This is your Women in Business podcast.

Welcome to Women in Business, the place where we shine a spotlight on the incredible women redefining industries and leading the way—even when the numbers are against them. Today, we’re diving headfirst into the realities and opportunities facing women in the tech sector as we navigate the ever-shifting economic landscape of 2025.

Let’s get right into it. If you look at the latest numbers, only about 27.6% of the technology workforce identifies as female. That’s just a modest rebound from a few years ago, when the COVID-19 pandemic not only altered how and where we worked, but also sent shockwaves through tech employment. Layoffs in recent years have hit women particularly hard, showing that economic upheaval in tech isn’t gender-neutral. Despite this, women are stepping back into the industry, and their presence is climbing, even if slowly.

One pressing question: How are women forging ahead in a workforce where even the biggest companies—think Google, Apple, and Microsoft—show women at merely a third of their tech staff? While progress is real, it’s far from enough. Just 24% of leadership roles in tech are held by women—a reminder of the glass ceiling that remains.

Let’s talk about the pipeline. According to the National Science Foundation, just over 21% of those earning computer and information science degrees are women. Early education is key. Programs like “STEM Like a Girl” and “ADVANCE” are working to nurture a love of technology in young girls, making sure our future is packed with brilliant, diverse minds ready to innovate.

But it’s not just about getting women in the door; it’s about keeping them there, elevating them, and paying them what they’re worth. The gender pay gap is narrowing—in cities like Kansas City and San Francisco, the average female tech salary is now over $100,000—but gaps and representation issues persist, especially in technical specialties like data science and engineering. Access to mentorship, networking groups, and forward-thinking policy changes are crucial if we’re to create a tech industry that’s truly equitable.

So as we chart the course for women in tech, here are some discussion points for today’s conversation:

What impact have recent economic shifts and layoffs had on women’s roles in tech, and how are women responding?
What success stories and programs are moving the needle on early STEM education for girls?
Which cities or companies are leading the way in supporting and retaining women in tech, and how are they doing it?
How are women finding mentorship and building networks in a male-dominated landscape?
What changes—policy-wise or culturally—do we need right now to truly elevate women in technology?

The tech industry is changing, and women are not just riding the wave—they’re helping drive it. Let’s talk about how we can keep pushing forward, together.

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This is your Women in Business podcast.

Welcome to Women in Business, where we spotlight the trailblazers shaping today’s economy. I’m your host, and today, we’re diving into what it really means for women to navigate the current economic landscape in the tech industry.

Let’s get right into it. In 2025, women account for about 27% of the tech workforce. That’s progress, considering the numbers were in the single digits at the turn of the century. But behind that statistic, there’s a story of resilience, innovation, and, yes, persistent challenges. Tech is an industry that moves fast—cloud computing, AI, cybersecurity, and software development drive the future, yet for every woman who enters, many still leave before reaching their full potential.

First, let’s talk representation and leadership. While women make up over a quarter of all tech jobs, just 11% of tech CEOs are women. In venture capital, the odds are even tougher—women receive only 3% of VC funding. And when it comes to pay, women in tech are still earning just 84 cents for every dollar a man makes. The numbers tell us there’s work to do, but they also highlight where we can focus—boardrooms, C-suites, and investment deals.

Next, consider the impact of recent disruptions. Tech sector layoffs have disproportionately affected women, with many citing job dissatisfaction or seeking more inclusive environments as reasons for leaving. In fact, 50% of women who start in tech leave by age 35. It’s a startling attrition rate, and it signals a need for real culture shifts—mentorship, sponsorship, and policies that actually retain women.

Now, the good news: Women are breaking barriers, especially in emerging areas like artificial intelligence. Women of color, for instance, now make up more than half of women in tech roles. That’s a testament to the growing diversity of voices shaping technology, and it’s critical for innovation.

Let’s spotlight entrepreneurship. Women are founding companies, building products, and redefining markets. Yet, their access to funding and networks remains limited. Closing this gap is more than a diversity checkbox; it’s about unleashing massive economic potential.

