Breaking Boundaries: Empowering Women Entrepreneurs : simplebooklet.com

MIKE STEPHENSCEO OF ENTREPRENEURIAL SPARKANDY GREYCEO OF EXOTOPICPORTIA BIRCHERUK SPACE AGENCY GROWTH MANAGERAdvancing diversity within the space sector requires deliberate action and long-term commitment.Over the past five years, the UK Space Agency Accelerator Programme (“the Accelerator”) hassupported a new generation of startups, fostering innovation and growth in this rapidly evolvingindustry. Yet, despite progress, female entrepreneurs remain underrepresented in the space startupecosystem, making up 12% of founders in the sector, with men 8x as likely as women to seek outjobs in startups. The Accelerator, delivered by Entrepreneurial-Spark and Exotopic, is designed to empower startupsthrough access to tools, resources, and the networks needed to grow their space venture.Throughout the programme, the Accelerator encountered significant challenges in attractingfemale founders to apply, making up only 13% of the total participants over the course of theprogramme. Whilst this low participation rate may be reflective of broader disparities within thesector, the Accelerator team was determined to directly challenge its own effectiveness in attractingfemale founders to the programme, thus commissioning this report to benefit future accelerators(both the Accelerator and other accelerators across similar sectors) from greater representationfrom female founders. Increasing female participation is not just a matter of representation but alsoa critical component of fostering innovation and growth within the sector.This report offers insights and recommendations drawn from our experience of the Accelerator,those of adjacent industries and directly from female founders. It explores the barriers faced byfemale entrepreneurs, highlights success stories, and proposes actionable steps to improve accessand opportunities for women in the space industry.While progress has been made, there is more to do. Achieving sustained diversity requires criticalintrospection, boldness, collaboration, and a commitment to inspire change. We believe this reportis a step in that direction. It is not simply seeking to address gaps in representation; but to foster aculture where female founders are able and actively supported to thrive, innovate, and lead.The UK Space Agency Accelerator Programme is proud to contribute to the growth of a vibrantstartup ecosystem, and we hope this report will inspire and champion greater diversity in the spaceindustry. Together, we can create an inclusive future that reflects the full breadth of talent andpotential in this vital sector.21FOREWORD12https://www.evona.com/blog/women-in-the-new-space-sector/https://www.computerweekly.com/news/252476799/Just-1-of-female-jobseekers-aspire-to-work-in-startups2

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OBJECTIVES &METHODOLOGYObjectivesThe Breaking Boundaries: Empowering Women Entrepreneurs inthe Space Industry report examines the current landscape forfemale entrepreneurs in the UK space sector. Aligned with the UKSpace Agency Accelerator Programme’s mission to driveinnovation and inclusivity, the report identifies key barriers tofemale participation and proposes actionable solutions.Key ObjectivesEvaluate the gender gap in space entrepreneurship,highlighting systemic challenges.Assess the effectiveness of accelerator initiatives in attractingand supporting female founders.Provide evidence-based recommendations to improvegender diversity and inclusion in the space sector.Methodology & LimitationsThis report employs a mixed-method approach, integrating bothprimary and secondary quantitative data (sector/acceleratorstatistics, funding disparities, employment figures) and qualitativeinsights (interviews with female entrepreneurs and roundtableinsights) to provide an assessment.MethodologySector Analysis – Data sourced from the UK Space IndustryCensus, The Gender Index, and The Rose Review of FemaleEntrepreneurship etc.Founder Perspectives – First-hand insights gathered throughinterviews with female entrepreneurs, highlighting challengesand opportunities.Comparative Insights – Lessons drawn from industries thathave successfully improved gender diversity.LimitationsData Gaps – Limited availability of data specifically onfemale space entrepreneurs, necessitating reliance onbroader STEM and entrepreneurship trends.Self-Selection Bias – Interviews were conducted with femalefounders who are already engaged in the sector, potentiallyexcluding those who faced barriers to entry.The initial findings of this Whitepaper were presented at the UKSAevent Ignite Space 2025 during a panel session titled “UK SpaceAgency Accelerator – Empowering Female Entrepreneurs in theSpace Sector.” This was followed by a roundtable discussion,where stakeholders were invited to explore the recommendationsand share their perspectives. Insights from the roundtable havebeen validated against the report’s final recommendations, withany additional contributions integrated into the report.4

