This is your Women in Business podcast.

Welcome to Women in Business, where we spotlight the trailblazers, the powerhouses, and the everyday innovators who are shaping the tech industry. Today, we're diving into the real-world experiences of women navigating the current economic landscape—especially within tech, where the opportunities are exciting but the road is anything but smooth.

The numbers tell a compelling story: women now hold about 35% of all tech jobs in the United States, a massive stride from just 9% in the early 2000s. But as uplifting as that jump is, the journey hardly ends there. If we look closer, women occupy less than a quarter of technical roles at some of the biggest names—Google, Microsoft, and Apple among them. While Amazon approaches 45% female staff overall, its leadership numbers drop to around 29%. The gender gap persists, especially at the very top.

Let's talk about leadership. The latest Women in Tech Network Barriers to Leadership Report reveals that only about 17% of tech companies are currently led by women CEOs, and the figure for chief technology officers is just 8%. If you’re listening and dreaming of the C-suite, you’re not alone—but women are still climbing a steeper hill to get there. According to a survey of over 4,000 women worldwide, the hurdles include persistent gender bias, a lack of access to mentorship, and opaque promotion processes. Seven out of ten women believe promotions aren’t transparent, and over 72% have experienced bias affecting their advancement.

Even education pipelines are an uphill battle. Women hold only about 21% of bachelor’s degrees in computer and information sciences. That’s a number that’s actually declined from the highs of the 1980s, and it directly informs the lack of representation we’re seeing today. For women of color, those numbers are even lower, compounding existing inequities.

Amid these barriers, geography and company culture still shape women’s experiences. Emerging tech metros like Little Rock, Arkansas and Columbia, South Carolina are seeing both soaring female earnings and spikes in gender diversity. Unlike tradition-bound Silicon Valley, these spots are rewriting what it means to rise in tech—and in some cases, doing it better.

Now, the pandemic upheaval and recent tech layoffs have disproportionately affected women, further squeezing pipelines that were only just beginning to open. Yet, another side of this has been the widespread adoption of remote work. It’s a double-edged sword—many women report enjoying the flexibility, but just as many grapple with burnout and blurred boundaries between work and life.

As we chart today’s economic realities, here are five major discussion points for women in tech. First, the persistent leadership gap, and what it takes to break through. Second, how cities and companies are shaping the next era of diversity—and what that means for your opportunity to thrive. Third, the ongoing importance of mentorship, networking, and visible role models. Fourth, evolving workplace norms with remote and hybrid work adding new complexity. And finally, the critical work of strengthening the education pipeline for the next generation.

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This is your Women in Business podcast.

Welcome, listeners, to Women in Business—today, we're diving straight into the heart of the tech industry and what it means for women to build careers and navigate the shifting economic tides in 2025.

Let’s talk numbers. Across the United States, women now make up 35% of tech roles—a significant leap from where we were in the 2000s, but it’s clear we’re still far from true gender parity. While companies like Amazon and Facebook have raised their percentages of women employees into the mid-30s, the pattern across the industry is unmistakable: women remain the minority, especially in core technical and leadership roles. According to the Women in Tech Network, just 24% of tech leadership positions are held by women, and female chief technology officers account for only 8% of CTO seats.

One of the biggest discussion points this year has been workplace culture and representation. Despite the headlines about progress, stories from San Jose to Columbia, South Carolina, reveal gender bias and barriers to advancement persist. The WomenTech Network’s global survey showed 72% of women reported gender bias affecting their progression, and 85% struggled with imposter syndrome or self-doubt as systemic challenges remain. Many women report difficulty accessing quality mentorship, being excluded from key networking events, and finding that promotion processes often lack transparency.

Yet, there are bright spots worth celebrating too—especially as more companies prioritize remote work. The post-pandemic workplace opened new doors for women seeking flexibility. But it’s a double-edged sword. While some women find remote options empower them to balance work and home life, others report burnout and isolation, especially in male-dominated teams.

Next, the economic landscape matters more than ever. 2025 brings a tougher climate for venture capital, with funding tightening across startups. Data from CoworkingCafe indicate that women see better pay and representation not just in Silicon Valley, but in growing southern metros like Little Rock and Columbia. These cities are showing women across the industry the possibilities of advancement outside traditional tech hubs.

