Diversity In Technology

Recently I’ve been feeling like I’ve hung up my diversity activist hat — maybe temporarily, maybe for good — I’m more in the trust & safety and startup founder circles these days, but there was a moment at yesterday’s fireside chat with Julie Inman - Grant and Tazin Khan, hosted by Mike F. / Compiler News at Cornell Tech, that got me all fired up again. It was a question from a female CS student in the audience: Is this an issue of diversity and inclusion? You have to think that we wouldn’t have so many problems with abuse, on social media or with AI being misused and weaponized, if there were more women and marginalized people involved in building the tech, right? (paraphrased) Girl, I cannot begin to tell you. Yes, 100% yes. But it’s not just in the engineering and technical ranks. You can’t solve the problems of tech-facilitated violence, destruction of truth and democracy, and cryptocrap fraud by stuffing more women and minorities into tech teams as entry-level workers, even middle-management, sprinkling a few at the top for flavor. The failures of the tech industry today are due to structural issues with incentives that will keep leading us down bad paths unless we find structural interventions that change those incentives. Telling people they just need to slow down when all of capitalism is pushing them to move faster harder raise more money make more money get more users faster faster faster… that is futile. There are also pervasive DEI issues at the ecosystem level of tech investment and entrepreneurship. Still only 2% of VC money goes to female founders. Even if there are some of us around, we are simultaneously under capitalized and held to a higher standard in literally everything we do. Often, people don’t want to pay us for our expertise and services either. “If you care about this work, why don’t you do it for free?” We get DEI weaponized against us in spurious takedowns or baseless legal threats that we have to fight anyways (ask me how I know). So yes. Let’s get more women and URMs into engineering and into the tech industry, for sure. But there’s a lot more to do after that. When I have the time, energy, and most importantly, freedom to speak about my experiences as a female technical founder, I will have a LOT to say. Okay, so probably that DEI hat has only been hung up for the time being. I’ll be back.

Women who use AI are 'cheaters.'  Men who use AI are 'innovators.'  See the problem? It's the classic double standard. When a woman uses ChatGPT, she might fear being seen as "taking shortcuts." When a man does it, he's "leveraging innovative tools." In a recent Harvard Business School article, researchers show women are adopting AI tools 25% less than men. The research reveals a staggering truth: men are building career advantages with AI while women deliberate ethical concerns, potentially widening existing workplace disparities. Remember when executives first got email? Their assistants (mostly women) managed it while they dictated responses. Now imagine being the last executive to adopt email - that's the career disadvantage at stake with AI. It’s not a unique problem though. Every technological advance faces this pattern: initial resistance followed by universal adoption. From calculators to the Internet to now AI, the early adopters gain the advantage. At Mother AI, our research shows not only is there a gender gap but a massive "parent gap" in AI adoption. (Read the top five reasons for the parent gap in the comments) Working moms are falling even further behind - sacrificing productivity and time gains while shouldering more household management than ever. Ask yourself: If you had a tool that could save hours each week, would you let concerns about "cheating" stop you from using it? What's been your biggest hesitation about trying AI tools? Let's discuss in the comments! #AIAdoption #WomenInTech #MotherAI #ShePowersAI

Lately, I’ve been attending a lot of industry events, and there has been one recurring theme: a glaring lack of women speakers! Far too often, the only woman on a panel (if any) is the moderator—which, let’s be honest, does not really count as equal representation and the panel would still count as a ‘manel.’ And please, don’t tell me there aren’t female professionals in this or that field. There are talented women out there, bringing expertise and fresh perspectives across every sector. It’s time we move beyond tokenism and make sure women are not only present, but actively participating as thought leaders and experts. YOU can do something about it: 🔴 As a speaker, recommend, introduce and advocate for women co-panelists. 🔴 As an event organizer, audit speaker lineups and actively seek out female experts, or hire someone to do that for you. 🔴 As a sponsor or partner, support events that prioritize gender balance and hold others accountable for their choices. Equal representation doesn’t happen by accident—it requires intentional action from each and every one of us. When we create space for all voices, we enrich the conversation with diverse voices and inspire the next generation of leaders; and it is time for our event lineups to reflect that! #representationmatters #womeninleadership #diversityandinclusion #publicspeaking #genderequality #socialimpact