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34https://prowess.org.uk/facts/#:~:text=Currently%2C%2019.1%25%20of%20active%20UK,slowing%20and%20closures%20are%20rising.https://prowess.org.uk/facts/#:~:text=Currently%2C%2019.1%25%20of%20active%20UK,slowing%20and%20closures%20are%20rising.Men are eight times more likely than women topursue startup roles in sectors like tech. Barriersinclude limited funding access, fewer networkingopportunities, work-life balance challenges, riskperception, and confidence gaps, creating significantobstacles for women entering high-growth industries. Adding to these barriers, women-led companies inthe UK face stark funding disparities, receiving just5.8% of all investments made into UK businesses in2024. Male-led businesses consistently secure higherproportions of all investment types including VentureCapital (76.7% men vs 7.6% women) and PrivateEquity (84.4% vs 5.6%). Female-led companiesprimarily rely on Angel investment (53.7% men versus21.6% women) which remains far less accessible tothem than their male counterparts, as well asinvestment from friends and family (70.9% versus13.8%). 7891056(Rose Review of Female Entrepreneurship, HM Treasury 2019)https://www.gov.uk/government/publications/the-alison-rose-review-of-female-entrepreneurship78https://www.computerweekly.com/news/252476799/Just-1-of-female-jobseekers-aspire-to-work-in-startups910https://www.thegenderindex.co.ukhttps://www.thegenderindex.co.uk/uploads/Reports/TGI-2024-Report.pdfhttps://www.computerweekly.com/news/252476799/Just-1-of-female-jobseekers-aspire-to-work-in-startups19.1%1 in 36.6%8xWomen-Lead ActiveCompaniesUK entrepreneurs is awomanFemale-led businessregistrations in 2024Likelihood of men topursue startup rolesAs of 2025, women lead 19.1% of active companies in theUK, nearly one million businesses. However new female-led business registrations are slowing, with a 6.6% dropin 2024 and rising closures. Only 1 in 3 UK entrepreneursis female, a gender gap representing 1.1 million “missingbusinesses” that could add £250 billion to the economyif women started and scaled new businesses at the samerate as men. Yet, fewer UK women pursueentrepreneurship compared to other leading economies,such as the U.S.A, France and Canada. 3456WHAT IS THE STATUS OF THENATIONAL ECOSYSTEM?7

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1112https://www.great.gov.uk/international/investment/sectors/space/#:~:text=The%20UK%20offers%20exciting%20opportunities,published%20a%20National%20Space%20Strategy.https://www.gov.uk/government/publications/the-size-and-health-of-the-uk-space-industry-2023/size-and-health-of-the-uk-space-industry-2023#:~:text=%5Bfootnote%202%5D,Operations:%20In%2DSpace%20Economy.1314https://www.gov.uk/government/publications/the-size-and-health-of-the-uk-space-industry-2022/size-health-of-the-uk-space-industry-2022#:~:text=UK%20space%20industry-,Population,of%20analysis)%20is%201%2C590%20organisations.https://spaceskills.org/census-women#do-people-witness-discrimination1516https://www.tide.co/female-entrepreneurship-index/1718https://spaceskills.org/census-women#is-there-a-gender-pay-gaphttps://spaceskills.org/census-women#is-there-a-gender-pay-gaphttps://spaceskills.org/census-women#is-there-a-gender-pay-gapSO HOW DOES THE SPACESECTOR COMPARE?The UK space sector is a cornerstone of national innovation, contributing over£16 billion annually to the economy and supporting thousands of jobs. As theindustry evolves, startups are playing an increasingly pivotal role, driving forwardcutting-edge technologies and solutions. As of 2023 there were 1,765 space-related organisations in the UK, an increase of 10% from 2022. However, womenmake up only 29% of the space workforce, reflecting a significant genderimbalance common in STEM fields. Data on female entrepreneurship in the space sector is limited, but insights fromthe Accelerator Programme reveal that just 13% of founders are women,highlighting severe underrepresentation in the sector. This mirrors broaderentrepreneurial trends across STEM industries, where female entrepreneurs inmale-dominated sectors like construction and mining (3.9%) contrast sharplywith female-dominated industries like health and social work (74%). Beyond entrepreneurship, women in the space sector face systemic challenges.Despite being more ethnically diverse than men (14% non-White vs. 9%), only47% of women feel "always welcome," compared to 79% of men.Discrimination is pervasive, with 41% of women reporting prejudice, versus just10% of men, disproportionately affecting younger women. Economic inequalities further compound these challenges. Women earn lessthan men in the sector, with the pay gap widening from £1,000 at junior levels to£9,000 in senior roles. Women are also far less likely to hold senior positions(20% vs. 43%), even when accounting for age and experience.These disparities, rooted in broader STEM trends, where women comprise just31% of higher education students, are compounded by limited access tofunding, networks, and mentorship for female founders. This Breaking Boundaries Whitepaper explores the gender gap in female-ledentrepreneurship within the space industry. Through interviews with womenentrepreneurs in space and adjacent sectors, it examines the root causes of thisgender-gap, outlines potential strategies to overcome barriers, and highlightshow businesses and economies that do not take action may be severely limitingtheir potential.1112 1314151617188