Finally, let’s talk solutions—policy and advocacy. Three out of every four tech companies have implemented pay equity policies, and flexible work arrangements are now standard in many firms. These changes are not just about fairness; they’re smart business. Companies with diverse teams outperform, period.

So, as we move forward, let’s keep the conversation focused on progress and action. We need more women at the decision-making table, more support along the career pipeline, and more visibility for those who are innovating every day.

To recap our five discussion points today: leadership and representation, the impact of economic disruptions, diversity in emerging fields, entrepreneurship and VC, and the power of policy. The future of tech is brighter when women lead, build, and shape it. Thanks for joining me on Women in Business.

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This is your Women in Business podcast.

Welcome back to Women in Business. I’m your host, and today, we’re diving headfirst into the realities facing women navigating the current economic landscape—specifically in the fast-evolving tech industry.

Let’s start with the progress. The tech sector, once seen as an unbreakable “boys’ club,” is undeniably shifting. Today, women hold nearly 35% of all tech jobs, a massive leap from just 9% in the early 2000s. Some of the best metros for women in tech aren’t necessarily the ones you’d expect—San Jose, California, still leads in average earnings, with women there making around $161,000. But it’s not just the traditional tech giants anymore. Cities like Little Rock, Arkansas, and Columbia, South Carolina, are making waves. Little Rock is seeing dramatic increases in female tech earnings, while Columbia is now a leader in gender diversity throughout the tech sector.

But the numbers also reveal where the journey gets tough. Women still make up less than 27% of all technology jobs right now, and the gender pay gap persists. On average, women in tech earn about 84 cents for every dollar made by men. And when we zoom in on leadership, the gap widens—women hold only around 11% of tech CEO roles and secure just 3% of venture capital deals. These numbers aren’t just statistics; they’re daily realities faced by ambitious women from San Francisco to Atlanta.

So how are women navigating this landscape? One key factor is the rise of supportive networks and mentorship programs. Organizations like Women Who Code, Girls in Tech, and AnitaB.org are giving women more than just resources—they’re creating thriving communities, matching mentors with up-and-coming leaders, and advocating for genuine pay equity. Many tech companies—over 75%—are now implementing pay equity policies, showing signs of institutional change. But policy is only part of the puzzle. Real progress comes when company culture supports and uplifts women at every level.

Another driving force is entrepreneurship. Women are launching startups at record rates, tackling problems from fintech to healthtech. While they still face obstacles in access to venture capital, women entrepreneurs are building networks, sharing lessons, and proving again and again that innovation thrives on diversity.

The conversation around intersectionality is also gaining ground. Today, women of color represent more than half of women in tech roles, but they, too, face unique challenges around advancement and representation. Recognizing their voices—and their leadership—must be at the core of our efforts to build a better tech ecosystem.

In the end, the current economic landscape for women in tech is a mix of hard-earned wins and ongoing hurdles. We are seeing more women break barriers, own their expertise, and claim their space at the table—but there’s much more work to be done. Stay tuned as we explore these topics and more in today’s episode of Women in Business.

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# Women in Business: Navigating the Tech Landscape

Welcome to Women in Business! I'm your host, and today we're diving into how women are navigating the economic landscape in the tech industry. Let's explore five key discussion points that highlight both challenges and opportunities.

First, let's talk about representation. The tech industry continues to see modest growth in female participation. As of 2025, women represent about 35% of employees in STEM fields in the US—a notable increase from previous years but still far from parity. This number is even more striking when we look specifically at technology jobs, where women hold only about 27.6% of positions. This represents a small rebound of less than 1% from 2021, when female representation actually declined during the pandemic disruptions. The question becomes: how do we accelerate this growth?

Second, leadership gaps persist despite progress. In 2023, only 24% of tech leadership roles were occupied by women, and women make up just 10.9% of tech CEOs. This leadership gap isn't just a ceiling issue—it affects everything from workplace culture to product development. Women who've broken through these barriers often report having to navigate different standards and expectations than their male counterparts.