"This report developed by UNESCO and in collaboration with the Women for Ethical AI (W4EAI) platform, is based on and inspired by the gender chapter of UNESCO’s Recommendation on the Ethics of Artificial Intelligence. This concrete commitment, adopted by 194 Member States, is the first and only recommendation to incorporate provisions to advance gender equality within the AI ecosystem. The primary motivation for this study lies in the realization that, despite progress in technology and AI, women remain significantly underrepresented in its development and leadership, particularly in the field of AI. For instance, currently, women reportedly make up only 29% of researchers in the field of science and development (R&D),1 while this drops to 12% in specific AI research positions.2 Additionally, only 16% of the faculty in universities conducting AI research are women, reflecting a significant lack of diversity in academic and research spaces.3 Moreover, only 30% of professionals in the AI sector are women,4 and the gender gap increases further in leadership roles, with only 18% of in C-Suite positions at AI startups being held by women.5 Another crucial finding of the study is the lack of inclusion of gender perspectives in regulatory frameworks and AI-related policies. Of the 138 countries assessed by the Global Index for Responsible AI, only 24 have frameworks that mention gender aspects, and of these, only 18 make any significant reference to gender issues in relation to AI. Even in these cases, mentions of gender equality are often superficial and do not include concrete plans or resources to address existing inequalities. The study also reveals a concerning lack of genderdisaggregated data in the fields of technology and AI, which hinders accurate measurement of progress and persistent inequalities. It highlights that in many countries, statistics on female participation are based on general STEM or ICT data, which may mask broader disparities in specific fields like AI. For example, there is a reported 44% gender gap in software development roles,6 in contrast to a 15% gap in general ICT professions.7 Furthermore, the report identifies significant risks for women due to bias in, and misuse of, AI systems. Recruitment algorithms, for instance, have shown a tendency to favor male candidates. Additionally, voice and facial recognition systems perform poorly when dealing with female voices and faces, increasing the risk of exclusion and discrimination in accessing services and technologies. Women are also disproportionately likely to be the victims of AI-enabled online harassment. The document also highlights the intersectionality of these issues, pointing out that women with additional marginalized identities (such as race, sexual orientation, socioeconomic status, or disability) face even greater barriers to accessing and participating in the AI field."

A meager 2% of VC capital is invested in female-founded companies.  
Many people I know are working hard to highlight the funding gap between male and female-led companies, exploring the root causes, and proposing actionable solutions, including my colleagues, Teresa Wells, CFA Kate Nevin Lenore Champagne Beirne Research shows: 🚩Female-founded companies command only 7% of VC deal counts 🚩Teams with both male and female co-founders receive just 14.2% 🚩Only 2% of VC dollars were invested in female founded companies  🚩Women received just 11.4% of the total Small Business 504 Loans Yet: Rogue Women’s Fund Stats (as of 2020): Women led companies have 63% higher returns over 10 years period and invest up to 90% back to community and family. The Root Causes Identified: ➡️ Women are underrepresented in VC decision-making roles (just 11% of VC partners are women) ➡️ Childcare is unaffordable – 46% of women left jobs in 2021 for this reason ➡️ Women with higher VC positions in at male dominated firms protect their status by backing male biases ➡️ Gender stereotype and display of more feminine behavior (practicality) during pitches is viewed as lacking vision, while overinflated pitches and numbers are rewarded. Harvard Business School 2017 Pitch Study ➡️ Antiquated small business lending diligence biased against women. United States Senate Small Business & Entrepreneurship Committee 
 Proposed Strategies for Change:  ✅Raise awareness of the statistics above - go see the Show Her The Money documentary! ✅Get more women into VC investor roles  ✅Change the way diligence is done to address biases ✅ Create different fund structures that accommodate venture, private equity and debt ✅Promote networking opportunities through organizations like WOMEN IN TECH®- Global Movement @womenfundwomen ✅Help more women pursue careers in STEM and higher education 
Shoutout and thank you to the amazing women and their male allies who are doing this work and believe we can invest in the female operators to increase our global economy. #womeninbusiness #diversityinvc #venturecapital #privateequity #smb

