Women In Computing

There's a lot of discussion about the gender gap in AI adoption. But not many seem to be asking why it exists - and what it means. I talked about this with Nina Benoit on her The AI Sustainability Podcast. The answer is not what most people think. Recent research shows that women's lower adoption of AI is driven less by skills or access than by systematic differences in how they perceive the societal risks of AI, such as mental health impacts, climate effects, privacy violations, labour disruption. Women express greater concern about AI's broader consequences, and these concerns directly influence their engagement with it. This isn't 'being behind'. It's thoughtful consideration. Here's what Nina and I discussed: ➡️ Why structural barriers matter more than individual ones. The gender gap won't be closed by telling women to 'lean in'. It will be closed by addressing legitimate concerns about how AI is built and deployed. It will also be closed by changing which AI innovations are funded. ➡️ Why representation isn't optional. When AI is shaped by a narrow group, it serves narrow interests. Fostering diverse leadership and diverse voices in AI isn't just about fairness; it's about creating technology that works for everyone. ➡️ What shifts the trajectory. When women see the societal benefits of AI being addressed properly, rather than dismissed, adoption increases substantially. Community, strategic education, perception and real influence over how AI develops all matter. We also discussed She Shapes AI's mission to amplify responsible AI leadership and entrepreneurship, and how our Executive AI Intensive programme helps leaders to develop the strategic skills needed to critically assess AI, ask the right questions, and lead its implementation confidently and responsibly. Listen to the full conversation 👇 Apple Podcasts: https://lnkd.in/eJM8C4Ti Spotify: https://lnkd.in/ezmj5XRm DM me for a special AI Sustainability partner offer for our Executive AI Intensive course. _ _ _ I'm Julia Stamm, founder of She Shapes AI. I work with leaders navigating AI transformation with purpose and responsibility. If you're asking similar questions, let's connect.

I'm happy to share the release of the #WiSER White Paper, "Igniting a Global Sustainable Economy," following the impactful discussions at the WiSER Annual Forum during Abu Dhabi Sustainability Week - ADSW 2025. This report highlights the critical role of female entrepreneurs in driving climate solutions and provides actionable strategies to bridge gender gaps in finance, scalability, AI, mentorship, and accessibility—especially for women in the Global South. Why This Matters: Women-led ventures are key to unlocking innovation in sustainability, yet systemic barriers persist. This paper outlines 5 recommendations: 🔹 Increase Gender-Focused Investment : Boost funding, financial literacy, and microloans for female-led climate projects. 🔹 Scale Women-Led Ventures : Streamline policies and partnerships to accelerate growth. 🔹 Harness AI & Digital Tools: Bridge the AI literacy and access gap to empower business expansion. 🔹 Strengthen Mentorship and Networking: Build cross-sector collaborations to provide women with the resources to succeed. 🔹 Empower Women in the Global South : Address legal and financial barriers, invest in STEM education, and improve access to markets and resources. Dive into the full report below or on Masdar (Abu Dhabi Future Energy Company)’s website for insights on turning these strategies into action: https://lnkd.in/dyAFPEP2 Thanks again to my fellow roundtable participants: Lawratou Bah, CFA, Mirella Amalia Vitale, Natasha Shenoy, Hajar Alketbi, Manal B., Mariam Alnaqbi, Shaima Al Mulla

Last week, Founders Forum Group launched our 100 Women Founders to Watch report in partnership with Institut auf dem Rosenberg and Anita Gademann. This list celebrates 100 women revolutionising the tech world across sectors like AI, biotech, and climate action Despite holding significant consumer influence — controlling over $30 trillion in spending — women-founded startups receive only 2% of VC funding in the US and 10% in Europe. Yet, women founders persist, proving that diverse leadership not only innovates but enriches our global tech landscape. Our 100 Women Founders have already raised $1.1 billion in funding across 20+ industries. From climate-friendly bio-manufacturing with Niyati Gupta (Fork & Good) to the hydrogen-powered aviation vision of Eloa Guillotin, these founders are reshaping our future. Featured founders include: Tania Boler (Elvie), Marcia Kilgore (Beauty Pie), Jayne-Anne Gadhia (Snoop), Grace Beverley (TALA), Mona Monica Kattan(Kayali), Mada Seghete (Upside/Brand), Kathryn Petralia (Kabbage) We also spotlight investors committed to equity and representation: Jessica Huang Pouleur (Openspace), Sarah Kunst (Cleo Capital), Noor Sweid (Global Ventures), Yvonne Bajela (LocalGlobe), Meghan S. (Diversity VC), Sandra Malmberg (EQT). Our goal is twofold:  Shine a light on the challenges faced by women founders so we can work towards eliminating these challenges Amplify the voices of women founders who are driving change, helping more women founders scale their world-changing ideas! Read the full report here: https://lnkd.in/eQEdzgGE #FoundersForum #WhereThefutureUnfolds #WomenInTech #Startups #Scaleups #Innovation #VentureCapital