But innovation must start early. As Helen Beal from PeopleCert UK describes, the pipeline is what worries leaders most today. Young girls are less likely to study computer science and engineering—only about 21% of computer and information science degrees in the U.S. go to women. That’s why initiatives like STEM Like a Girl and ADVANCE are crucial, as they build excitement and skills before the barriers ever have a chance to appear.

To our listeners: How do we keep pushing forward? By keeping these conversations going, by building networks of mutual support, and by demanding systemic reforms from tech’s biggest employers. The future for women in tech can be both inclusive and innovative, if we call out the barriers and celebrate the breakthroughs.

Thank you for tuning in to Women in Business today. Make sure to subscribe so you never miss an episode. 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. I’m thrilled to be diving straight into one of the most urgent and promising topics: women navigating today’s economic landscape in the tech industry. While tech has become the engine driving our modern economy, the journey for women remains an uphill climb—and our conversation today is about turning that mountain into an opportunity.

Let’s talk about the numbers. In 2025, women hold only about a third of roles across leading tech companies like Amazon, Facebook, Apple, and Google. When you look at more technical or leadership positions, those numbers drop even further, with just 29% of leadership roles at Amazon, 34% at Facebook, and a mere 26% at Microsoft. This reminds us that progress has been made—considering women were only 9% of the tech workforce in the early 2000s—but there’s clearly much more work ahead.

A key discussion point today is representation in leadership. According to a global survey from WomenTech Network, 72% of women in tech report experiencing gender bias that affects promotion, while only 17% of companies currently have a woman serving as CEO. The imbalance is even more pronounced in roles like Chief Technology Officer, with just 8% female representation. These numbers are not just statistics—they reflect the lived reality for women across the industry. Gender bias and the lack of transparent promotion processes are continually holding women back from reaching their full potential.

Another major factor is access—whether to mentorship, networking, or opportunity. More than half of women surveyed report they don’t have equal access to networking as their male colleagues, and many face discrimination or harassment that hinders their career advancement. Organizations like the WomenTech Network encourage women to surround themselves with allies who will mention their name in a room full of opportunities, because we know visibility and sponsorship go hand in hand with advancement.

Now, let’s address the issue of burnout and work-life balance policies. The pandemic brought about promising shifts, like remote work, which should have benefited women. But research shows that many still struggled with burnout and challenges balancing home and work responsibilities. Sixty-seven percent of women say work-life balance policies, as currently structured, actually hurt their leadership prospects. This signals a need for policies that don’t just exist on paper, but truly support women's ambitions and well-being.

One often overlooked, but essential, point is geography. Cities like Little Rock and Columbia, South Carolina, are making surprise advances in both salary growth and gender representation. For example, Lexington Park, Maryland, now has 41% female representation in its tech workforce, showing how local initiatives and communities can create new standards for inclusion and opportunity.

Finally, let’s not forget the incredible power of community and resilience. Even in the face of ongoing gaps, women in tech are building networks, uplifting one another, and pushing for lasting change. Every promotion, each new startup, and every role model on a conference stage chips away at the old status quo.

Thanks for tuning in to Women in Business. Remember to subscribe so you never miss an episode highlighting the voices and stories shaping our future. 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 your host, and today we’re diving into what it truly means to navigate the current economic landscape as a woman in the tech industry. Let’s get right to the heart of it—because in 2025, women account for just about 35% of the tech workforce in the United States, as recently reported by the WomenTech Network. There’s progress, but every step forward is hard-won, especially when you consider that in the early 2000s, this number was closer to 9%. The tech sector remains a place of innovation, transformation, and yes, persistent gender gaps.

Let’s talk about opportunity. Cities like San Jose, California still lead in terms of tech wages, but it’s the emerging metros, places like Little Rock, Arkansas and Columbia, South Carolina, that are making big strides in both salaries and representation for women in tech. Location, it turns out, plays a critical role—not only in what’s possible but in opening doors to leadership, competitive pay, and career advancement.

But even with more seats at the table, there are still systemic barriers. According to a global survey by the WomenTech Network, 72% of women in the tech field have experienced gender bias that directly affected their ability to be promoted or take on leadership roles. Over half have encountered discrimination or harassment, and a striking 58% say they don’t have equal access to networking compared to their male counterparts. These are challenges that call for more than just policy; they demand cultural change and active mentorship.