💻 20 years in IT. That’s how long I’ve worked in this industry. In that time, I’ve built my career on technical knowledge, hard work, and a deep love for what I do. But despite that, I still walk into rooms where people assume I can’t be the technical SME. Not because of my experience. Not because of my skills. But because I’m a woman. Over the years, I’ve had to fight harder to prove myself than male colleagues with less experience. I always believed things would get better, that we’d evolve past those outdated assumptions. Sadly, even in 2025, I still encounter that same disrespect, and not just from men. Sometimes, it comes from other women too. Let’s not forget the women who helped shape this industry, Ada Lovelace, Margaret Hamilton, Dorothy Vaughan. They were pioneers, innovators, and leaders. Women have always belonged in tech. 👉 So here’s my ask: If you work in IT, assume the woman in the room knows her stuff. Assume she’s the SME. Assume she’s a badass. Because more often than not, she is. Let’s break the bias. Together. #WomenInTech #GenderBias #InclusionMatters #TechIndustry #STEM #BiasInTech

🚨 We’re not just losing women in tech — we’re losing innovation, and future leadership. BILLIONS of £££s. Thanks to my friend Rav Bumbra for highlighting The Lovelace Report —— which launched at the House of Commons by WeAreTechWomen and Oliver Wyman. 💡 Key insights from the report: • 40,000–60,000 women exit UK tech roles every year • 80% of women in tech are currently considering leaving • 90% want to lead, yet only 1 in 4 believe it’s achievable • Over 70% hold additional qualifications, yet only 14% feel they’re progressing • Replacement and retraining alone costs another £1.4–2.2 billion As someone who has dedicated years to making cybersecurity more inclusive, this report lands with weight — but also with clarity. It’s not women who need fixing. It’s the system. This isn’t a pipeline problem. It’s a systemic failure to retain and progress women in tech — which is costing the UK £2–3.5 billion a year. That number is staggering, but it represents more than financial loss — it reflects lost innovation, stalled careers, and cultures that aren’t serving the people they claim to include. The Lovelace Report lays out a clear and urgent blueprint for change. We must: ✅ Redesign career frameworks to be inclusive by default ✅ Tackle structural barriers to progression ✅ Build cultures where women thrive — not just survive 🔗 Read and share the report: https://lnkd.in/es-235TF Let’s ensure our daughters — and every woman entering tech today — finds not just opportunity, but longevity, leadership, and equity. 📢 Please pass this on to your teams, tech leaders, and HR partners. Progress only happens when we act together. #WomenInTech #TheLovelaceReport #InclusiveLeadership #TechForGood #Cybersecurity #RetentionCrisis #EquityInTech #INSecurityMovement #JaneFrankland

Happy International Women's Day. Did you know how layoffs in games and across tech disproportionately affect women? "For women working in tech, like Adewuya, these layoff numbers exacerbate an existing problem. Not only are women underrepresented in the industry (they make up around 26 percent) but they’re also disproportionally affected by the job cuts. Research conducted by Eighfold AI found that women in tech were 65 percent more likely to be laid off than men. And as FastCompany pointed out, approximately 45 percent of those who were laid off in the recent round of tech job cuts were women. That’s according to Layoffs.FYI, which monitors the tech industry. And although that’s less than half, that number is quite significant because women make up less than a third of tech industry workers. Experts also said women and minorities are more likely to represent newer hires in tech, partially because greater remote work opportunities. But it’s also left them more susceptible to layoffs. 'Many of these people who were hired recently, they are the last in. And quite often because they were the last in, they built fewer relationships among their colleagues and with their managers. So, they're also the first out.'" (https://lnkd.in/g3AtUnEi) If you want to support and advance women in tech, stop laying us off. We're barely here to begin with.