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CREATIVITY,INCLUSIVITY,RESILIENCEEvidence increasingly shows that genderdiversity in leadership positions drivessignificant improvements in innovation,profitability, and overall success acrossindustries, including the space sector:McKinsey & Company researchhighlights that companies with morediverse leadership teams are 25% morelikely to outperform their peers inprofitability. Similarly, firms with at leastone female board member experiencehigher returns on equity and lowervolatility.Boston Consulting Group (BCG) foundthat startups with at least one femalefounder generate 78 cents of revenue forevery dollar of funding, compared to 31cents for male-only startups. Despite this,female entrepreneurs consistently receiveless funding: only 2.1% of venture capitalwent to all-female teams in 2022, eventhough their businesses demonstratehigher efficiency and returns.1920Female entrepreneurs bring uniqueadvantages to the table. Their leadershipfosters creativity, inclusivity, and resilience—key drivers of success in the competitive andrapidly evolving space sector. In industrieslike space, where technologicaladvancements are often groundbreakingand tackle complex global issues, havingdiverse leadership is essential. Researchshows that gender-diverse teams are morelikely to identify risks, adapt quickly tochallenges, and develop solutions thatappeal to a broader range of customers. Despite this, female entrepreneurs still facesignificant barriers to accessing funding andresources. Female founders are oftenquestioned about risk mitigation rather thangrowth potential—questions that aredisproportionately asked of womencompared to men. This bias directly impactstheir ability to scale their ventures, despite theevidence that women-led startups oftenoutperform in terms of revenue generationper dollar invested. 21222310

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1920https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-mattershttps://thegrafter.com/blog/why-we-still-need-womens-events/#:~:text=Specifically%2C%20the%20BCG%20study%20concluded,when%20the%20maths%20is%20clear%3F2122https://www.msci.com/documents/10199/dac417f1-4a01-4ba5-8429-67f52fd33443 https://www.morganstanley.com/ideas/gender-diversity-investment-frameworkhttps://hbr.org/2017/06/male-and-female-entrepreneurs-get-asked-different-questions-by-vcs-and-it-affects-how-much-funding-they-get23 https://www.bcg.com/publications/2018/why-women-owned-startups-are-better-bet https://www.forbes.com/sites/dariashunina/2023/12/11/female-founders-received-only-2-of-total-capital-in-2023-according-to-pitchbook-report/In the space sector, which is driven byinnovation and adaptability, these biases areparticularly detrimental. The sector thrives onthe ability to solve complex challenges anddrive technological advancement, andlimiting female entrepreneurs in leadershiproles undermines the potential forbreakthrough solutions. Women entrepreneursbring fresh perspectives that not only reflectdiverse customer needs but also enable morecreative and well-rounded solutions.Investing in female entrepreneurs is not justabout fairness—it’s a strategic business decision.As the space industry becomes increasinglycompetitive, fostering diverse entrepreneurialleadership will ensure that the sector remainsinnovative, inclusive, and better equipped tomeet future global challenges. Promotinggender diversity in entrepreneurship helps builda more resilient, adaptable, and successfulspace industry, capable of addressing thepressing issues of today and tomorrow.11

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24https://spaceskills.org/census-women#is-there-a-gender-pay-gap“Having a successful business in spaceas a female entrepreneur…you've gotlots of things stacked against you.”- Gabriella GoddardResearch and interviews with female entrepreneurs in the space sectorreveal that the gender gap in entrepreneurial roles often stems fromsocietal and cultural influences long before women enter the workforce.Persistent stereotypes suggesting that girls are less capable in maths andscience frequently deter girls from pursuing STEM fields. Manyinterviewees shared that without specific encouragement, such as ateacher’s support or programmes like Space School UK, they would nothave considered careers in the space industry. This trend is reflected inbroader data, where women are significantly more likely than men to beinspired to join the sector through early exposure, such as at school(30% vs 21%) or space camps (7% vs 3%).The challenges for women persist in higher education. Women pursuingSTEM degrees often find themselves as one of the few females in theirclasses, which can create feelings of isolation. Compounding this issue isthe lack of resources and guidance on the various career pathsavailable in the space industry. As a result, the space sector andentrepreneurship remain ambiguous and intimidating options for manywomen.2413

