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  • Cracking the Code: Women Pioneering the Future of Tech

    Cracking the Code: Women Pioneering the Future of Tech
    2025/07/16
    This is your Women in Business podcast.

    Welcome to Women in Business, the podcast that amplifies the voices and stories of trailblazing women in the global economy. Today's episode shines a light on women navigating the current economic landscape in the booming but still notoriously challenging tech industry.

    Let’s get right to the core: Women have made impressive strides, but the numbers show that, even in 2025, real disparities persist. According to the WomenTech Network, women now hold about 35% of tech jobs in the U.S., a leap up from barely 9% in the early 2000s. Yet, walk into tech giants like Amazon, Facebook, Apple, Google, or Microsoft, and you’ll quickly spot the imbalance—female representation is still just between 33% and 45% in these companies, and even lower in technical roles and upper management. This creates a persistent gap at the top, with only around 17% of tech companies having a woman CEO and just 8% boasting a woman CTO.

    The discussion today pivots on five crucial points women face as they aim not only to thrive, but to take the lead in tech. First, the issue of representation. While overall numbers are trending up, women remain underrepresented in key technical and leadership roles. The National Science Foundation reports less than a quarter of computer science and engineering degrees go to women—just 21.3% and 22% respectively—which means the pipeline into tech remains a trickle, especially for women of color.

    Second, the promotion gap is striking. For every 100 men promoted to manager, just 87 women—and only 82 women of color—move up. That bottleneck early on means there are fewer women even in the running for senior positions. Anna Radulovski, founder of WomenTech Network, puts it bluntly: there’s still twice as much work and less recognition, leaving many capable women struggling to catch up.

    Next, the workplace culture and retention crisis. Half of all women who join tech leave by age 35. Persistent gender bias, limited access to mentorship and networking, and lack of transparency in promotions all play a role. According to the latest Barriers to Leadership Report by WomenTech Network, a staggering 72% of women have experienced gender bias affecting promotions, and 58% say they don’t have the same networking access as men.

    Our fourth discussion pivots to the power of location and community. Research from CoworkingCafe highlights that women in tech are thriving in places like Lexington Park, Maryland, and Columbia, South Carolina, both offering industry-leading female representation, robust job growth, and competitive salaries. Move beyond the traditional big-city tech scene, and suddenly opportunity looks a lot brighter.

    Finally, let’s talk empowerment in action. Stories of women supporting women are making a difference. Surrounding yourself with allies who will advocate for you, as the WomenTech Network suggests, can be game-changing. Books like Anna Radulovski’s upcoming Chief in Tech compile strategies and real-world wisdom from over 50 tech executives to guide women through the labyrinth—and, crucially, to bring actionable roadmaps to both women and the organizations that support them.

    Thanks for tuning in to Women in Business, where we keep the spotlight on the women forging new paths in tech. Don’t forget to subscribe for more inspiring stories and actionable insights. This has been a Quiet Please production, for more check out quietplease dot ai.

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    4 分
  • Navigating the Tech Landscape: Empowering Women, Advancing Careers

    Navigating the Tech Landscape: Empowering Women, Advancing Careers
    2025/07/14
    This is your Women in Business podcast.

    Welcome to Women in Business, the podcast where we spotlight trailblazing women shaping the future of work. Today, I want to dive straight into the real issues and opportunities facing women navigating the ever-evolving tech industry in today’s economic landscape.

    Right now, women comprise about 35 percent of the U.S. tech workforce, which is a notable jump from just 9 percent in the early 2000s. While that sounds like progress, the reality on the ground is more complex. At tech giants like Amazon, Google, Microsoft, and Apple, women are still in the minority, especially in leadership roles. For example, only about 29 percent of leadership positions at Amazon are held by women, with even lower representation at other major firms. The percentage drops further in technical roles, where women occupy less than a quarter of the positions.

    The numbers tell us something crucial: although we’re seeing more women enter the pipeline, that pipeline narrows sharply as you advance toward executive ranks. According to research from the WomenTech Network, women face persistent gender bias, limited access to mentorship, and a serious lack of transparency around promotions. Seventy-two percent of women in tech report gender bias affecting their promotion prospects, and more than half have dealt with discrimination or harassment that hindered their career progression.

    All of this is happening at a time of major economic flux. Layoffs have swept through the tech sector, and research shows they have disproportionately affected women. The pandemic highlighted the benefits of remote work—an advantage for many women balancing work and family—but it also brought significant burnout and even a decline in women’s participation in tech for a time.