Another critical factor shaping women’s experience is education. While about 42% of the global labor force is female, only around 26-28% of the tech workforce worldwide is made up of women. What’s even more telling is that a mere 21.3% of those who earned a Bachelor’s degree in computer and information sciences were women, according to the National Science Foundation. Without more robust efforts to engage young women in STEM early on, that imbalance will linger for years to come.

And then, there’s the question of leadership. Roughly 17% of tech companies have a woman CEO, and the numbers drop even further for CTO roles. Women remain significantly underrepresented on founding teams and at the executive level, stifled by a lack of transparency in promotions and limited access to the networks that truly matter.

But let’s take heart in the community being built. One consistent piece of advice from leaders like those at WomenTech Network rings out: surround yourself with women who will mention your name in a room full of opportunity. This is about lifting as we climb, using every bit of progress to pull others up.

As women in tech redefine the future of business, the journey is far from over. It’s about creating space for each other, demanding fairness, and using our collective voice to turn incremental progress into lasting change.

Thank you for tuning in. Remember to subscribe for more episodes on women empowering women in business. 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 back to Women in Business. Today, I’m diving straight into how women are navigating the current economic landscape—specifically, in the ever-changing world of tech. Let’s be honest: while progress is real, tech remains a tough field for women, but it’s also one of the most exciting frontiers for breaking barriers and making history.

Right now, women make up about 35% of the tech workforce in the United States. That’s a huge jump from the early 2000s, when women only accounted for 9%. Still, even in 2025, we see major tech giants like Amazon, Facebook, Apple, Google, and Microsoft reporting just a third of their entire workforce as female. It’s even more striking in leadership roles—at Microsoft, for instance, only about 26% of leadership positions are held by women. If you look at female CEOs and chief technology officers across all tech companies, you’ll find just 17% and 8% representation, respectively. These numbers show exactly why the conversation needs to continue and why we can’t let up on the pressure for change.

A huge part of this new chapter for women in tech comes from targeted efforts in STEM education. Still, women represent only about 21% of earned bachelor’s degrees in computer and information sciences. Even though more women are entering economics and physical sciences, and enrollment overall is up, women—especially women of color—face major gaps in access to both education and advancement. For example, the National Science Foundation notes Black and Hispanic women earn less than 10% of degrees in fields like computer science. It’s clear the pipeline remains leaky and biased, but progress is possible when we address these barriers head-on.

Let’s talk about another game-changer: mentorship and sponsorship. According to the WomenTech Network, having both a mentor and a sponsor can double the speed of women’s career advancement in tech. Mentors build confidence and skills, but sponsors actually put your name forward for high-visibility projects, promotions, and new roles. The bottom line? Surrounding yourself with women who mention your name in rooms full of opportunity can mean the difference between feeling stuck and landing your dream job.

The current economic landscape brings its own challenges and opportunities. The tech sector has faced widespread layoffs recently, and data shows these have disproportionately affected women. On top of that, venture capital for women-led startups has become even tougher to secure. Yet, we’re also seeing a rise in remote work, more inclusive company policies, and new hot-spots like Little Rock, Arkansas, and Columbia, South Carolina, where wage growth and gender diversity are soaring. These emerging tech metros are proof that progress isn’t limited to Silicon Valley.

For women forging their own paths, entrepreneurship is another beacon of hope. While only 11% of founding startup teams are at least half female or non-binary, the rise in women launching and leading their own ventures signals a future where women are the decision-makers, not just the participants.

If you’re joining us for the first time, here are five key points for today’s discussion: representation and leadership in tech are growing but still need work; STEM education for women is improving but gaps remain, especially for women of color; mentorship and sponsorship are proven accelerators for women’s careers; economic challenges like layoffs and VC funding disparities impact women more heavily; and finally, new opportunities—both in terms of geography and entrepreneurship—are paving the way for women to shape the future of tech on their own terms.

Thank you for tuning in to Women in Business. Don’t forget to subscribe so you never miss a conversation that could change the trajectory of your career. 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. Today, I’m diving right into one of the most pressing topics for ambitious women everywhere—navigating the current economic landscape as women in tech. You don’t need me to tell you the tech industry has both dazzling promise and unique challenges for women. What does it actually look like out there for us right now, and what strategies are making a real impact?