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Lack of Representation and AwarenessWomen in female-dominated STEM fields (e.g.,biology) have fewer pathways into spacecompared to male engineers, leading to lowervisibility and fewer role models.2Barriers in Recruitment andWorkplace CultureDespite women being more likely to completeinternships, only 17% of applicants for technicalroles in UK space companies are women.Implicit biases in hiring, vague job descriptions,and limited flexible working options deter femalecandidates.43Feelings of Isolation in STEMEducationWomen in STEM degrees often find themselvesas one of the few females in their classes,creating a sense of exclusion. A lack ofguidance on career paths within the spaceindustry further exacerbates this issue.Early Social and Cultural Influences Persistent stereotypes that girls are less capablein maths and science discourage them frompursuing STEM fields. Without earlyencouragement from teachers or programmes,many women do not consider space careers.15 6Limited Technical Career ProgressionFewer women in technical roles means feweropportunities to identify and develop innovativeideas that could lead to space-based startups,restricting their entry into entrepreneurship.Successful Models Show theImportance of VisibilityIn countries like the U.S., where femalerepresentation in space-related fields is higher,increased awareness and outreach have createdclearer entry paths for women, highlighting theneed for similar efforts elsewhere.14

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Research further highlights a lack of awarenessabout space-related opportunities withinfemale-dominated STEM disciplines, such asbiology and other sciences. Male engineers arefar more likely to encounter pathways into thespace sector, while women in disciplines withhigher female representation are less likely tosee space as a viable career. Experiences fromthe Accelerator Programme support thisfinding, indicating that greater visibility andoutreach within female-dominated fields arecrucial. In more mature space industries like the U.S.,where female entrepreneurial presence ishigher, visibility for women in space-relatedfields is significantly greater. This increasedrepresentation helps to raise awareness at boththe university and professional levels, creatinga clearer pipeline into the sector. Emulating thisapproach globally—through cross-disciplinaryoutreach and targeted visibility initiatives—could be key to increasing women’sparticipation in space. Despite women being slightly more likely tohave completed internships or work experience(21% vs. 14%)—even when controlling for age(31% vs. 26% for those under 35)—a gapremains between the number of womenstudying technical subjects and those enteringtechnical roles in the space sector. For example, UK space companies report thatonly 17% of applicants for technical roles arewomen, compared to about double that rate formarketing and office management roles. Thisdiscrepancy, despite higher female participationin technical education and internships, suggestssystemic issues within recruitment processes. This gap has significant implications forentrepreneurship in the space sector. With fewerwomen in technical roles, there are feweropportunities to identify technological orcommercial innovations—critical drivers ofsuccessful startups. Women excluded fromtechnical career paths miss opportunities toengage with cutting-edge technologies andidentify market gaps, ultimately limiting theirability to found and lead entrepreneurialventures. Beyond university campuses, recruitmentpractices often perpetuate implicit biases, furtherhindering women’s entry into the space sector.Issues like vague job descriptions and insufficientemphasis on benefits such as flexible workingarrangements deter women, particularly thosebalancing caregiving responsibilities. Thesechallenges, as echoed by our interviewees,disproportionately impact women andcompound the barriers to accessing technicalroles. Addressing these barriers is essential—not just toincrease women’s representation in the spacesector, but to unlock the innovative potential thatarises from diverse perspectives. Empoweringwomen to enter and thrive in the space sector willensure they are equipped to drive technologicaladvancements and shape the future of spacethrough entrepreneurship. Social and cultural influences,notably the false stereotype thatgirls are not as capable as boysin math and science, oftendissuade girls from pursuingSTEM-related paths. 15

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A gender-inclusive culture withinan organisation is thefoundation upon which all othertools for equality should be built. Once female entrepreneurs overcome thebarriers of getting into the space sector, theyoften face another challenge: staying. Globally, female entrepreneurs in the sector exitfor several reasons, many of which arerepresented in the space sector. Most often alack of profitability – a reason more oftenreported by women in 2023 (29.4% vs 28.4%).Women are much more likely to report businessexit for personal or family reasons than men, onthe order of 36% more often globally, and lesslikely to report exit due to sale of the business.Lack of financing is another reason for businessdiscontinuation. Despite this disproportionateaccess to business financing challenges reportedfor women, they were actually about 6% lesslikely than men to report business closure due tolack of financing. Addressing these challenges requires systemicchange and targeted support. Initiatives aimed atproviding equitable access to capital,mentorship, and entrepreneurial resources canempower women to not only enter but alsosustain their ventures in the space sector. RETAINING FEMALEENTREPRENEURS: WHATMAKES THEM STAY AND GO?2525 https://www.gemconsortium.org/reports/womens-entrepreneurship 16