56% of women leave the tech industry 10-20 years into their careers - double the rate of men – just at the time when they should (in theory) be moving into leadership positions. We aren’t getting enough women into tech in the first place and we’re not keeping those we do have. Less senior women in tech means less female tech role models, which sends a message to more junior women that they’ll struggle to build a successful career in the industry. If we fail at retention, we’re much more likely to fail at recruitment too – neither are an option. The World Economic Forum predicts that 70% of the next decade's economic value will be driven by digitalisation, but we have a global tech talent shortage that threatens to seriously undermine that growth. An obvious solution would surely be to make the industry more appealing, welcoming, and supportive for the 50% of the population that feel disenfranchised by it. Instead, Miriam Partington reports for Sifted that “bro” culture continues to reign – one respondent from Sifted’s latest women in tech survey wrote “I see no future for myself at all in technology…I am repeatedly burnt out after years of this toxic masculine culture.” It’s a sentiment matched in a LinkedIn post I read earlier this week filled with comments from women in tech choosing, despite loving their work, to “bow out” of an industry they felt was stacked against them. It's 2024 and we are nowhere close to creating an industry where women feel safe, valued and appreciated. It's so frustrating and disappointing. Change must be intentional – it won’t just get better on its own. We have to be intentional about training, hiring, and promoting women in tech, which requires being intentional in creating cultures where women can achieve their full potential. I’d argue that it starts with gender pay equity, which is a priority for me at Kyriba right now. We have to signal support for women from the top – and compensation feels a pretty critical place to start. https://bit.ly/3WRXO1D

Over the years, I’ve often said that the clean energy transition is all about technology, infrastructure and INCLUSION! Reading recent data on the role of women in renewable energy has reinforced this for me. Today, women make up about 32% of the renewable energy workforce, compared to just 16% in the traditional energy sector. That’s progress! But there’s still a long way to go and we all are thriving for it! If we’re serious about building a sustainable energy future, we need to bring more diverse voices to the table. When women lead local energy solutions, communities see better outcomes, whether it’s through entrepreneurship, self-help groups, or hands-on project management. Some projects have shown income rises of up to 28% for women-led initiatives and a visible shift in community prosperity. The takeaway is simple: Clean energy is so much more than powering grids. It is also about powering livelihoods, inclusion, and systemic change. #CleanEnergy #GreenJobs #InclusiveGrowth #WomenInEnergy #EnergyTransition #Leadership #Sustainability #RatulPuri

"I Almost Quit." Not because I wasn’t good enough. Not because I wasn’t ambitious. But because I felt alone. I looked around and saw no one like me. I second-guessed my ideas in meetings. I wondered if I even belonged in this space. And I’m not the only one. Women make up half the workforce but hold less than 30% of technical roles. And here’s the real problem: they’re leaving. 💡 Only 27.6% of the tech workforce is female 💡 Women with mentors are 77% more likely to stay 💡 Formal mentorship programs increase leadership diversity by 20% Here’s what those stats don’t show: 💡 The woman who almost quit because she felt invisible—until someone advocated for her. 💡 The junior engineer who hesitated to speak up in meetings—until a mentor gave her the confidence to own her voice. 💡 The aspiring leader didn’t see anyone who looked like her in the room—until someone pulled up a chair and made space. Mentorship isn’t just about guidance. It’s about belonging. The best mentors don’t just share knowledge—they see potential before it’s proven. They create opportunities, break down barriers, and challenge the biases that hold people back. Because sometimes, all it takes is one person who believes in you to change the trajectory of your career. PS - If you are in a leading position, make sure you make everyone feel seen.

𝗧𝗵𝗿𝗶𝗹𝗹𝗲𝗱 𝘁𝗼 𝗔𝗻𝗻𝗼𝘂𝗻𝗰𝗲 𝘁𝗵𝗲 𝗣𝘂𝗯𝗹𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗼𝗳 𝗠𝘆 𝗥𝗲𝘀𝗲𝗮𝗿𝗰𝗵 𝗣𝗮𝗽𝗲𝗿! I am delighted to share my latest research, "𝗥𝗶𝘀𝗶𝗻𝗴 𝗣𝗵𝗲𝗻𝗼𝗺𝗲𝗻𝗼𝗻 𝗼𝗳 𝗪𝗼𝗺𝗲𝗻-𝗟𝗲𝗱 𝗦𝗼𝗰𝗶𝗮𝗹 𝗜𝗺𝗽𝗮𝗰𝘁 𝗦𝘁𝗮𝗿𝘁𝘂𝗽𝘀 𝗔𝗰𝗿𝗼𝘀𝘀 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗲𝗱 𝗮𝗻𝗱 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗶𝗻𝗴 𝗡𝗮𝘁𝗶𝗼𝗻𝘀," published in the Journal of Entrepreneurship and Management. Women make up nearly half of the global population but are still significantly underrepresented in tech leadership and entrepreneurship. My study dives deep into the opportunities and challenges faced by women leading social-impact tech startups, shedding light on: 💡 How women are leveraging technology to address societal issues like education, healthcare, and sustainability. 💡 The contrasting experiences between mature ecosystems in industrialized nations (e.g., the UK and the US) and emerging markets like India. 💡 Barriers such as funding gaps, networking limitations, and sociocultural hurdles. 💡 Innovative business models and leadership approaches that women are championing to drive community-oriented and sustainable growth. The findings underscore the importance of tailored support from policymakers, investors, and organizations to empower women in tech entrepreneurship and amplify their role in driving social change. I hope this research inspires more female innovators and contributes to building ecosystems that foster inclusivity and impact. Feel free to read, share, and discuss! Let’s keep the conversation going to create a future where women in tech entrepreneurship thrive globally. #WomenInTech #SocialImpact #Entrepreneurship #Innovation #Research #TechForGood

