’s tech industry. Let’s be direct—the numbers tell the story first. According to Women in Tech Network, women now make up about 35% of employees in the U.S. STEM workforce, which is a jump from just 9% in the early 2000s. But while that’s real progress, it’s still far from parity, and the true test is not just getting women into the sector but making sure they stay, rise, and thrive in it.

The tech industry is still largely shaped by systemic gender gaps—a reality that extends from pay gaps and underrepresentation in leadership to challenges with mentorship and access to networks. For example, only one in five American software developers are women, and women hold just 24% of tech leadership roles. That means talented people like Ginni Rometty, former IBM CEO, or Kimberly Bryant, the founder of Black Girls CODE, are exceptions, not yet the norm. The barriers are many, from the infamous glass ceiling to persistent gender bias and a notable lack of transparency in promotions. In the most recent Women in Tech Barriers to Leadership survey, 72% of women reported that bias had affected their advancement opportunities, and over half said they didn’t have the same access to networking as their male colleagues.

Location also plays a huge role. While San Jose, California, remains a hotspot for tech careers, cities like Little Rock, Arkansas, and Columbia, South Carolina, are emerging as new leaders for gender diversity and pay equity in tech. This shift highlights how local culture and policy can directly impact opportunity and advancement. It’s a timely reminder that change can be both top-down and grassroots, whether it’s encouraging early STEM engagement through programs like ADVANCE and STEM Like a Girl or employers offering meaningful remote work options and clear promotion tracks.

Retention is still a critical challenge. About half of all women who enter tech leave the industry by the age of 35—a stunning statistic that points to ongoing issues with work-life balance, burnout, and lack of inclusion, especially for women of color. And we can’t overlook the impact of recent tech layoffs, which studies have shown have disproportionately affected women, putting hard-won gains at risk.

So as you navigate your own path or look for ways to support women colleagues, consider these five key discussion points. First, the importance of transparent and supportive advancement opportunities. Second, making mentorship accessible, especially for early-career women and those from underrepresented backgrounds. Third, the value of flexible work that addresses burnout and lets women lead lives, not just work them. Fourth, investing in educational pipelines so that more young women see themselves in tech from an early age. And finally, leveraging local resources and networks—whether you’re in a big tech hub or an emerging market.

Thanks for tuning in to Women in Business. Don’t forget to subscribe for more conversations, inspiration, and real talk on women leading in today’s world. This has been a Quiet Please production, for more check out quietplease.ai.

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This is your Women in Business podcast.

Welcome to Women in Business, where we tackle the real-world challenges and triumphs of women shaping today’s economy. Let’s dive into how women are navigating the current economic landscape—especially in tech, an industry both defined by progress and stubborn structural gaps.

Across the United States, women now make up about 35% of the tech workforce—a leap from just 9% in the early 2000s, according to WomenTech Network. But this means women still represent just over a third of the talent driving innovation in a sector that powers entire economies. For listeners eyeing leadership, the contrast stands out more. At major tech companies like Amazon and Google, only about 28% to 34% of executives are women, showing a real need to expand those pipelines to power positions.

Why are these figures moving so slowly upward? The answers reflect systemic challenges. Gender bias remains pervasive: Nearly three out of four women in tech report that bias has affected their promotion or leadership opportunities, and over half mention facing direct discrimination or harassment in their careers. Mentorship is another pain point—58% of women feel they lack the networking access enjoyed by male colleagues, a clear setback in an industry where who you know can open doors as much as what you know.

Today’s economic uncertainty also throws up fresh barriers. With waves of layoffs that began in 2022, women have often been hit disproportionately hard. Contract workers in tech, a group where women are strongly represented, faced some of the largest cuts. As venture capital tightens and companies scramble to control expenses, leadership roles seem even more out of reach, making persistence and resilience more crucial than ever.

Yet, despite these persistent challenges, signs of progress and hope shine through. Remote work, accelerated by the pandemic, has given many women new flexibility, making it possible to juggle personal aspirations with demanding roles. Some cities—think Little Rock and Columbia—are challenging old assumptions by leading in wage growth and gender diversity, reminding us that opportunity isn’t confined to Silicon Valley alone.

Education forms the foundation for the next generation of women in tech, but the gender gap remains stark. While women now earn about 21% of computer science degrees nationally, their presence dwindles even further in advanced STEM programs and among underrepresented groups. That’s why initiatives like Girls Who Code and WomenTech Network’s leadership programs matter—they’re seeding tomorrow’s talent, closing gaps one cohort at a time.

For this episode, we’ll dig deeper into five crucial discussion points. First, the current state of gender representation in tech—from entry-level to the C-suite. Second, the ongoing impact of economic downturns and layoffs on women’s career trajectories. Third, the persistent gaps in STEM education, especially among minority women, and efforts to close them. Fourth, the evolving workplace—how remote work and geographic shifts are creating both challenges and fresh pockets of opportunity. Finally, we’ll spotlight strategies women are using to break through barriers, from mentorship networks to advocacy, and how allies can help reshape outcomes.

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