Guess what? Only 30% of AI professionals are women! According to the Global Gender Gap Report 2023, this imbalance fuels gender biases in AI, making it inherently sexist. Yes, you heard it right. The world has a gender equality problem, and so does Artificial Intelligence (AI). While we are making great strides in gender equity across various fields and more women are accessing the internet daily, the truth is that women still do not get to create much of this technology. Many women use AI, but few get to build it. Does that matter? The truth is, it does. It's like using a half-baked cake every day. A study by the Berkeley Haas Center for Equity, Gender, and Leadership analyzed 133 AI systems across different industries and found that about: 💻 44% showed gender bias 💻 25% exhibited both gender and racial bias This might not sound real, but it is. The systems that change our lives every day are still primarily based on the lives of men, not women. AI is mostly developed by men and trained on datasets that are primarily based on men, leading to responses that are not inclusive, inaccurate, and unrealistic for women. When technology is developed with just one perspective, it’s like looking at the world half-blind, and that can never ensure a gender-equitable world. The question now is, how can we ensure that technology is gender equitable? To prevent gender bias in AI, we must first address gender bias in our society: 📍Increase Women's Participation: Encourage more women to not only use but also create technology. We need more women researchers in AI. The unique experiences of women can profoundly shape the foundations of technology, paving the way for new and inclusive applications. 📍Draw on Diverse Expertise: Integrate diverse fields of expertise, including gender expertise, when developing AI. This ensures that machine learning systems serve everyone better and support the drive for a more equal and sustainable world. 📍Promote Inclusive Data and Decision-Making: In a rapidly advancing AI industry, the lack of gender perspectives, data, and decision-making can perpetuate inequality. For a gender-equitable world, we need gender-equitable technology and AI. In summary, for AI to be truly transformative and inclusive, we need a diverse and gender-balanced workforce. Let’s work towards a future where technology serves everyone equally. LinkedIn Guide to Creating LinkedIn for Nonprofits LinkedIn News India #GenderEquity #WomenInAI #BiasInTech #InclusiveTech #SustainableFuture

It's not the pipeline, It's the System. June 23rd is celebrated as 'International Women in Engineering Day" #INWED Sadly the harsh reality, engineering colleges in India produce the highest number of women in STEM graduates/engineers and many of them actually do make it to the workforce. The real challenge is their retention and progression. With 2+ decades in tech and now consulting for tech companies on their Gender Equity Strategy, I’ve seen this challenge firsthand. The issue isn’t talent availability, it’s systemic. In most households, a woman’s career is still seen as optional. That mindset and bias bleeds into workplaces, shaping how women are hired, retained, and promoted. So what can organisations do, 1. Relook at org culture and design. Are your systems, policies, and leadership norms built equitably to support who stays, rises and how. 2. Representation matters, especially in especially in mid and senior levels, invest in retention and have hiring goals across grades. 3. Move from gendered to gender neutral policies. Eg. Maternity to Parental Leave Policy that supports all care-givers. Reframe workplace policies from “women-centric benefits” to equitable caregiving support that normalise shared responsibility and reduce bias. 4. Women in Tech Returnee programs - I've seen immense success in these programs, that offer companies experienced tech talent with a little investment. #Vapasi from Thoughtworks, #Spring from Publicis Sapient are two examples 5. Conduct Stay Interviews, Not Exit Interviews. Understand why women leave and what it takes for them to stay and grow and act on the inputs. 3. A Clear Career Progression Path with mentorship and sponsorship - Bias in growth opportunity for #WIT is real, if there is no intentional support to overcome these bias, talent walks away. 4. I Need to See More Like Me! There is a lack of role models. Accelerated Women in tech leadership programs, fast-tracking the leadership journey of high potential women are some ways to address this. 5. Collective Ownership. Gender Diversity in tech is not a HR, leadership or DEI responsibility. Make it the very fabric of the org. to drive shared accountability. 6. Data is not just diagnostic, it's directional. It guides us on investments to be made, unseen bias and where and what needs to change, it's your mirror don't ignore it. #Inclusion is a organisational capability and leaders are it's torch bearers. Their actions, direction and decisions every single day, signal what truly matters. The Women in tech, talent pool exists. The question is, are you ready to retain, grow, and lead with them? #WomenInTech #WIT #GenderEquity #DiversityInTech Diversity Simplified Image description: A newspaper article titled “It’s Not the Pipeline, It’s the System” from Times of India, Bangalore edition which highlights the gender gap in engineering.