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A recurring theme among interviewees was theprofound impact of the lack of femalerepresentation and role models in the space sector.For many, this absence has been a major barrier—one that makes it harder to imagine themselves asfounders or leaders within the industry. The scarcityof women in prominent entrepreneurial rolesleaves a void in which aspiring femaleentrepreneurs struggle to see a clear path forward.Representation is not just a numbers game; it’sabout creating visibility that inspires action. Whenwomen see other women succeeding—leadingbusinesses, breaking barriers, and claiming spacein the entrepreneurial world—it fosters belief inwhat’s possible. It sends the message that they toocan succeed and that the space sector is notreserved for a select few.“We still need more successfulfemale entrepreneurs to act as rolemodels, sharing their stories andinspiring others.” - Angela Corbari“I remember seeing a womanfeatured in a leaflet for the FoundersDay, and that really resonated withme. Representation matters.” - Katrina YoungThe need for visible role models goes beyondsymbolism. It’s about creating tangible,aspirational pathways for the next generation offemale entrepreneurs. Without this visibility, thecycle of underrepresentation will continue, limitingthe pool of talent and innovation the space sectorcan tap into. Amplifying the stories of femaleentrepreneurs can be the catalyst that drives theevolution of a more vibrant, diverse, and dynamicspace sector.19

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Gender bias remains asignificant and persistentobstacle for femaleentrepreneurs, particularly inmale-dominated industrieslike space. Manyinterviewees reportedencountering repeatedchallenges to their credibility,with their authority oftenquestioned or overlooked.FEMALE ENTREPRENEURSOFTEN FACE ACONTINUOUS BATTLEFOR CREDIBILITY“Male counterparts often delegatecaregiving tasks, leaving womenwith fewer opportunities to focus ontheir careers.” - Angela Corbari This undermines their professional advancement and requires constantefforts to assert themselves in spaces where their male counterparts aremore readily trusted. The result is a battle for recognition that wears onwomen, forcing them to continually prove their worth and capabilities inways that their male peers do not. Beyond individual perseverance, systemic change is essential to shiftingthese entrenched biases. Policies that offer financial support for childcareand eldercare, for example, could play a key role in levelling the playingfield, enabling women to excel without the added burden of societalexpectations. As one entrepreneur reflected, “Male counterparts oftendelegate caregiving tasks, leaving women with fewer opportunities tofocus on their careers.” To foster long-term change, it’s not enough tosimply demand more from female entrepreneurs—we must address thestructures that perpetuate inequality. As Katrina Young shared, “I’ve faced situations where my authority wasquestioned in professional settings. These experiences have required meto demonstrate resilience and assertiveness.” This resilience, thoughadmirable, should not be a prerequisite for success. It’s time to build anenvironment where women’s leadership is seen as equal and valued, notas something that must be constantly proven. 20

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FEMALEENTREPRENEURSLACK ACCESS TOPROFESSIONALNETWORKS ANDRESOURCESA significant barrier faced by female entrepreneurs is limited access toprofessional networks and resources, which restricts their ability toidentify and capitalise on entrepreneurial opportunities. Whileplatforms like LinkedIn can provide visibility and open doors, thesimple availability of networks is not enough. Women need more thanjust connections; they need strategic, targeted opportunities thataccelerate their growth, from virtual Q&A sessions to mentorship andindustry-specific learning events. Yet, even with the right networks in place, women often grapple with anadditional barrier: a risk aversion that stems from deep-seated societalconditioning. Studies show that women tend to approach risk morecautiously than men, which can prevent them from making bold movesthat would otherwise drive growth and innovation. This cautiousmindset, while protective, can also limit potential in fast-moving, high-stakes industries like entrepreneurship. To overcome this, we must reshape the narrative around risk-taking forwomen. By celebrating the stories of successful women-led venturesand providing mentorship that encourages calculated risks, we canshift perceptions and give women the tools they need to take boldsteps. A culture that celebrates risk-taking—coupled with access to astronger, more supportive network—could empower women to embracethe challenges of entrepreneurship with greater confidence andresilience. “Sometimes we play it safe, whichcan limit growth in a competitiveenvironment.” – Angela Corbari“It’s about being visible on platformswhere professional women alreadyengage, like LinkedIn. Events likeLinkedIn audio Q&As, meet-and-greets, or lunch-and-learns could begreat.” – Katrina Young“Mentors are important, no matterwhat stage of your career or learningpath you're in.” – Charlotte Ambrose21

