How to shift perceptions of women-led businesses

Important work by Amy Diehl, PhD and Leanne Dzubinski PhD on why women are often wrongly assumed to be in a supportive rather than leadership role and how folx of all genders can help minimize the harm done when women leaders are assumed to be in supporting roles. "Role incredulity" is a form of bias where women are mistakenly assumed to be secretaries, nurses, teaching assistants, administrative assistants, etc. instead of leaders, doctors, professors, etc. When role incredulity occurs, women must spend extra time and energy to assert their role and often to prove themselves. Drs. Diehl and Dzubinski share a number of easy-to-implement strategies that help reduce role incredulity: ✅ Making name and title introductions standard in all settings in which individuals may not know each other well. ✅ Using auto-generated signatures in company email systems that include names, position titles, and credentials. ✅ Announcing promotions over companywide email and introducing those who are promoted with their new titles in all meetings for a set period of time. ✅ Instituting a culture where everyone wears a name tag or ID badge that includes position titles. ✅ Adding position titles to the name display on web conferencing platforms, and issuing nameplates with position titles for desks and door labels in physical offices. ✅ Using images of people — of all races and genders — in various positions in promotional materials, and make sure your company is living into these representations in its promotion and hiring practices. I have lost count of the number of times I've experienced role incredulity- from my time as a faculty member to the many leadership roles I've held. Fortunately, I've also lost count of the times folx of a wide variety of gender identities have intervened, "Actually, Brandy is leading this project." "Dr. Simula is actually the lead instructor for the course, not a teaching assistant." I've also been fortunate to have fantastic mentoring around how to introduce myself in ways that both feel authentic and comfortable for me and help circumvent role incredulity bias. Grateful to all the researchers and advocates working to identify and minimize bias, the many mentors and allies who have made a significant difference for me personally, and eager to create a world in which all humans can show up and do the work without jumping through all manner of hoops before we can even get to the work. #WomenLeaders #WomensLeadership #WomenInLeadership #WomenAtWork #GenderEquality -- As always, thoughts and views are my own and do not represent those of my current employer.

You have fought hard to get where you are, but what’s the point if you don’t reach back and help the next woman up?    Here’s how we make real moves:    1. Normalize the Referral  When a position opens up, don’t just think of who’s “qualified” based on the usual standards. Think of who’s deserving but overlooked. Pass their name along. Speak about their qualifications in rooms they don’t have access to yet. Sponsorship > Mentorship.    2. Make the Introduction  A warm intro can be life-changing. If you know someone who can help another woman get ahead whether it’s a recruiter, a hiring manager, or a decision-maker—connect them. No gatekeeping.    3. Advocate in Meetings  When another woman’s ideas are overlooked or dismissed, circle back and reinforce them. If she’s not in the room, bring her name up. Be the voice that makes sure she’s heard even when she’s not present.    4. Share the Playbook  Share salary ranges, negotiation strategies, corporate politics, and the unspoken rules. Knowledge is power—let’s not hoard it.    5. Make Space for Authenticity  Women are often expected to shrink themselves to fit into corporate culture. Let’s encourage each other to bring our full selves to work. No more dimming our light or code-switching for survival. You belong exactly as you are.    6. Support Female-Owned Businesses  From corporate gifting to vendor partnerships, champion women-led businesses. Advocate for them to be included in supply chains, contracts, and procurement opportunities. Economic empowerment is a game-changer.    7. Mentor with Action, Not Just Words  Advice is great, but real mentorship includes action. Help with résumé reviews, mock interviews, and strategic career moves. Sometimes, we don’t need another pep talk we need a co-sign.  Do more than celebrate.  Execute.     The doors we walk through should never close behind us.     We are the blueprint, and we are the change.     #WomensHistoryMonth #WomenInCorporate #SponsorshipOverMentorship #LiftAsYouClimb #NoGatekeeping #WomensLeadership #WomenInBusiness #ThePathRedefined

Hear me out. I’ve witnessed dismissive comments and gendered biases undermining women leaders. Unfortunately, rigid gender roles continue to limit women’s opportunities to lead without facing criticism. Even in the most inclusive workplaces. Women leaders continue to be second-guessed, judged more harshly, and held to unfair standards. This doesn’t just harm individual careers—it weakens the entire organization’s ability to innovate, adapt, and grow. Here’s how senior executives can reshape workplace culture to ensure that every leader, regardless of gender, is valued and empowered: 1. Challenge sexist language and behaviors to ensure respect and inclusion at every level of the organization. 2. Implement leadership training programs that focus on eliminating unconscious bias and promoting equality. 3. Foster open conversations about workplace culture to ensure all employees feel heard and supported. 4. Revise organizational policies to promote diversity, equity, and inclusion, ensuring gender is never a barrier to leadership. 5. Support women in leadership roles, giving them the same opportunities and respect as their male counterparts. Let’s create an environment where leaders are judged by their abilities, not outdated gender norms.