𝗧𝗵𝗲 𝗖𝗼𝘀𝘁 𝗼𝗳 𝗡𝗼𝘁 𝗛𝗮𝘃𝗶𝗻𝗴 𝗔𝗻𝘆𝗼𝗻𝗲 𝗔𝗯𝗼𝘃𝗲 𝗠𝗲 𝗪𝗵𝗼 𝗟𝗼𝗼𝗸𝗲𝗱 𝗟𝗶𝗸𝗲 𝗠𝗲 Women in Tech are in minority. But as a woman leader, an AI infrastructure expert and an ex-particle physicist, I have experienced being the only woman in the room at yet another level. Not only have I only reported to men over the course of my career: 👉 The whole chain of command above me has always only been men. 👉 I've always worked for companies where the CEO and the CTO were men. 👉 In fact, almost all my peers were men, meaning that I was practically always the only woman in all staff meetings I was part of (sometimes, that would be 20 or 30 people!) When I was younger, I felt honored just to be there, part of an elite group of technologists. But that very feeling of being "lucky to be included" shaped how I behaved. I held back disagreement, afraid that if I challenged the group, it would be attributed to me being difficult, to me being... a woman. And when I was talked over or quietly ignored, it could never identify when it was discrimination, because I thought that since I was here, it must mean that they cared about my opinion, so if they shut it down, it meant I was just wrong. But then, it started costing me more than just self-confidence, but real opportunities: ❌ I couldn't find the courage to ask for promotions because I felt I should already consider myself lucky to be the highest ranking woman in my department ❌ I didn't have anyone to advise me because no one above me had gone through the same experience ❌ Some of my managers even praised me for "doing really well for a woman", so it made me feel that I was subject to different standards, and of course, no one was there to tell me otherwise ❌ I accepted the fact that I was being passed on for cool projects and promotions as a fatality In the meantime, DEI initiatives were focusing on bringing more women onboard, not helping the ones already in place grow the ladder. So if you’re the only one in the room, or the only one on the org chart who looks like you, don’t let that become a ceiling. 🤞 You are not "lucky" to be there. 💥 You are powerful. And you have every right to keep growing… and to keep dreaming 🚀 🚀🚀 #WomenInTech #Leadership #CareerGrowth #RepresentationMatters

A lot of women are taught to admire tech from a distance, not enter it. Not explicitly. But subtly, repeatedly, over time. You grow up seeing tech treated like a male domain. A world of coders, engineers, jargon, and certainty. And if you are a woman from a non-technical background, it can feel even further away. You start to believe tech is for people who have been building since they were 15, for people with the right degrees. For people who sound technical the moment they open their mouth. And many women do what we have been conditioned to do in rooms like that: we underestimate ourselves before we even begin. I know that feeling. I came from media. From storytelling, content, audiences, emotion, communication. Not from engineering labs. Not from computer science. Not from deep technical training. And today, I work on speech infrastructure. If you had told me earlier that my work would one day involve thinking deeply about evaluation systems, model behaviour, infrastructure, and how AI systems perform in the real world, I would probably have laughed. Not because I could not do it. But because I had quietly absorbed the idea that this world was not really meant for me. I think that is true for many women. Our fear of tech is often not about ability. It is about conditioning. It is about being made to feel that technical confidence belongs to someone else. Some of the smartest women stay away from tech not because they lack the capacity, but because they think they need permission they were never given. This is why I think this moment is so important. AI is changing the entry point. It is reducing the distance between “I don’t understand this” and “let me explore this.” It does not replace deep expertise but it does make the road into tech less intimidating. And that is huge for women. My own move from media into speech infra has shown me this very clearly: you do not need to begin as a technical person to become one. You need curiosity. You need courage. You need the willingness to stay in the discomfort of not knowing. So to every woman who has felt that tech is intimidating, alien, or somehow not for her: Please do not mistake that fear for truth. A lot of that fear was taught. A lot of it came from culture, not capability. And a lot of it can now be unlearned. Give tech a chance. Not because you need to become someone else. But because this is one of the first moments where the walls around it are actually starting to come down. You do not have to fear technology to build with it and you definitely do not need a traditional technical background to belong in the room. Sometimes, all that changes a life is realizing the room was yours to enter all along.