    Let’s talk about pay and opportunity. There are bright spots: cities like San Jose offer record earnings for women in tech, but it’s emerging metros such as Columbia, South Carolina, and Little Rock, Arkansas that are seeing some of the fastest wage growth and increased representation. This tells us that opportunity is no longer confined to Silicon Valley or the big coastal hubs. Women looking to launch or advance their tech careers have more options than ever, if they know where to look.

    One of the most powerful tools at our disposal is community. Studies emphasize the importance of mentorship and having a network of women who will mention your name in rooms full of opportunity. It’s more than career advice—it’s career lifeblood. Yet, 58 percent of women in tech say they don’t have equal access to the networking that their male colleagues enjoy. That’s a gap we need to close, and it starts with intentional, inclusive networking and sponsorship.

    So, as we look to the future, let’s focus on five essential discussion points: how women can leverage new remote and hybrid work models, strategies to overcome persistent biases and lack of transparency in promotions, navigating layoffs and economic volatility, capitalizing on new hotspots for tech careers beyond traditional cities, and finally, building networks that empower and elevate women at every level.

    Thank you for tuning in to Women in Business. Don’t forget to 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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    3 分
  • Tech's Uneven Landscape: Navigating the Future for Women in STEM

    Tech's Uneven Landscape: Navigating the Future for Women in STEM
    2025/07/13
    This is your Women in Business podcast.

    Welcome to Women in Business, where we dive deep into the stories, strategies, and statistics shaping today's landscape for women trailblazers. Today, I’m tackling a topic that’s both urgent and inspiring—how women are navigating the economic landscape in the tech industry right now.

    It’s 2025, and according to the Women in Tech Network, women now make up 35 percent of employees in STEM fields across the US. That’s a meaningful jump from a decade ago, but we’re still a long way from real parity. Major players like Amazon, Apple, Google, and Microsoft are reporting between 33 and 45 percent female workforce participation, but across the board, less than one third of tech jobs are filled by women. And if we focus on key technical roles—think software developers or data scientists—the numbers drop even further, with just over 20 percent of software developer roles held by women. So, why does it matter? Because tech is shaping every aspect of the economy, and women deserve a seat at every table where decisions are made.

    Our first discussion point is leadership. Despite the steady progress, the glass ceiling in tech is stubbornly thick. In 2025, only about a quarter of tech leadership roles are filled by women, and when you look at CEO or CTO positions, that drops even lower. Less than one in five tech companies have a woman at the helm, which means young women in the field have fewer role models and champions at the very top. According to the WomenTech Network, the path to promotion is still riddled with disparities—every 100 men promoted to manager, only 87 women, and just 82 women of color, get the nod. This creates a trickle-up problem for representation in higher leadership, so closing that gap is critical.

    Shifting to our second point, mentorship and networking. Access to mentors and strong networks is one of the most cited barriers for women aiming higher in tech. The Women in Tech: Barriers to Leadership Survey revealed that 58 percent of women reported they don’t have the same access to networking as their male peers. Mentorship, as shown by programs like ADVANCE and STEM Like A Girl, can change career trajectories. When women support each other, whether through formal programs or simply mentioning each other's names in rooms of opportunity, doors open.

    For our third discussion, we can’t ignore the impact of recent economic headwinds—think layoffs, hiring freezes, and remote work shifts. Events like the COVID-19 pandemic hit women in tech especially hard. Women experienced higher burnout and, for a period, even saw their representation in tech drop. But on the other hand, remote work has created new opportunities for flexibility, which is critical for women balancing career and family. Companies that keep flexible work policies post-pandemic are more likely to attract and retain top female talent.

    Geography is our fourth point. The best places for women in tech are no longer limited to Silicon Valley. According to CoworkingCafe, metros in the American South, like Little Rock and Columbia, South Carolina, are emerging as leaders in wage growth and representation, sometimes outpacing longstanding tech giants. This means the landscape is evolving, and opportunity might be closer than you think.

    And finally, let’s talk about the future pipeline. Early education and exposure make all the difference. The National Center for Women & Information Technology points out that encouraging girls to explore tech from an early age can set them on a path toward high-growth careers. Programs that build confidence and spark curiosity are investing directly in tomorrow’s women tech leaders.

    Thanks for tuning in to Women in Business. Don’t forget to subscribe for more conversations and stories that empower and inspire. This has been a Quiet Please production, for more check out quietplease dot ai.

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    4 分
  • Cracking the Code: Women Reboot Tech in 2025

    Cracking the Code: Women Reboot Tech in 2025
    2025/07/12
    This is your Women in Business podcast.

