October 15, 2025 • 4 mins
This is your Women in Business podcast.
Imagine you’re a woman stepping into the tech industry in 2025, ready to build a career in a world designed by data, driven by disruption, and dominated by dynamics that challenge your place at the table every single day. I’m [Your Name], and welcome to Women in Business, where we zoom in on women navigating the current economic landscape—spotlight on tech.
Right away, let’s acknowledge a hard truth: even in 2025, less than 30% of the global tech workforce is women, according to the latest industry stats. In the United States, it’s a bit higher—close to 28%—but Silicon Valley giants like Google, Apple, and Microsoft still hover around just a third of their employees being women. That’s not a detail; it’s a starting point for every discussion we need to have.
First, let’s talk about breaking the glass ceiling in leadership. Across the world, only about 14% of tech leaders are women, a statistic from the Nash Squared Digital Leadership Report that hasn’t budged much over the past few years. In fact, only about 17% of tech companies have a female CEO, and female chief technology officers are even rarer—just 8%. But push into the data, and you see pockets of progress: cities like San Jose, California, pay top dollar, but the fastest wage growth and highest female representation are actually happening in the South, in places like Little Rock and Columbia. So, the leadership path—once mapped only through San Francisco and New York—is being redrawn by women in cities you might not expect.
Second, there’s the question of pipeline and persistence. The National Science Foundation tells us that only 21% of computer science degrees go to women. The numbers are even lower for Black and Latinx women, hovering around 2% and below. What happens after graduation? Retention is another hurdle. Stories from women in the field, like those shared in the Women in Digital Report 2025, reveal that career momentum often stalls mid-career, not from lack of ambition, but because workplace structures fail to support caregiving, flexible work, and real growth. The “missing middle” is where too many talented women are lost.
Third, let’s address the elephant in the breakout room: pay. According to industry surveys, companies offer men higher salaries than women for nearly two-thirds of tech jobs. For women who make it to CEO at a startup, the gap is about $20,000 less than their male counterparts. There’s a glimmer in the data for computer science, where women earn 94% of what men do, but parity is still miles away. The message? Advocacy, negotiation, and transparency are not just nice-to-haves—they’re non-negotiables.
Fourth, there’s the issue of workplace culture. Even now, a staggering 65% of tech recruiters acknowledge bias in hiring, according to recent surveys highlighted by Female Tech Leaders Magazine. And once you’re in, advancement isn’t guaranteed. Sixty-six percent of women say they lack clear paths to grow. Half of all women who enter tech have left by age 35. That’s not attrition; that’s attrition on steroids. But here’s the flip side: three-quarters of companies plan to increase their use of AI by 2028, and according to Skillsoft’s Women in Tech Report, women who gain AI skills feel more productive and streamlined at work. The skill gap is real, but so is the opportunity.
Finally, let’s talk solutions and solidarity. Closing the gender gap in tech could add $12 trillion to global GDP by 2025, says McKinsey & Company. That’s an economic imperative, not just a moral one. Women themselves are split on how long it will take to reach real equity—some believe it’s five years away, others think 25. But the momentum is undeniable. Organizations like WomenTech Network and Women in Digital are providing platforms, mentorship, and data-driven advocacy. Women are building networks, demanding flexibility, and refusing to accept the status quo.
What I want you to take away from today: Yes, the numbers are daunting, but the narrative is changing. Women in tech are not just surviving—they’re strategizing, upskilling, and leading in unexpected places. So, what’s next? Let’s keep the conversation going—in boardrooms, on Slack channels, and right here, on Women in Business.
Thank you so much for tuning in. If today’s episode spoke to you, please subscribe to get the next one right in your feed. And remember, this has been a Quiet Please production—for more stories like this, check out quietplease.ai.
For more http://www.quietplease.ai
Get the best deals https://amzn.to/3ODvOta
This content was created in partnership and with the help of Artificial Intelligence AI
Imagine you’re a woman stepping into the tech industry in 2025, ready to build a career in a world designed by data, driven by disruption, and dominated by dynamics that challenge your place at the table every single day. I’m [Your Name], and welcome to Women in Business, where we zoom in on women navigating the current economic landscape—spotlight on tech.