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DESPITE ITS CHALLENGES,BEING A FEMALEENTREPRENEUR IN THESPACE SECTOR ALSO HASITS ADVANTAGES – ANDTHE FUTURE IS BRIGHT Female entrepreneurs in the spacesector may face more challenges thanmen in the entrepreneurialenvironment, however there was astrong sense of excitement andoptimism among our intervieweeswhen discussing the future for womenin the sector. “It’s an exciting sector to be involvedin right now” – Jo Murray Interestingly, some women found thatbeing in a male-dominated industryhas, in many ways, worked to theiradvantage. While being the onlywoman in the room has occasionallyled to instances of discrimination, ithas also helped them stand out andbring fresh perspectives to the table.As one interviewee put it, “In fast-paced industries like tech and space,women don’t lack confidence. Weadapt differently, focusing onrelationships and long-term impactover forceful pitches.”This distinctive approach has proven valuable,particularly in areas like operational efficiencyand strategic planning. Female entrepreneursoften bring a collaborative mindset and an eyefor sustainable growth, which can help buildstronger, more resilient businesses. As oneinterviewee put it, “The issue isn’t skills—it’s theperception of abilities.” Having access to theresources to challenge these perceptions, suchas the Accelerator is enabling women to pushthe boundaries of what’s possible in the spacesector. “there’s a sense of community andunderstanding…we still experience similarchallenges”. Looking ahead, the future for femaleentrepreneurs in the space sector is promising.As the industry continues to mature, women’sleadership and innovative contributions will becritical in driving its success. Despite thechallenges, women in space are proving thattheir voices and perspectives are not onlyneeded for the growth and transformation ofthe industry—they are essential.23

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Mentorship and visible role models have been instrumental inadvancing women’s careers across industries. The spaceindustry can replicate this by developing mentorshipprogrammes that connect aspiring female entrepreneurs withexperienced professionals.The space industry can lead by offering tailored support forfemale founders, flexible accelerator programmes, childcareoptions at industry events, and ensuring fair investmentprocesses to enable women to thrive.Women-led startups across industries face systemic fundingdisparities, with female founders receiving significantly less capitalthan their male counterparts. The space sector can follow suit bycollaborating with female-focused venture funds to establishspace-sector investment segments. Other industries, like technology and finance, have successfullyengaged young women early through initiatives like codingcamps and STEM competitions, building confidence andawareness. The space industry can promote diverse career pathwaysbeyond engineering, highlighting successful femaleentrepreneurs, and redefining the perception of who can leadin space ventures.EARLY ENGAGEMENT &EDUCATIONMENTORSHIP &ROLE MODELSADDRESSINGFUNDING GAPSCREATING INCLUSIVEWORKSPACESCHALLENGINGGENDERED NORMS26

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In industries like technology, healthcare, and finance, an effort has been made to engage youngwomen early on, inspiring them to pursue careers in STEM. Initiatives such as coding camps, STEMcompetitions, and mentorship networks are more than just programmes—they are powerful toolsthat build both awareness and confidence in young women, allowing them to see their potential infields they may never have considered.For example, initiatives like Girls Who Code and Black Girls Code have demonstrated success byoffering hands-on experience in tech, breaking down the stereotype that these fields are "off-limits"to women. These organisations don't just teach coding—they create pathways into careers intechnology, engineering, and entrepreneurship, positioning young women as leaders in industrieshistorically dominated by men.The space industry can—and must—adopt this model. To foster the next generation of women spaceentrepreneurs, we need to introduce girls and young women to space science, engineering, andentrepreneurship early. Think internships, space camps, and school partnerships that bring thespace ecosystem into the classroom and beyond. By giving young women direct exposure to theindustry, we spark their curiosity and lay the groundwork for a more diverse, innovative, andthriving space sector."Having role models visit schools to talk about career options and showcase the wide range ofopportunities would have been invaluable at an early stage." – Charlotte Ambrose A consistent theme across interviews was the critical role that mentorship and visible role modelsplay in propelling women forward in their careers. In industries such as finance and technology, thedeliberate effort to increase the number of female mentors and executives has proven essential fordeveloping the next generation of female leaders. These efforts don’t just provide guidance—theyopen doors, provide opportunities for growth, and cultivate a sense of belonging and possibility. For instance, mentorship initiatives in tech have proven instrumental in helping young womenentrepreneurs navigate the complexities of business ownership. Programs like SheEO have createdrobust networks that not only connect women with financial resources but also provide emotionaland professional support to navigate challenges like securing funding, overcoming gender bias,and scaling a business. These mentorships have helped shape a new generation of women leaders. The space industry can learn from this approach by building mentorship programmes that connectaspiring female entrepreneurs with established professionals. These programmes should prioritisenot only technical guidance but also practical advice on navigating the unique challenges ofentrepreneurship in the space industry, such as securing funding, managing growth, and scaling abusiness. EARLY ENGAGEMENTAND EDUCATIONMENTORSHIP ANDROLE MODELS27

