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Women in Business

Women in Business

著者： Quiet. Please
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 This is your Women in Business podcast.

"Women in Business" is a compelling podcast dedicated to exploring the unique challenges and triumphs of women entrepreneurs and professionals. Tune in for inspiring stories, expert insights, and actionable advice designed to empower women in the business world, with a special focus on the tech industry.

1. Addressing Gender Disparities: How women in tech are overcoming barriers and achieving success in a traditionally male-dominated industry.

2. The Role of Mentorship: Examining the impact of mentorship and networking opportunities on advancing women’s careers in tech.

3. Balancing Innovation and Inclusion: Strategies for fostering inclusive work environments that encourage female innovation and leadership.

4. Navigating Economic Challenges: Insights into how women tech leaders are adapting to economic shifts and emerging stronger.

5. Future Trends: Exploring the future of women in tech and how current economic trends may shape opportunities and challenges.

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  • Trailblazing the Tech Terrain: Empowering Women's Ascent

    Trailblazing the Tech Terrain: Empowering Women's Ascent
    2025/07/25
    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.

    For more http://www.quietplease.ai


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  • Tech's Tipping Point: Women Redefining the Industry from Within

    Tech's Tipping Point: Women Redefining the Industry from Within
    2025/07/23
    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.

    For more http://www.quietplease.ai


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  • Cracking the Code: Women Navigating the Gender Gap in Tech

    Cracking the Code: Women Navigating the Gender Gap in Tech
    2025/07/21
    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.

    For more http://www.quietplease.ai


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    3 分

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