Right away, let’s acknowledge a hard truth: even in 2025, less than 30% of the global tech workforce is women, according to the latest industry stats. In the United States, it’s a bit higher—close to 28%—but Silicon Valley giants like Google, Apple, and Microsoft still hover around just a third of their employees being women. That’s not a detail; it’s a starting point for every discussion we need to have.
First, let’s talk about breaking the glass ceiling in leadership. Across the world, only about 14% of tech leaders are women, a statistic from the Nash Squared Digital Leadership Report that hasn’t budged much over the past few years. In fact, only about 17% of tech companies have a female CEO, and female chief technology officers are even rarer—just 8%. But push into the data, and you see pockets of progress: cities like San Jose, California, pay top dollar, but the fastest wage growth and highest female representation are actually happening in the South, in places like Little Rock and Columbia. So, the leadership path—once mapped only through San Francisco and New York—is being redrawn by women in cities you might not expect.
Second, there’s the question of pipeline and persistence. The National Science Foundation tells us that only 21% of computer science degrees go to women. The numbers are even lower for Black and Latinx women, hovering around 2% and below. What happens after graduation? Retention is another hurdle. Stories from women in the field, like those shared in the Women in Digital Report 2025, reveal that career momentum often stalls mid-career, not from lack of ambition, but because workplace structures fail to support caregiving, flexible work, and real growth. The “missing middle” is where too many talented women are lost.
Third, let’s address the elephant in the breakout room: pay. According to industry surveys, companies offer men higher salaries than women for nearly two-thirds of tech jobs. For women who make it to CEO at a startup, the gap is about $20,000 less than their male counterparts. There’s a glimmer in the data for computer science, where women earn 94% of what men do, but parity is still miles away. The message? Advocacy, negotiation, and transparency are not just nice-to-haves—they’re non-negotiables.
Fourth, there’s the issue of workplace culture. Even now, a staggering 65% of tech recruiters acknowledge bias in hiring, according to recent surveys highlighted by Female Tech Leaders Magazine. And once you’re in, advancement isn’t guaranteed. Sixty-six percent of women say they lack clear paths to grow. Half of all women who enter tech have left by age 35. That’s not attrition; that’s attrition on steroids. But here’s the flip side: three-quarters of companies plan to increase their use of AI by 2028, and according to Skillsoft’s Women in Tech Report, women who gain AI skills feel more productive and streamlined at work. The skill gap is real, but so is the opportunity.
Finally, let’s talk solutions and solidarity. Closing the gender gap in tech could add $12 trillion to global GDP by 2025, says McKinsey & Company. That’s an economic imperative, not just a moral one. Women themselves are split on how long it will take to reach real equity—some believe it’s five years away, others think 25. But the momentum is undeniable. Organizations like WomenTech Network and Women in Digital are providing platforms, mentorship, and data-driven advocacy. Women are building networks, demanding flexibility, and refusing to accept the status quo.
What I want you to take away from today: Yes, the numbers are daunting, but the narrative is changing. Women in tech are not just surviving—they’re strategizing, upskilling, and leading in unexpected places. So, what’s next? Let’s keep the conversation going—in boardrooms, on Slack channels, and right here, on Women in Business.
Thank you so much for tuning in. If today’s episode spoke to you, please subscribe to get the next one right in your feed. And remember, this has been a Quiet Please production—for more stories like this, check out quietplease.ai.
For more http://www.quietplease.ai
Get the best deals https://amzn.to/3ODvOta
This content was created in partnership and with the help of Artificial Intelligence AI
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
Imagine you're a woman stepping into the tech industry in
twenty twenty five, ready to build a career in a
world designed by data, driven by disruption, and dominated by dynamics.
The challenger plus at the table every single day. I'm
your name, and welcome to Women in Business, where we
zoom in on women navigating the current economic landscape, spotlight
on tech right away, Let's acknowledge a hard truth. Even
(00:22):
in twenty twenty five, less than thirty percent of the
global tech workforce is women, according to the latest industry stats.
In the United States, it's a bit higher, close to
twenty eight percent, but Silicon Valley giants like Google, Apple,
and Microsoft still hover around just a third of their
employees being women. That's not a detail, it's a starting
point for every discussion we need to have. First, let's
(00:44):
talk about breaking the glass ceiling in leadership. Across the world.