Third, funding disparities remain a significant hurdle. Women entrepreneurs receive a mere 3% of venture capital deals despite evidence showing that diverse leadership teams often deliver better returns. This funding gap limits growth opportunities for women-led startups and innovations. Organizations like Women in Tech Network are working to address these disparities, but systemic change requires institutional investors to recognize their biases.

Fourth, pay equity is gaining traction but requires vigilance. While about 75.5% of tech companies have implemented pay equity policies, women in tech still earn approximately 84 cents for every dollar men make. Transparent salary structures and regular equity audits are essential for addressing these persistent gaps.

Finally, early education and mentorship create pathways for future growth. Programs like ADVANCE and "STEM like a girl" are working to encourage girls to explore tech from an early age. Mentorship initiatives connect established women technologists with emerging talent, creating support networks that help navigate industry challenges.

The road ahead requires multifaceted approaches—from education and mentorship to policy changes and recruiting shifts. By acknowledging both progress and persistent barriers, we can work collectively toward a more inclusive tech ecosystem that benefits from diverse perspectives and talents.

What strategies have you found effective in your professional journey? We'd love to hear your experiences navigating today's tech landscape. Join the conversation at Women in Business!

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This is your Women in Business podcast.

Welcome to Women in Business, where we dive deep into the challenges and triumphs of women navigating today's complex economic landscape. I'm your host, and today we're focusing on the tech industry, where despite progress, women still face significant hurdles.

Ladies, let's talk numbers for a moment. As of 2025, women make up approximately 35% of the tech workforce—a notable improvement from the early 2000s when that figure was just 9%. But we're still far from parity, especially in leadership roles where only about 24% of tech leadership positions are held by women.

Our first discussion point today is what I call "The Representation Roller Coaster." We've seen some concerning trends—women's representation in tech actually dropped by 2.1% during the pandemic before slightly rebounding. What factors are causing these fluctuations, and how can we create more stability for women in the industry?

Second, let's discuss "The Leadership Ladder." With women holding only about a quarter of leadership positions in tech, we need to examine what structural barriers prevent talented women from climbing to the top. Are we seeing improvements in mentorship programs and leadership pipelines in 2025?

Third on our agenda is "The Diversity Within Diversity." Women of color make up 56% of women in tech roles, yet they often face unique challenges that white women don't. How can we ensure our conversations about gender equity in tech are inclusive of all women's experiences?

Fourth, we need to talk about "The Equity Equation." While 75.5% of tech companies report having implemented pay equity policies, women in tech still earn about 84 cents for every dollar men make. What additional measures need to be implemented to close this persistent gap?

Finally, let's explore "The Education Evolution." Organizations like ADVANCE and STEM like a Girl are working to encourage young girls to explore tech from an early age. How can we as business leaders, mentors, and parents support these initiatives to build a stronger pipeline of female tech talent?

The tech landscape is changing rapidly, and with women representing 35% of STEM employees in the US today, we're making progress—but we have so much further to go. The pandemic showed us how fragile gains can be, with women's representation actually declining during those challenging years.

As we navigate 2025 and beyond, let's commit to creating more inclusive workplaces, supporting early education initiatives, developing robust mentorship programs, and advocating for equitable pay and promotion practices. The future of tech needs women's voices, perspectives, and leadership more than ever.

Join us next week as we continue our discussion with industry leaders who are breaking barriers and creating pathways for the next generation of women in tech. Until then, keep innovating, keep disrupting, and keep claiming your seat at the table.

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# Women in Business: Navigating the Tech Landscape in 2025

Welcome to another episode of Women in Business! I'm your host, and today we're diving into the challenges and opportunities for women in the tech industry during these economically turbulent times.

As I was reviewing the latest Women in Tech stats for 2025, I couldn't help but notice how the landscape continues to evolve. The pandemic and economic downturn hit women in tech particularly hard, with women facing twice the likelihood of being furloughed or laid off compared to their male counterparts.