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ROLE MODELSRole models aren't just figures; they can be voices as well. 21Gabriella Goddard, Founder & CEO, BrainsparkerGabriella is the Founder & CEO of Brainsparker Ltd, anaward-winning CreativeTech company on a mission toignite creativity and empower people worldwide tobring their innovative ideas to life. Her journey—fromexecutive coaching to pioneering leadership in thespace sector—was sparked by a personal crisis that ledher to pursue her passion for empowering future spacepioneers. As a mentor, author, and advocate, Gabriella hasbecome a leading voice for women in aerospace,delivering seminars, co-authoring influential reports,and mentoring through global initiatives likeUNOOSA’s Space4Women. Her achievements,including prestigious business awards and contributionsto leadership education, highlight her commitment tobreaking barriers and inspiring the next generation ofwomen to find their place in space.In the space industry, we are beginning to see more efforts to amplify the voices of women who are currentlymaking strides. Companies like Airbus and Lockheed Martin, alongside organisations like SpaceCareersand the Cornwall Space Cluster, are shining a spotlight on the inspiring stories of women leading the way. Inspiring examples of entrepreneurs coming though the Accelerator demonstrate the potential of thesestories that can be tapped into: 28

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Kavya Murali, Founder, KinKineticsKavya’s journey demonstrates the impact of The UKSA Accelerator Explore Programme inequipping entrepreneurs with the tools and support necessary for success. While her business,KinKinetics, is still in development, she has made significant progress in refining her innovativeconcept—a decision support system leveraging neuropsychoeconomic principles and machinelearning to address loneliness and enhance decision-making. Through mentorship and resources provided by the accelerator, Kavya has advanced her MVP,integrated user feedback, and gained recognition for her research, including invitations to presentat conferences such as ELGRA, IAC, and NASA’s Human Research Program. Despite challengesstemming from her upbringing in a small village in Kerala and the demands of balancingmotherhood, family, and entrepreneurship, Kavya’s resilience and determination have beeninstrumental in overcoming obstacles. Her journey is a testament to the effectiveness of structuredentrepreneurial support and the power of perseverance in achieving long-term success.29

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Women’s participation in the space sector is not a new phenomenon—it isthe result of decades of progress, with today’s innovators standing on theshoulders of pioneering women who came before them. Inspiring changestarts with visibility—something we can see in popular media with releasesof films like Hidden Figures (2016) and Joy (2024) celebrating the often-overlooked contributions of women who have driven STEM innovationforwardThe UK space industry has a wealth of untold stories that can captivateand inspire the next generation. For example, women like Beatrice ShillingOBE (1909-1990), an engineer who developed the RAE restrictor for RollsRoyce Merlin engines, directly influencing the advancements we see inaerospace and space exploration today. Yet, her contributions remainlargely unknown, overshadowed by more prominent figures in history.Highlighting these voices isn’t just about honouring the past; it’s aboutcreating a powerful connection between historical breakthroughs andmodern opportunities. By showcasing the continuum of female innovationand entrepreneurship—spanning decades and disciplines—the spacesector can cultivate a sense of belonging for women who might otherwisesee it as inaccessible, ultimately demonstrating that women have alwaysbeen, and continue to be, essential drivers of innovation and success inthe space sector. ADDRESSINGFUNDING GAPSAccess to capital remains one of the most significant barriers for femaleentrepreneurs in the space industry, a challenge that mirrors trends acrossother sectors like tech and healthcare. Women-led startups continue toreceive disproportionately low funding, not because of a lack ofinnovative ideas, but due to systemic biases and an underrepresentationof women in decision-making roles within investment firms.Lessons can be drawn from initiatives in other industries that havesuccessfully narrowed the gender funding gap. Programmes like GoldmanSachs 10,000 Women and Female Founders Fund have not onlyempowered women entrepreneurs but also demonstrated thetransformative potential of targeted funding support. These initiativesshowcase that when women gain equitable access to capital, theirventures thrive—and so do the industries they disrupt.30

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The space sector has an opportunity to take the lead inaddressing this disparity by expanding targeted, space-specific funding and support initiatives. Rather thancreating entirely new female-only venture funds, thefocus should be on collaborating with existing female-focused funds to establish dedicated space-sectorinvestment segments. These partnerships would amplifywomen’s innovation in the space sector while leveragingestablished expertise and networks.Additionally, launching women-branded spaceaccelerators, such as an expanded version of the UKSpace Agency’s Accelerator programme, could providedual pathways for support: connecting women-ledstartups to these specialised funds and fostering linksbetween women-only investors. This targeted approachwould unlock untapped potential while creating apipeline for female entrepreneurs in the space industry.Crucially, increasing the number of female investors inthe space sector is a transformative step. Femaleinvestors are statistically more likely to back women-ledstartups, helping to dismantle the biases that havehistorically excluded women from funding conversations.Advocates like Marla Shapiro (founder of HERMesa) andKristina Pereckaite (Founder and MD at South EastAngels), exemplify the impact of women’s leadership inthe investment ecosystem, pushing for greater equityand representation.Programmes like the UK Space Agency’s UnlockingSpace for Investment provide a promising framework forengaging new investors in the space industry. To furtherincrease the representation of female investors, effortsshould focus on encouraging women from acrossindustries to participate in these initiatives. This couldinclude targeted outreach to female investors, bespokeeducational modules, and create more opportunities forwomen investors to connect directly with space-focusedbusinesses at pitch day events.By addressing systemic gaps in funding, mentorship, andinvestor representation, the space sector can cultivate amore equitable and dynamic entrepreneurial ecosystem—one that empowers women to shape the future ofspace exploration.31

