How to create structured opportunities for female talent

After the launch of Tech Sis, I heard the same question countless times from countless male friends, ecosystem partners, etc. -- "How can I help?" Well, after talking with many abundantly talented women in the fintech/VC/banking spaces, I have some thoughts! I present... 💜 Amplifying Female Voices in the Workplace: A Guide for Male Allies 💜 Creating an inclusive workplace means ensuring that everyone’s voices are heard—and that means allies have an important role to play in helping talented women gain visibility and access to growth opportunities. Here are some ways male allies can champion their female colleagues and move the needle on career equity: Speak Up for Women in Every Room: Support women’s contributions not just publicly but behind closed doors as well. If you’re in decision-making meetings, ask yourself, “Whose voice is missing?” and actively advocate for her input. Allyship is about supporting women where it counts, especially when they're not present. Recommend Women for High-Visibility Roles: When new projects or roles open up, look at the skills women around you bring to the table and put their names forward. Many women face barriers to promotion not due to skill gaps but because they haven’t had the chance to shine. Be the one who brings their name into the spotlight. ✨ Share the Stage, Literally and Figuratively: If you notice women getting interrupted or overlooked in discussions, use your position to bring the focus back to their insights. In meetings, invite their input and be a voice that redirects attention where it’s deserved. On panels or speaking engagements, advocate for gender diversity in lineups and let women lead the conversation whenever possible. 🚨 Sponsor, Don’t Just Mentor: 🚨 🚨 🚨 🚨 While mentorship is crucial, sponsorship—actively recommending women for critical career steps—has an even greater impact. Seek ways to sponsor women by vouching for their potential and championing their goals to others in your network. Women often progress faster when they have sponsors pushing them forward in tangible ways. 🚨 🚨 🚨 (Can you tell I really wanted to emphasize this one?) Celebrate Women’s Wins: Be the first to recognize and celebrate women’s successes. Acknowledging accomplishments in a genuine way amplifies their impact and keeps the momentum going for the next opportunity. Every small recognition strengthens a culture of mutual support. Every little step counts when it comes to fostering an inclusive environment. When we’re intentional about allyship, it doesn’t just support individual careers—it changes company culture and creates a stronger, more resilient workforce. We are here to help create spaces where women’s voices aren’t just heard but are truly valued and elevated! 💜 What did I miss? What advice can you offer me to continue to be a champion for my fellow women (and overlooked men) as well? #womeninfintech #womeninfinance #womeninVC

𝟯 𝗪𝗮𝘆𝘀 𝘁𝗼 𝗦𝘂𝗽𝗽𝗼𝗿𝘁 𝗪𝗼𝗺𝗲𝗻 𝗶𝗻 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗥𝗼𝗹𝗲𝘀 In honor of International Women's Day, here are 3 actionable ways to grow and encourage women in leadership roles. The stats speak volumes: • Only 30% of top leadership roles are held by women (LinkedIn data) • Just 10% of the Fortune 500 are led by women • For every woman promoted to director-level, two women at that level leave their company (McKinsey) After 20+ years on senior leadership teams and in boardrooms, here's what I've found works: 𝟭) 𝗖𝗿𝗲𝗮𝘁𝗲 𝗖𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀 Host internal networking events that bring together women aspiring to and in leadership from across departments. This builds community, breaks down silos, and fosters cross-functional collaboration—when people know each other, they want to help each other succeed. 𝟮) 𝗖𝗵𝗮𝗺𝗽𝗶𝗼𝗻 𝗙𝗲𝗺𝗮𝗹𝗲 𝗧𝗮𝗹𝗲𝗻𝘁 Talk up those rockstars when they aren't in the room. Highlight their results to decision-makers. Encourage them to apply for leadership roles and understand their hesitations—sometimes "I believe you can do it" is exactly what they need to hear. Support their professional development through conferences and industry events. 𝟯) 𝗜𝗻𝘃𝗲𝘀𝘁 𝗶𝗻 𝗖𝗮𝗿𝗲𝗲𝗿 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 In one-on-ones, discuss aspirations and provide actionable feedback on advancement. Help build tactical skill development plans and connect them with mentors who can guide their journey. What strategies have you found effective? Share in the comments. #WomenInLeadership #InternationalWomensDay #Leadership #IWD2025

"𝘽𝙧𝙚𝙖𝙠𝙞𝙣𝙜 𝙩𝙝𝙚 𝙜𝙡𝙖𝙨𝙨 𝙘𝙚𝙞𝙡𝙞𝙣𝙜" We talk about it for decades. Create programs. Launch initiatives. Yet women remain dramatically underrepresented in leadership worldwide.   Let me share what I learned studying 10,000 companies across ASX and NASDAQ:   𝗙𝗲𝘄𝗲𝗿 𝘁𝗵𝗮𝗻 𝟱% 𝗺𝗲𝘁 𝗯𝗮𝘀𝗶𝗰 𝗴𝗲𝗻𝗱𝗲𝗿 𝗯𝗮𝗹𝗮𝗻𝗰𝗲 𝗰𝗿𝗶𝘁𝗲𝗿𝗶𝗮 𝗶𝗻 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽.   Traditional approaches FAIL because they focus on the wrong problem.   We keep trying to "fix" women: • More training • More mentorship • More confidence building   These approaches assume women need to change. They ignore the real barriers.   Women already know how to lead. They need DIRECT paths to actual positions.   𝗟𝗼𝗼𝗸 𝗮𝘁 𝘁𝗵𝗲 𝗱𝗮𝘁𝗮: • Training completion rates: 𝗛𝗜𝗚𝗛 • Leadership representation: 𝗟𝗢𝗪 • Board position access: 𝗠𝗜𝗡𝗜𝗠𝗔𝗟 • Real opportunity creation: 𝗔𝗟𝗠𝗢𝗦𝗧 𝗭𝗘𝗥𝗢   Here's what actually works:   1. Direct connections to decision makers 2. Intentional recruitment for leadership roles 3. Removing structural barriers 4. Creating measurable paths to power   I saw this work at our recent networking events. We stopped doing inspiration sessions. Started making actual introductions.   Result: Waitlist without marketing in 5 events.   OPPORTUNITY beats inspiration every time.   𝗥𝗲𝗮𝗹 𝗰𝗵𝗮𝗻𝗴𝗲 𝗿𝗲𝗾𝘂𝗶𝗿𝗲𝘀: • Tangible leadership positions • Direct board connections • Measurable advancement metrics • Clear pathways to power   The future demands balanced leadership. Not because it's right. Because it delivers better business results. https://lnkd.in/gx9YunDn