    Welcome to Women in Business. Today, we’re tackling how women are navigating the ever-shifting economic landscape, with a laser focus on the tech industry. It’s 2025, and women are writing their own stories in tech, but the journey remains far from smooth. Let’s dive deep and get real about where women stand, the challenges faced, and the bright opportunities on the horizon.

    Across the United States, women now hold about 35 percent of jobs in science, technology, engineering, and math. That’s a leap from just 9 percent in the early 2000s, but when you look at major companies like Amazon, Apple, Google, and Microsoft, the numbers vary—Amazon leads with 45 percent female employees, while others like Microsoft hover around 33 percent. And it’s not just about getting in the door; leadership is another hurdle entirely. At Google, for instance, only about 28 percent of leadership roles are held by women, and across the industry, women rarely make up more than a quarter of technical positions.

    One reason for this lag is the persistent gap in STEM education. According to the National Science Foundation, only about 21 percent of computer science degrees go to women, and the numbers are even lower for women of color. These educational disparities feed directly into the workforce, making it harder for women to catch up when it comes to promotions and leadership roles—imagine, for every 100 men promoted to manager, only 87 women overall get the same opportunity, and the gap widens for women of color.

    But that’s not the whole story. Women in tech also face internal challenges like imposter syndrome, affecting as many as 85 percent, according to Women in Tech Network’s Barriers to Leadership Survey. Add to that a lack of transparent promotion processes and limited access to crucial networking opportunities, and it’s easy to see why the glass ceiling still feels unbreakable for many talented women. In fact, 72 percent report experiencing gender bias affecting their leadership chances, while 56 percent have faced discrimination or harassment holding them back.

    Yet, even with these obstacles, women are chipping away at the old boys’ club that is the tech industry. Newer tech hubs like Little Rock, Arkansas, and Columbia, South Carolina, are making real strides, sometimes outpacing even Silicon Valley in wage growth and representation. These shifting dynamics show how location, company culture, and community support can make all the difference for women aiming high in tech.

    So, for this episode, here are five powerful points to fuel our discussion. First, progress and pitfalls in workforce representation—where women are showing up, and where the doors remain closed. Second, the STEM education gap and how early exposure sets the tone for future leadership. Third, internal and external challenges unique to women, from imposter syndrome to systemic bias. Fourth, the emerging hotspots and game-changing cities that empower women to lead in tech. And finally, we’ll explore the unique value women bring to tech and how mentorship, community, and policy changes can be the rocket fuel for true gender equity.

    Thanks for tuning in to Women in Business. Subscribe now to stay inspired, stay informed, and be part of the movement. This has been a quiet please production, for more check out quiet please dot ai.

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    3 分
  • Breaking Silicon Ceilings: The Uneven Terrain of Women in Tech

    Breaking Silicon Ceilings: The Uneven Terrain of Women in Tech
    2025/07/11
    This is your Women in Business podcast.

    Welcome back to Women in Business. Today, we’re diving straight into the heart of how women are navigating the tech industry in this rapidly shifting economic landscape. Let’s be honest: for all the talk of progress, the numbers still tell a challenging story—yet also one of growing opportunity and determination.

    Picture this: according to the Women in Tech Network, women now represent about 35 percent of STEM employees in the U.S., a rise from just 9 percent in the early 2000s. But when you zoom in, you’ll find less than a third of digital sector roles are actually filled by women. Roles like software development and cybersecurity are still overwhelmingly male-dominated—just 21 percent of U.S. software developers and 20 percent of cybersecurity professionals are women. Even in leadership, women hold only about 24 percent of tech leadership roles, and a mere 17 percent of tech companies have a woman CEO. Underrepresentation is still a reality—from Silicon Valley giants like Google and Apple, to startups in Little Rock and Columbia.

    So, how are women navigating this uneven terrain? First, let’s talk about access and representation. Cities like San Jose may lead in earnings, but emerging metros in the South now offer faster wage growth and increased gender diversity. Companies and startups are starting to take notice. Mentorship programs, networking groups, and early education initiatives are expanding—the goal is to spark girls’ interest in tech early, and keep them engaged throughout school and into their careers.

    But persistent barriers remain—gender bias, limited networking access, and a lack of transparency in promotions keep showing up in industry surveys. According to WomenTech Network’s Barriers to Leadership Report, 72 percent of women have experienced gender bias impacting their chances at leadership; more than half report discrimination or harassment slowing their career progression. And the impact of these challenges goes deep: 85 percent of women in tech reported experiencing imposter syndrome or self-doubt.