Only about fourteen percent of tech leaders are women, a
statistic from the Nash Square Digital Leadership Report that hasn't
budged much over the past few years. In fact, only
about seventeen percent of tech companies have a female CEO,
and female chief technology officers are even rarer, just eight percent.
(01:05):
But push into the data and you see pockets of progress.
Cities like San Jose, California pay top dollar, but the
fastest wage growth and highest female representation are actually happening
in the South, in places like Little Rock in Columbia.
So the leadership path, once mapped only through San Francisco
and New York, is being redrawn by women in cities
(01:26):
you might not expect. Second, there's the question of pipeline
and persistence. The National Science Foundation tells us that only
twenty one percent of computer science degrees go to women.
The numbers are even lower for black and LATINX women,
hovering around two percent and below. What happens after graduation
retention is another hurdle. Stories from women in the field,
(01:47):
like those shared in the Women in Digital Report twenty
twenty five, revealed that career momentum often stalls mid career,
not from lack of ambition, but because workplace structures fail
to support caregiving, flexible work, and real growth. The missing
middle is where too many talented women are lost. Bird
let's address the elephant in the breakout room. Pay. According
(02:09):
to industry surveys, companies offer men higher salaries than women
for nearly two thirds of tech jobs. For women who
make it to CEO at a start up, the gap
is about twenty thousand dollars less than their male counterparts.
There's a glimmer in the data for computer science, where
women earn ninety four percent of what men do, but
parity is still miles away. The message advocacy, negotiation, and
(02:31):
transparency are not just nice to have their non negotiables. Fourth,
there's the issue of workplace culture. Even now, a staggering
sixty five percent of tech recruiters acknowledge bias in hiring,
according to recent surveys highlighted by Female Tech Leader's magazine.
And once You're in advancement Isn't guaranteed. Sixty six percent
(02:52):
of women say they lack clear paths to grow. Half
of all women who enter tech have left by age
thirty five. That's not attrition, that's attrition on steroids. But
here's the flip side. Three quarters of companies plan to
increase their use of AI by twenty twenty eight, and
according to Skillsoft's Women in Tech Report, women who gain
AI skills film more productive and streamlined at work. The
(03:15):
skill gap is real, but so is the opportunity Finally,
let's talk solutions and solidarity. Closing the gender gap in
tech could add twelve dollars trillion dollars to global GDP
by twenty twenty five, says mackenzie and company. That's an
economic imperative, not just a moral one. Women themselves are
split on how long it will take to reach real equity.
(03:35):
Some believe it's five years away, others think twenty five.
But the momentum is undeniable. Organizations like Women Tech Network
and Women in Digital are providing platforms, mentorship and data
driven advocacy. Women are building networks, demanding flexibility and refusing
to accept the status quo. What I want you to
take away from today, Yes, the numbers are daunting, but
(03:56):
the narrative is changing. Women in tech are not just surviving,
They're strategizing, upskilling, and leading in unexpected places. So what's next.
Let's keep the conversation going in boardrooms, on Slack channels,
and right here on Women in Business. Thank you so
much for tuning in. If today's episode spoke to you,
please subscribe to get the next one right in your feed,
(04:18):
and remember this has been a Quiet Please production. For
more stories like this, check out Quiet please dot ai
Imagine you're a woman stepping into the tech industry in
twenty twenty five, ready to build a career in a
world designed by data, driven by disruption, and dominated by dynamics.
The challenger plus at the table every single day. I'm
your name, and welcome to Women in Business, where we
zoom in on women navigating the current economic landscape, spotlight
on tech right away, Let's acknowledge a hard truth. Even
(00:22):
in twenty twenty five, less than thirty percent of the
global tech workforce is women, according to the latest industry stats.
In the United States, it's a bit higher, close to
twenty eight percent, but Silicon Valley giants like Google, Apple,
and Microsoft still hover around just a third of their
employees being women. That's not a detail, it's a starting
point for every discussion we need to have. First, let's
(00:44):
talk about breaking the glass ceiling in leadership. Across the world.