Let's explore five critical discussion points that every woman in tech should be thinking about right now:

First, let's talk about job security. The tech sector has seen massive layoffs, with a staggering 69.2% of those laid off being women. Companies often cite women holding less seniority or being in "non-essential" roles during downsizing. This highlights the importance of positioning yourself in core business functions and developing skills that make you indispensable.

Second, work-life balance remains the number one challenge for women in tech, with 45% of women identifying this as their primary struggle. The pandemic blurred the lines between home and work, and many of us are still figuring out how to establish healthy boundaries while advancing our careers.

Third, the leadership gap persists. Only 8-9% of women hold senior roles like Chief Technology Officer or Chief Information Officer. For every 100 men promoted to managerial positions, only 87 women advance. This creates a shrinking pool of female candidates for executive roles, perpetuating the underrepresentation cycle.

Fourth, support systems are changing. The closure of Women Who Code, which served 360,000 members across 145 countries, raises concerns about resources for early-career women. Company-sponsored training and professional networks remain crucial, with 31% and 28% of women respectively rating these as most beneficial.

Finally, workplace culture continues to present obstacles. A survey by WomenTech Network found that 64% of women reported being interrupted in meetings, while 19% felt constrained by gender stereotypes. These microaggressions may seem minor individually but collectively undermine confidence and career progression.

Despite these challenges, I'm encouraged by the 75% of women who rate their current work environments as inclusive and supportive. We're making progress, even if it's slower than we'd like.

As we navigate this economic landscape, remember that your voice matters. Build your network, advocate for yourself, find mentors who champion your growth, and most importantly, support other women on their journeys too.

What strategies have you developed to thrive in tech during these uncertain times? Share your thoughts in the comments, and let's continue this important conversation together.

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This is your Women in Business podcast.

Welcome back to Women in Business. Today, I want to have a candid conversation about what it really takes for women to navigate the current economic landscape—especially in the ever-evolving world of tech.

Let’s get right into it: The tech industry is both a launchpad for innovation and a lightning rod for challenges, especially for women. Despite representing 35% of the STEM workforce in the US, women are still notably underrepresented in both technical and leadership roles. Crucially, as you climb higher, the gap widens—even at giants like Google, Meta, and Microsoft, women rarely land in the C-suite, and astonishingly, none of the Big Five tech firms have had a female CEO.

But what are the biggest hurdles—and where do we find opportunities for growth? Here are five key points driving today’s conversation:

First, let’s talk about pay and advancement. The wage gap is real—and persistent. On average, men in STEM out-earn women by approximately $15,000 annually. For Latina and Black women, the disparity is even more glaring. When it comes to promotions, for every 100 men who are moved up to manager, only 87 women and even fewer women of color get the same chance. This not only means fewer women in senior meetings—it means their voices shape fewer decisions.

Second, there is the challenge of venture capital. Women-led startups receive only about 2.3% of all VC funding. Many founders, like Reshma Saujani of Girls Who Code, emphasize how critical it is to have women investors at the table, as female VCs are twice as likely to fund women-led ventures. Yet, even with these connections, women can face additional scrutiny or assumptions of “preferential treatment,” making it even tougher to secure funding down the line.

Third, let’s address the shifting landscape of Diversity, Equity, and Inclusion initiatives. As companies tighten budgets or react to political pressures, many DEI programs are quietly cut. Last year, we saw the closure of Women Who Code, a nonprofit that supported hundreds of thousands of women globally. The loss of mentorship and community resources makes it harder, especially for early-career women, to find support and guidance.

Fourth, education and skills development are key. Despite growing enthusiasm for fields like AI, 63% of women in tech report lacking access to on-the-job training and reskilling opportunities. Upskilling, bootcamps, and company-sponsored learning need to be front and center if we want to close the skills and leadership gap for good.

Finally, workplace culture still matters. Microaggressions, invisible labor, and ongoing bias in hiring and retention all chip away at women’s confidence and ambition. Mentorship and sponsorship are proven to make a difference—companies with formal programs see double-digit gains in retention and promotion rates for women.