    Then there’s the economic climate. The last few years brought massive changes: tech layoffs, shifting venture capital trends, and the normalization of remote work. These dynamics hit women disproportionately hard. During the pandemic, many women reported higher rates of burnout; we also saw a brief decline in the number of women in tech. But now, as the sector rebounds, opportunities for remote and flexible work have opened doors for some, though balancing work and life responsibilities remains a hurdle—67 percent of women say work-life balance policies can actually negatively impact their prospects for advancement.

    Amidst these shifts, empowerment comes from community and visibility. Women who rise to leadership are reaching back to mentor others and push for change. Advocacy matters. The story of women in tech is no longer just about the challenges—it’s about resilience, innovation, and rewriting the narrative.

    I want to leave you with five discussion points that we’ll explore further: First, the persistent gender gap and what’s driving progress. Second, how cities and companies are changing their approaches to support women. Third, the critical role of mentorship and early education. Fourth, the unique career challenges women face in times of economic uncertainty. And last, actionable strategies for breaking barriers—from visibility to transparency and inclusive leadership.

    Thank you for tuning in to Women in Business. If you found today’s conversation empowering, please subscribe and share your thoughts—we want to hear your story. 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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    4 分
  • Tech's Uneven Terrain: Navigating Gender Gaps and Emerging Hotspots

    Tech's Uneven Terrain: Navigating Gender Gaps and Emerging Hotspots
    2025/07/09
    This is your Women in Business podcast.

    Welcome to Women in Business. Today, we’re tackling a topic vital to our future: how women are navigating the current economic landscape in the tech industry.

    Let’s get right into it. In 2025, women make up just about 35 percent of the U.S. tech workforce—a big leap from the early 2000s, when the figure stood at only 9 percent, but still far from parity. At major tech companies like Amazon, women represent 45 percent of the workforce, but just 33 percent at companies like Google and Microsoft. Leadership tells a similar story: women hold only 28 to 34 percent of executive positions at these tech giants. The numbers drop to just 8 percent for chief technology officers, and only 17 percent of tech companies have women CEOs. That means when you look at the very top, women remain a minority voice.

    Why does this gap persist? One of the biggest reasons is the pipeline issue—too few women pursue computer science or engineering degrees. Only 21 percent of recent computer and information science bachelor’s graduates are women. But the challenge goes beyond college. A survey by WomenTech Network found that 72 percent of women experienced gender bias impacting their promotion or leadership opportunities, while 58 percent said they don’t have equal access to networking or mentorship. If you’ve ever felt imposter syndrome, you’re not alone—85 percent of women surveyed reported struggling with self-doubt at some point in their careers.

    But even with these hurdles, women in tech are making remarkable advances. Cities across the U.S., from Little Rock to Columbia, are now emerging as hotbeds for women in tech, offering competitive salaries and greater gender diversity. In places like San Jose, not only are the salaries record-high, but the momentum for women’s representation in tech is finally picking up. Flexible work and remote options, which became common during the pandemic, have also opened new doors—though they bring new challenges, like burnout and balancing home responsibilities.

    Speaking of balance, work-life policies are a double-edged sword for women in tech. While remote work unlocks flexibility, 67 percent of women say these same policies can hinder their path to leadership. Why? Because organizational culture often lags behind the policies themselves, making it tough for women to get the sponsorship and recognition needed to break the glass ceiling.

    Before we close, let’s get practical. If you’re a woman in tech or aiming to get there, seek out allies and surround yourself with advocates—those who’ll mention your name in a room full of opportunity. Remember, the battle for equity isn’t just about numbers, but about breaking down persistent barriers, building networks, and lifting each other up as we go.

    Thanks for tuning in to Women in Business. Don’t forget 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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    3 分
  • Shattering Tech's Glass Ceiling: Your Roadmap to Rise and Thrive

    Shattering Tech's Glass Ceiling: Your Roadmap to Rise and Thrive
    2025/07/07
    This is your Women in Business podcast.

    Welcome to Women in Business. Today, let’s get right to it: navigating the tech industry as a woman in the current economic landscape is both a challenge and a call to action. While the overall labor force worldwide is about 42% female, women hold just 26 to 28% of tech roles globally. In the U.S., that share is about 35%, and women remain a minority in major companies like Apple, Microsoft, and Google. Even among the giants, such as Amazon and Facebook, female representation rarely crosses the 45% mark. Despite ongoing diversity efforts, progress is slow, and many still feel the weight of being underrepresented in a field that drives much of the world’s innovation.

    Yet, the tech industry isn’t standing still, and neither are women. In places like Columbia, South Carolina and Little Rock, Arkansas, we’re seeing real growth, both in job opportunities and in women’s earnings. Lexington Park, Maryland, now features an impressive 41% female representation in local tech roles with female tech salaries surging by 167%. These numbers highlight that the regional landscape matters; women looking to break into, or rise within, tech can benefit from considering these emerging hubs that are rapidly improving gender diversity and pay equity.