Only about fourteen percent of tech leaders are women, a
statistic from the Nash Square Digital Leadership Report that hasn't
budged much over the past few years. In fact, only
about seventeen percent of tech companies have a female CEO,
and female chief technology officers are even rarer, just eight percent.
(01:05):
But push into the data and you see pockets of progress.
Cities like San Jose, California pay top dollar, but the
fastest wage growth and highest female representation are actually happening
in the South, in places like Little Rock in Columbia.
So the leadership path, once mapped only through San Francisco
and New York, is being redrawn by women in cities
(01:26):
you might not expect. Second, there's the question of pipeline
and persistence. The National Science Foundation tells us that only
twenty one percent of computer science degrees go to women.
The numbers are even lower for black and LATINX women,
hovering around two percent and below. What happens after graduation
retention is another hurdle. Stories from women in the field,
(01:47):
like those shared in the Women in Digital Report twenty
twenty five, revealed that career momentum often stalls mid career,
not from lack of ambition, but because workplace structures fail
to support caregiving, flexible work, and real growth. The missing
middle is where too many talented women are lost. Bird
let's address the elephant in the breakout room. Pay. According
(02:09):
to industry surveys, companies offer men higher salaries than women
for nearly two thirds of tech jobs. For women who
make it to CEO at a start up, the gap
is about twenty thousand dollars less than their male counterparts.
There's a glimmer in the data for computer science, where
women earn ninety four percent of what men do, but
parity is still miles away. The message advocacy, negotiation, and
(02:31):
transparency are not just nice to have their non negotiables. Fourth,
there's the issue of workplace culture. Even now, a staggering
sixty five percent of tech recruiters acknowledge bias in hiring,
according to recent surveys highlighted by Female Tech Leader's magazine.
And once You're in advancement Isn't guaranteed. Sixty six percent
(02:52):
of women say they lack clear paths to grow. Half
of all women who enter tech have left by age
thirty five. That's not attrition, that's attrition on steroids. But
here's the flip side. Three quarters of companies plan to
increase their use of AI by twenty twenty eight, and
according to Skillsoft's Women in Tech Report, women who gain
AI skills film more productive and streamlined at work. The
(03:15):
skill gap is real, but so is the opportunity Finally,
let's talk solutions and solidarity. Closing the gender gap in
tech could add twelve dollars trillion dollars to global GDP
by twenty twenty five, says mackenzie and company. That's an
economic imperative, not just a moral one. Women themselves are
split on how long it will take to reach real equity.
(03:35):
Some believe it's five years away, others think twenty five.
But the momentum is undeniable. Organizations like Women Tech Network
and Women in Digital are providing platforms, mentorship and data
driven advocacy. Women are building networks, demanding flexibility and refusing
to accept the status quo. What I want you to
take away from today, Yes, the numbers are daunting, but
(03:56):
the narrative is changing. Women in tech are not just surviving,
They're strategizing, upskilling, and leading in unexpected places. So what's next.
Let's keep the conversation going in boardrooms, on Slack channels,
and right here on Women in Business. Thank you so
much for tuning in. If today's episode spoke to you,
please subscribe to get the next one right in your feed,
(04:18):
and remember this has been a Quiet Please production. For
more stories like this, check out Quiet please dot ai
Popular Podcasts
Stuff You Should Know
If you've ever wanted to know about champagne, satanism, the Stonewall Uprising, chaos theory, LSD, El Nino, true crime and Rosa Parks, then look no further. Josh and Chuck have you covered.
Crime Junkie
Does hearing about a true crime case always leave you scouring the internet for the truth behind the story? Dive into your next mystery with Crime Junkie. Every Monday, join your host Ashley Flowers as she unravels all the details of infamous and underreported true crime cases with her best friend Brit Prawat. From cold cases to missing persons and heroes in our community who seek justice, Crime Junkie is your destination for theories and stories you won’t hear anywhere else. Whether you're a seasoned true crime enthusiast or new to the genre, you'll find yourself on the edge of your seat awaiting a new episode every Monday. If you can never get enough true crime... Congratulations, you’ve found your people. Follow to join a community of Crime Junkies!
The Breakfast Club
The World's Most Dangerous Morning Show, The Breakfast Club, With DJ Envy, Jess Hilarious, And Charlamagne Tha God!