Here’s the message I want you to take away: Women in tech are resilient, resourceful, and relentless, despite the systemic hurdles. But real progress demands more than grit. It means allyship, investment in training, equal pay, visible role models, and future-focused policies that leave no one behind. Let’s keep pushing until every woman can claim her seat—at the table, in the boardroom, and at the helm of the next tech breakthrough.

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This is your Women in Business podcast.

Today, let’s dive into a topic that’s not just timely but vital: women navigating the current economic landscape, especially within the tech industry. This isn’t just about numbers or policies; it’s about stories, resilience, and the remarkable strides women continue to make despite towering challenges.

The tech industry, as we know, remains male-dominated. Women make up less than a third of the tech workforce globally, and leadership roles remain elusive—only 8 to 9% of top executive positions like CIO or CTO are held by women. These figures can feel discouraging, but they also highlight the immense opportunity for change. Women leaders like Emma Seymour, CFO of Deputy, are blazing trails by creating purpose-driven workplaces where diverse voices thrive. Her leadership team is 80% women—a vivid reminder that when given the space to succeed, women redefine what’s possible in tech.

Of course, we can’t talk about tech without addressing the backlash against Diversity, Equity, and Inclusion (DEI) programs. Over the past year, major corporations have scaled back or watered down their DEI initiatives. Women are often among the first to feel the impact. Take the case of Women Who Code, a global nonprofit supporting 360,000 women, which had to shut its doors due to funding cuts. Yet, this isn’t stopping women from forging new networks and finding innovative ways to mentor and empower the next generation. It’s about rebuilding, restructuring, and refusing to step backward.

Another pressing challenge is the gender pay gap. Men in tech earn roughly $15,000 more annually than women, with the disparity even starker for Black and Latina women. This wage gap is more than just a financial issue; it’s a hurdle that affects career progression, especially when layoffs disproportionately hit women. Yet, many women are tackling this inequity head-on by advocating for transparent pay practices and pushing companies to adopt policies like the EU Pay Transparency Directive. They are changing the conversation from “What’s my worth?” to “What’s our collective value?”

Let’s not overlook the incredible role women play in innovation. In fields like AI, where women constitute only 22% of the workforce, their absence is not just a gender issue—it’s a missed opportunity for progress. Women like Kate Shaw at SnapLogic are challenging biases and ensuring tech reflects the world’s diversity. They remind us why inclusion isn’t just good ethics—it’s good business.

Finally, mentorship and visibility are critical. Programs like CyberFirst and the mentorship initiatives led by women like Simone Mink at Mendix are creating pipelines for future leaders. Women in tech are not just breaking ceilings; they’re propping open doors for those behind them.

The tech industry may still be navigating its inclusivity journey, but women are proving their resilience every step of the way. They are architects of the future, not just participants in the present. And that, my friends, is a story worth celebrating and amplifying.

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This is your Women in Business podcast.

Welcome back to *Women in Business*, where today, we’re diving into a topic that’s as critical as it is complex—women navigating the tech industry in today’s challenging economic landscape. Let’s not sugarcoat it: the tech world is evolving fast, but not always in ways that favor equality.

Let’s start with the elephant in the room—diversity and inclusion. Remember when Diversity, Equity, and Inclusion initiatives were all the rage? Now, many companies are quietly scaling back or rebranding these efforts. Take Women Who Code, for example, a global network known for empowering women in tech. Its closure last year due to lack of funding is a glaring reminder of how fragile these programs can be. And yet, diverse teams aren’t just a moral win—they’re a business win. Studies continually show that companies with women in leadership make better decisions and drive more innovation. The challenge is ensuring these programs get the funding and respect they deserve.

Now, let’s talk representation. Globally, women still make up less than a third of the tech industry workforce, with even fewer in leadership roles. In major companies like Google and Microsoft, women hold as little as 26-34% of the workforce, and those numbers plummet at higher levels. Even so, progress is happening. In the U.S., for instance, the number of female CFOs is soaring, and women in CTO roles have jumped 12 percentage points in just a year. These gains, though incremental, prove that persistence pays off.