    But let’s talk advancement. Women are still significantly underrepresented in leadership and technical positions. According to the WomenTech Network survey, 72% of women have experienced gender bias affecting their advancement, and 70% believe the path to promotion lacks transparency. Only about 17% of tech companies feature a woman as CEO, and just 8% at the chief technology officer level. This glass ceiling isn’t just about statistics. It’s deeply personal—more than half of respondents reported facing discrimination or harassment that hindered their careers, and a staggering 85% have struggled with imposter syndrome or self-doubt. That’s not just a barrier; it’s a mountain.

    Access to mentorship and networking remains a decisive factor. Women report much less access to these professional lifelines than men, which impacts everything from visibility to stretch assignments. According to advice from the WomenTech Network, it’s essential to surround yourself with peers willing to advocate for you, to mention your name in rooms full of opportunity. Building professional networks is not optional anymore—it’s strategic survival.

    Finally, work-life balance continues to shape women’s trajectories. While remote work provides flexibility, it also brings new pressures and, for many, burnout. More than two-thirds of women surveyed say work-life policies inadvertently hold back their leadership prospects. If companies want to encourage a truly diverse pipeline, this is an area demanding real innovation.

    If you’re listening and you’re in tech—or want to be—here are five questions we should all be thinking about: What structural barriers are still holding women back, and how can they be dismantled? How do regional trends and opportunities impact women’s career paths in tech? What can women do to build stronger networks and mentorship circles right now? How should companies make promotion and leadership tracks more transparent and accessible? And finally, how can we rewrite what healthy work-life balance looks like for women aiming at leadership?

    Thank you for tuning in to Women in Business, and don’t forget 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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    3 分
  • Decoding the Tech Landscape: Women Navigating Challenges and Change

    Decoding the Tech Landscape: Women Navigating Challenges and Change
    2025/07/06
    This is your Women in Business podcast.

    Welcome to Women in Business. Today, we're diving straight into the world of tech, where women are not only making waves but also rewriting the rules, even as economic headwinds persist. When you think of influential women in tech, names like Reshma Saujani, founder of Girls Who Code, and Kimberly Bryant, who launched Black Girls CODE, immediately come to mind. But beyond these visionaries, there are hundreds of thousands of women working every day in the tech industry, navigating both opportunity and challenge in equal measure.

    Here’s where we stand: according to the latest CompTIA State of Tech Workforce report, women now hold nearly 27% of all tech occupations in the United States, with about 343,889 women working as software developers—the largest number of women in any single tech job. Yet, women make up only about 21% of software developers nationally. When it comes to other roles, like systems analysts and engineers, the numbers are better—around 39% of professionals in these roles are women. And in fields like data science and web design, women approach nearly half the workforce. Still, progress is slow, and the tech sector remains largely male-dominated.

    As we explore how women are navigating today’s economic landscape, consider these discussion points. First, let’s talk about representation and pay equity. While cities like San Jose and Little Rock are making progress, offering competitive salaries and fast wage growth for women in tech, the national picture reveals ongoing gaps in both pay and advancement. The question is: how do we continue to narrow these divides?

    Next, there’s the remote work revolution. The pandemic opened the doors for flexible work arrangements, but women in tech are still more likely to face challenges balancing career progression with caregiving responsibilities at home. What can companies and leaders do to create workplaces where women don’t have to choose between ambition and family?

    Third, let’s address mentorship and leadership. Even as more women enter tech, fewer make it to senior leadership or executive positions. Mentorship, sponsorship, and intentional professional development are critical. How can organizations ensure women have access to the networks and resources that drive careers forward?

    Then, there’s innovation and entrepreneurship. Women are increasingly founding startups—especially in health tech, fintech, and e-commerce—but still face greater hurdles in securing funding compared to their male counterparts. What strategies are working for women entrepreneurs, and how can the funding ecosystem become more inclusive?

    Finally, we have to discuss inclusive culture and intersectionality. Women of color, LGBTQ+ women, and those from other marginalized backgrounds experience the tech industry differently. Creating an environment where every woman can thrive means tackling not just gender, but the full spectrum of diversity.

    Listeners, the landscape is shifting, but we need to keep pushing. If you’re a woman in tech, considering a career switch, or leading a company looking to do better—your actions matter. Let’s continue to break down barriers together. Thank you for tuning in, and don’t forget to subscribe so you never miss a conversation that empowers. This has been a quiet please production, for more check out quiet please dot ai.

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    3 分