Let’s start with the numbers. As of 2025, women make up about 35% of the overall tech workforce in the United States. That’s a dramatic improvement from just 9% in the early 2000s. Yet, when we break down high-impact roles, the numbers grow thinner. Only 21% of software developers are women, and women fill roughly 20% of cybersecurity jobs. Even in leadership, the picture isn’t much brighter: Fewer than 30% of CIO and IT management roles at big brands like Google, Microsoft, and Apple are held by women, and just 17% of technology company CEOs are women. Still, more women are graduating with tech-related degrees than ever before, and their influence is growing steadily. Sources like CompTIA and WomenTech Network underscore this progress, but they’re also clear—the playing field is far from level.

Now, let’s talk funding and entrepreneurship, because we can’t discuss women in tech without talking about how hard it still is for women-led startups to secure venture capital. As of this year, female founders get just a slim percentage of global VC funding—a trend Venture Capital Monitor calls “the persistent funding gap.” Despite this, women-led startups consistently outperform on return on investment, which makes breaking down these barriers both morally and economically urgent.

But here’s where empowerment comes in. Cities like Columbia, South Carolina, are making headlines for gender diversity in tech, even outpacing some traditional powerhouses on real inclusion. Other metros, like Little Rock, Arkansas, are giving women in tech faster wage growth than several coastal giants. This proves that change is possible—and often it’s happening where you might least expect.

What’s helping women climb higher? Mentorship and sponsorship. McKinsey’s research tells us that when women have access to mentors who actively advocate for them, their chance to move up in tech doubles. It’s not just about career advice—it’s about creating visibility and opening doors to promotions and board seats.

Flexibility and remote work have been a lifeline for many, but they can also risk isolation and burnout. The key is building support networks, both inside and outside the workplace. WomenTech Network recommends actively finding allies and surrounding yourself with women who will mention your name “in a room full of opportunities.”

For a quick recap, here are five major discussion points I hope you’ll ponder today: First, gender representation remains a work in progress, especially in senior roles. Second, equitable funding for women-led startups is still a critical hurdle. Third, mentorship—alongside sponsorship—profoundly accelerates women’s tech leadership. Fourth, certain U.S. cities are now leading on pay equity and gender diversity, proving that location can change the game. And fifth, remote and flexible work are double-edged swords for women’s advancement and well-being.

Thanks for tuning in to Women in Business. Subscribe wherever you get your podcasts, and don’t forget to tell a woman in your life who needs to hear this. 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 headfirst into what it really means to navigate the current economic landscape as a woman in the tech industry—a sector that’s both thrilling and challenging as it undergoes seismic change.

Let’s get to the heart of the matter: the landscape is evolving, but the gender gap remains. In 2025, women now make up about 35% of the tech workforce in the United States, according to the Women Tech Network. This is a substantial climb from just 9% back in the early 2000s, and it signals real progress. But peel back the headline statistic, and you’ll see women are still grossly underrepresented in leadership. Take companies like Google and Microsoft, where women hold only 33% and 33.1% of jobs, with leadership roles even scarcer—just 28% and 26%, respectively.

What’s driving these numbers? One key factor is STEM education. The National Science Foundation found that only about 21% of those earning bachelor’s degrees in computer and information sciences are women. That gap at the very starting line makes every rung on the career ladder more difficult to reach for women, especially women of color. For every 100 men promoted to manager, only 87 women—just 82 if you count women of color—get that step up, which means fewer women even have a shot at higher-level roles later on.

Still, it’s not all roadblocks. Take a look at mentorship and networking—these are absolute game changers. Research by McKinsey & Company shows mentorship doesn’t just help women build skills and confidence, it dramatically improves retention and promotion rates. Sponsorship, where someone advocates for your successes behind closed doors, doubles women’s chances of ascending to leadership. These strategies are not about charity—they’re about recognizing and unleashing proven talent.

Location is also a hot topic. While the classic tech hubs like Silicon Valley still matter, cities like Little Rock, Arkansas, and Columbia, South Carolina, are breaking new ground with wage growth and gender diversity. This is proof that opportunity isn’t as geographically locked as it used to be, and emerging markets deserve our spotlight.