Women know it all, they just aren’t given enough chances! We love talking about “empowering women entrepreneurs,” but if we're being honest, most of it is just a saying. Behind every woman trying to build something are invisible barriers that men rarely ever have to climb. Only 2% of venture capital went to female founders in 2017 and that number hasn't changed much in years. That’s not just a funding issue but a mindset issue. If we genuinely want more women-led businesses, here’s what we need to do: → We need more funds that prioritize women-led businesses, not as a CSR model but as smart investments. Better loan terms, inclusive crowdfunding platforms and gender-aware grant systems can make a real difference. → So much of business happens in rooms women aren't invited into. We need to build ecosystems where women can connect with mentors, advisors and investors who see potential, not gender. → It's about putting women in positions where they lead like on boards, in CXO roles and as decision-makers. Representation matters, but power matters even more. This isn’t just about equality but economic growth. Women-led startups have proven to be more capital-efficient, more socially conscious and often more profitable. So why wouldn’t we want more of them? What do you think it will take to back women entrepreneurs not just in words, but in action? #womenentrepreneur #creatoreconomy

Talk is cheap —  and so is funding for female-led startups. With female founders still receiving less than 2% of VC funding, it’s time for some honest conversation about what’s really happening in these rooms — and more importantly, how to flip the script. Your pitch isn't just about numbers – it's your story. Make it impossible to ignore. While male founders often sell the dream, we need to sell the reality. So let's use that to our advantage. Document everything: your wins, your metrics, your market insights. Build an undeniable case. Know your worth (then add tax). The market might be tight, but that doesn't mean you should undersell your vision. Network differently. Yes, the traditional VC world can feel like an old boys' club. But there's a growing ecosystem of female-led funds and angel groups actively looking to back women founders. Find them. Connect with them. Support them. Here's what's working right now: • Focus on revenue and unit economics – investors are scrutinizing these more than ever • Build relationships before you need funding – warm intros still win • Consider alternative funding sources like revenue-based financing or strategic partnerships • Join female founder communities like Good For Her with Julia Austin or Female Founders Fund with Anu Duggal  – the insights and connections are invaluable The path might be steeper for us, but that's never stopped us from climbing. What strategies are working for you in this market? Let’s swap notes. 👇 #FemaleFounder #VentureCapital #VC #FounderAdvice 

Have you ever felt like you're playing a different game than your male counterparts in the business world? I recently came across a Harvard Business Review (it's a little older, but still relevant) article that shook me to my core. It revealed that venture capitalists ask male and female entrepreneurs dramatically different questions - and it's costing women millions in funding. The study found that VCs tend to ask men about potential gains, while women face questions about potential losses. This subtle bias led to male-led startups raising five times more funding than female-led ones. FIVE TIMES! As a female founder, this hit close to home. How many times have we been on the defensive, justifying our ideas instead of showcasing their potential? But here's the empowering part: We can change the narrative. The study showed that entrepreneurs who reframed prevention-oriented questions with promotion-oriented answers raised significantly more funds. We have the power to steer the conversation towards our vision and growth potential. This isn't about changing who we are. It's about understanding the game and playing it smartly. It's about recognizing these subtle biases and not letting them define our worth or our businesses. So, fellow female founders and supporters, let's arm ourselves with this knowledge.  Let's practice reframing those tough questions.  Let's confidently showcase the potential of our ideas, not just their safety. Remember, we're not just building businesses.  We're changing the landscape for every woman who comes after us. What's your experience with pitching to investors?  Have you noticed a difference in how you're questioned compared to male counterparts? Share your stories below - let's learn from each other and lift each other up. These ladies are such supporters of female founders, and I love what they do! If you aren't following them, please do! Jennie Blumenthal Cindy Gallop Erin Gallagher Kinga Vajda Ellinor Otter #FemaleFounders #WomenInBusiness #VCFunding https://lnkd.in/eUfWcBVE

“The people who write the checks have the greatest #power to make change. Accordingly, #venturecapital firms and other investors need to be aware of the structural biases built into #funding decisions…. *They should seek to avoid the affinity #bias that spurs them to invest in people and products that are familiar to them. *They should also look for realistic projections in pitches. Most VC funds amass the bulk of their #returns from a tiny subset of deals. Generally, VC firms are willing to accept losing #money on the vast majority of their investments, as long as they hit one or two home runs. Mindful of this goal, VC investors search for what they perceive to be the boldest projections—the kind that men are more likely to pitch…. *They should look for #entrepreneurs who are grounding their #business plans in realistic projections. *It is critically important that they include women in investment decisions. The male-dominated #culture of many VC firms and institutional investors is well documented. Bringing more women into these organizations could mean more creative and unconventional problem solving and could help broaden the lens of potential investments…. The #investmentgap is real—and larger than we thought—but there are ways to help close it. By understanding the kinds of biases that put women at a disadvantage, VC firms and investors can make more objective funding decisions. #Accelerators can help in terms of #mentorship, resources, and #networking. And women #founders, while lobbying for long-term change, can operate intelligently within the current system. Eliminating the inherent unfairness in investment decisions will take time, but the measures we recommend represent a starting point—one that is long overdue…. Women entrepreneurs and investors should be aware of which VC firms are led by women or have a strong record of #investing in #women. Those firms should not be the only options, but they should be priorities.” All Excerpts and image below by Katie Abouzahr, M.D. Matt Krentz John Harthorne Frances Brooks Taplett in this 2018 👀 Boston Consulting Group (BCG) MassChallenge report: https://lnkd.in/eWbXFZKN #data #assetmanagement #leadership #talent #jobs #privateequity #entrepreneurship #innovation #strategy #communications #economy #diversity #equity #inclusion #intersectionality #markets #marketing #finance #banking #cultureofmoney