Next, we have education. Women still earn disproportionately fewer degrees in STEM fields, especially in areas like computer science and engineering. This starts early—gender stereotypes in education discourage girls from tech—and culminates in systemic barriers throughout their careers. This isn’t just a missed opportunity for women; it’s a loss for the entire industry. Imagine the innovations we’re forgoing by not tapping into half the population’s potential.

And let’s not forget the double-edged sword of technological advancement itself. AI and automation are reshaping the workforce, yet they come with risks. Gender biases in AI are already well-documented, thanks to flawed data and lack of diverse design teams. The irony isn’t lost that a tool with the power to innovate can also perpetuate inequality. But here’s the flip side: women are increasingly eager to master AI, with programs like “Women TechEU” working to upskill and close the gap.

Finally, there’s a broader cultural shift at play. Women in tech are pushing back against the so-called “return to traditional roles” movement. They’re launching startups, mentoring peers, and creating communities where formal structures fall short. Resilience is the new currency, and women are cashing in.

So here’s the challenge—and the opportunity. Whether it’s advocating for DEI programs, closing the education gap, tackling biases in AI, or amplifying each other’s voices, women in tech are proving they don’t just belong; they lead. It’s a tough road, but one paved with innovation, persistence, and, most importantly, hope.

Take a breath, ladies, because this isn’t just a moment; it’s a movement.

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This is your Women in Business podcast.

Welcome to Women in Business, where we explore the challenges and triumphs of female entrepreneurs in today's dynamic economic landscape. I'm your host, Sarah Johnson, and in today's episode, we're diving deep into the tech industry, where women are making waves and breaking barriers.

Let's start with the current state of women in tech. Despite progress, we're still seeing a significant gender gap. Did you know that women make up less than one-third of the global tech workforce? And when it comes to leadership positions, the numbers are even more stark. But here's the thing - we're not backing down. We're pushing forward, determined to claim our rightful place in this male-dominated field.

Now, let's talk about the power of mentorship and networking. I recently spoke with Maria Rodriguez, founder of TechWomen Connect, who emphasized the importance of building strong professional relationships. She said, "In an industry where women are often the minority, having a support system can make all the difference." Maria's organization has connected thousands of women in tech, providing invaluable guidance and opportunities.

But it's not just about getting our foot in the door - it's about thriving once we're there. That brings me to our third point: the importance of continuous learning and upskilling. The tech industry is constantly evolving, and to stay competitive, we need to evolve with it. Emily Chen, a software engineer at Google, told me, "I dedicate at least five hours a week to learning new programming languages and staying up-to-date with the latest tech trends. It's not always easy, but it's necessary."

Now, let's address the elephant in the room - the gender pay gap. According to recent data, women in tech earn about 83 cents for every dollar earned by their male counterparts. It's a frustrating reality, but there are ways to combat it. Negotiation skills are crucial. I spoke with Samantha Lee, a salary negotiation coach, who said, "Women often undervalue themselves in the workplace. I teach my clients to research industry standards, highlight their achievements, and confidently ask for what they're worth."

Lastly, let's talk about the importance of visibility and representation. We need to see more women in leadership roles, speaking at tech conferences, and featured in industry publications. It's not just about recognition - it's about inspiring the next generation of women in tech. Priya Patel, CEO of a successful AI startup, told me, "Every time I speak at a conference or give an interview, I think about the young girls who might be watching. I want them to see that they belong in this industry too."

As we navigate this ever-changing economic landscape, it's clear that women in tech face unique challenges. But we're resilient, we're innovative, and we're determined to succeed. By fostering mentorship, continuously learning, advocating for fair pay, and increasing our visibility, we're not just surviving in the tech industry - we're thriving.

Remember, your voice matters, your skills are valuable, and your presence in the tech industry is essential. Keep pushing forward, keep breaking barriers, and keep inspiring others. Together, we're shaping the future of technology and business. This is Sarah Johnson, signing off for Women in Business. Until next time, keep dreaming big and coding bigger.

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