Of course, the pandemic changed everything. For some, remote work has meant flexibility and the chance to thrive; for others, it's brought new forms of burnout and isolation. The recent wave of tech layoffs has shown that economic shocks often hit women hardest, threatening all the progress that’s been made.

To the powerful, ambitious women listening—your stories matter. Whether you’re just starting out, leading a team, or founding a startup, you’re part of a wave that’s truly reshaping tech. So let’s keep these conversations going. How can we promote more women into leadership? What education gaps can we close? How can mentorship circles become the norm, not the exception?

Thanks for tuning into this episode of Women in Business. Don’t forget to subscribe so you won’t miss our next essential conversation. 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. Today, I want to talk directly about what it means for women to navigate the current economic landscape—right in the heart of the tech industry. Let’s get right to it, because while headlines might tease progress, the real stories, the real barriers, and the real triumphs are in the details, and they matter now more than ever.

Today, women make up about 27% of the US tech workforce. It’s a modest rebound after some pandemic downturns, but it’s still a reminder: tech remains dominated by men. The largest share of women is found in software development, with nearly 344,000 women now coding, building, and shaping our digital future, but that’s just 21% of all software developers. And when it comes to data science, women are inching closer to parity, representing 46%—a promising trend in one of the industry’s most dynamic fields.

But numbers alone don’t tell the full story. One of the most pressing realities for women in tech is retention. According to both AIPRM and the latest from Spacelift, half of all women leave the tech sector by age 35. Think about that—mid-career, when you’d expect to see ascents into leadership, women are exiting at double the rate seen in other industries. Factors range from burnout to culture, from missing mentorship to the challenge of breaking into the old boys’ network that still defines so many startups and giants alike.

Which brings me to mentorship and sponsorship. Studies from McKinsey & Company and WomenTech Network show that women with effective mentors not only gain confidence and skills, but they also double their chances of reaching leadership roles. Female founders, especially, cite mentorship as crucial to surviving the rollercoaster of venture funding in tough markets. It’s no coincidence that just 17% of tech companies have female CEOs, and CTO numbers are even smaller, at 8%.

So, where is progress happening? Geography is a factor. Cities outside the traditional hubs are now leading on wage growth and representation. Little Rock and Columbia, South Carolina, for instance, now stand out for both female tech earnings and diversity. That means opportunity is expanding—and if you’re a woman listening today, your best chance at growth may not necessarily be in Silicon Valley.

Policy matters too. Companies offering real flexibility, like expanded remote roles and parental leave, are seeing better retention and leadership pipelines. And with more women entering STEM, thanks in part to targeted education and data-driven diversity initiatives, there’s real hope for narrowing persistent pay and advancement gaps.

Here are five key questions for discussion: First, how do women tech workers build resilience to thrive in male-dominated workplaces? Second, what role do mentorship and sponsorship play in career advancement? Third, how are location and company policy shaping opportunities for women in tech? Fourth, what will it take to bridge the gender gap in leadership and entrepreneurship? And fifth, how can policymakers and industry leaders work together to make tech truly inclusive?

Thank you for tuning in to Women in Business. If you haven’t already, please subscribe so you never miss an episode. 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. Today, I want to dive into how women are navigating tech—one of the fastest-changing and most influential sectors of our economic landscape.

Let’s start with the numbers. While women make up about 42 percent of the overall labor force around the world, only about 27 percent of the global tech workforce is female, according to StrongDM and Spacelift. That underrepresentation stretches even further—fewer women hold senior roles like CEO, CTO, or founder. For example, fewer than one in five technology companies have a woman at the helm. And among software developers, who are arguably the engine of the digital economy, just 21 percent are women in the U.S., according to the State of Tech Workforce Report by CompTIA.

So, what does this mean for the women pursuing careers or leadership in tech? First, the gender gap isn’t just about numbers—it plays out in mentorship, advancement, and whether women feel like they belong. According to a 2025 Barriers to Leadership report by WomenTech Network, 72 percent of women in tech say they’ve encountered gender bias that directly impacted their promotion or leadership opportunities. And more than half point to limited access to leadership pipelines and networking compared to their male peers. This gap often undermines women’s chances at advancement or entrepreneurial funding—especially as economic pressures make attracting venture capital even more competitive.

But let’s not just focus on the obstacles—there are patterns of progress worth celebrating, too. For instance, cities outside the old guard of Silicon Valley, like Columbia, South Carolina, and Little Rock, Arkansas, are posting faster wage growth and greater female tech leadership than ever before, as highlighted in CoworkingCafe’s latest rankings. These emerging tech hubs are actively championing diversity by providing resources, networking, and mentorship for women in tech.

Of course, remote and hybrid work options—accelerated by the pandemic—have been a double-edged sword. They’ve allowed many women to remain in their roles while accommodating other responsibilities. However, that flexibility hasn’t fixed the burnout problem or shifted workplace cultures overnight. Half of the women who enter tech leave the industry by age 35. Addressing this churn—retaining and advancing women at critical points in their careers—must be a shared priority for every tech organization.

So, what should we discuss in depth today? First, let’s talk about the persistent gender gap in numbers and leadership. Next, we’ll explore the barriers to advancement: unequal access to mentorship, networking, and bias in promotions. Third, we have to address economic forces—how VC funding and layoffs are impacting women disproportionately in the tech workforce. Fourth, let’s look at how company or city initiatives are genuinely moving the needle for women. And finally, critically, how can remote and flexible work be structured to empower—not exhaust—women in tech careers?

As you listen and reflect on your own journey, remember that the barriers are real, but so is the momentum for change. Thank you for tuning in to Women in Business. Make sure you subscribe so you don’t miss our upcoming conversations on women who are re-shaping the world of work and innovation. 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 back to Women in Business. Today, we’re diving into one of the most pivotal and fast-changing sectors shaping our world: the tech industry. As women, we face unique challenges and tremendous opportunities as we navigate this dynamic economic landscape, and nowhere is this more evident than in tech. Let’s get right to what’s happening on the ground and explore how women are forging new paths in technology.

First, let’s talk about representation. According to the Women in Tech Network, women now hold about 35% of STEM positions in the United States, marking a significant leap from previous decades, yet still far from parity. Even in powerhouse companies like Amazon, Facebook, Apple, Google, and Microsoft, female presence ranges from 33% to 45%, with leadership roles even more elusive. Just one in five software developers in the US is a woman, and fewer than one in five tech company CEOs is female. These numbers tell us that women are still facing a glass ceiling—especially in leadership—but the momentum is real and growing.

Now, consider the economic shifts and how they are affecting women in tech. The tech sector is renowned for its resilience and innovation, but it was not immune to recent downturns and major layoffs. Unfortunately, these disruptions have disproportionately impacted women, often hitting roles where we are underrepresented. But there’s another side to this story: the rise of flexible work. Remote and hybrid models, now a widespread norm, have been especially empowering for women, creating more avenues to participate and thrive. However, burnout is a real issue, as many women who work remotely find themselves managing both professional and domestic tasks—with about half leaving the industry by age 35. This balance is a live debate not just in Silicon Valley but across emerging tech hubs.

Let’s not overlook the power of location and community support. Metros beyond Silicon Valley are now leading the charge for gender diversity and pay equity. Cities like Little Rock, Arkansas, and Columbia, South Carolina, are showing the fastest wage growth and highest female representation in tech jobs. These emerging tech communities offer women new opportunities to break barriers outside traditional hotspots, emphasizing the importance of local ecosystems in driving change.

Education is another area fueling transformation. We know from the National Center for Women & Information Technology that early engagement is crucial. Organizations are actively building the pipeline, with programs designed to ignite girls' interest in STEM fields starting in elementary schools. Yet, disparities persist—only about 21% of computer science degrees go to women, and even fewer to women of color. By encouraging the next generation to get involved early, we are setting the stage for a more equitable workforce in the coming decades.

Finally, let’s highlight the rise in women-led startups and support networks. Collaborative projects, mentorship programs, and diversity policies are gaining traction. These efforts are establishing a culture where stories of women overcoming obstacles become blueprints for others. Leadership may lag, but as more women rise to start their own ventures and join executive boards, they inspire countless others.

Thanks for joining me today on Women in Business, where we spotlight the women defining the future of tech. Remember to subscribe for more empowering conversations. This has been a quiet please production, for more check out quiet please dot ai.

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