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In industries like healthcare and education,efforts to create more inclusive environments forwomen have addressed challenges such aswork-life balance and implicit biases in hiringand promotion. These industries haveimplemented initiatives such as anti-biastraining, mentorship programs, and policies thatpromote flexibility and career advancement forwomen.For instance, Ellevest, a digital investmentplatform designed by women for women, goesbeyond financial empowerment by cultivating aworkplace culture that prioritises gender equityand adaptability. Similarly, Johnson & Johnsonhas significantly increased the representation ofwomen in leadership through deliberatestrategies like targeted recruitment, executivementorship, and tailored career developmentprogrammes. These organisations showcasehow intentional, systemic efforts can drivesustainable change.The space industry has an opportunity to lead byexample in fostering inclusivity for femalefounders and entrepreneurs. Tailored initiativescould include accelerators and incubatorsoffering mentorship from established femaleleaders, access to diverse investor networks, andprogrammes that accommodate caregivingresponsibilities with flexible schedules.3456CREATING INCLUSIVEWORKPLACESAdditionally, resources like on-site childcareat conferences and events, or virtualalternatives, could significantly lower thebarriers to participation for womenbalancing multiple roles.Creating truly inclusive workplaces in thespace sector also requires addressingdeeper structural challenges, such as biasesin funding and decision-making. Establishingtransparent frameworks for equitableinvestment and fostering safe, collaborativeenvironments for diverse teams will beessential in enabling women to thrive.By taking intentional steps to adopt andadapt proven practices from other industries,the space sector can create an ecosystemwhere women are not just participants butleaders and pioneers—building a foundationfor innovation and progress that is asinclusive as it is transformative.Image source: www.airbus.com/en/international-women-at-airbus32

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TIndustries like entertainment, media, and sports have made significant stridesin breaking down gendered stereotypes, encouraging women to excel in areastraditionally dominated by men. These sectors have embraced initiatives aimedat challenging unconscious biases and promoting the representation of womenin leadership roles—paving the way for lasting change.In entertainment, the push for gender-neutral casting and the growing presenceof women in key behind-the-scenes roles, such as directors and producers,have begun to redefine industry norms. In sports, efforts to elevate women intopositions of leadership—including coaching, management, and broadcasting—are reshaping long-held perceptions about who belongs in decision-makingand high-profile roles.The space industry could benefit from a similar shift. By actively challenging thenotion that entrepreneurship in space requires a highly technical orengineering-focused background, and by highlighting diverse role models inleadership positions, the industry can help break down gendered barriers.Promoting women who have succeeded in space entrepreneurship—whether inbusiness, operations, or policy—will inspire others to follow in their footsteps.CHALLENGINGGENDERED NORMSAirbus sought to address the underrepresentation of women in its Aircraft Fitterworkforce at Broughton, which previously stood at just 1%—far below the UKengineering industry average of 10-15%. In 2022, Airbus partnered with GuidantGlobal to implement an innovative recruitment campaign aimed at attractingfemale talent. The initiative highlighted rewarding career opportunities for women,resulting in 229 quality applications between February and December 2022. Femalerepresentation rose to 23%, with 35% of new hires being women, far exceedingindustry standards. Retention rates are strong, with 59 women still in their roles as ofJanuary 2023. Airbus continues to build momentum through communityengagement, word of mouth, and blogs spotlighting female talent.Airbus Boosts Female Representation in Aerospace 33

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Bring together women founders, space industry executives, space investors,women investors and government to implement positive actions and beaccountable for realising demonstrable progress.Engage with existing groups to expand these or bring them into a joint WorkingGroup e.g. Women in Aerospace.Collaborate with other sectors to create a critical mass of female founders todrive the movement forward (where sectors individually may lack critical mass).Include criteria systemically in policy and procurement to explore how thisagenda can be promoted across different initiatives.ACTIONS FOR THEINDUSTRY21FORM A CROSS-SECTOR WORKING GROUPFOR WOMEN IN SPACECREATE STRONGER PLATFORMS TO PROMOTEWOMEN SPACE LEADERSCreate an online platform or network space where female founders can connectand network with other senior professionals in the industry.Spotlight leading women in the space sector to act as role models for potentialwomen founders through a long-term, sustained campaign. This could include:Regular social media/PR spots profiling women space leaders.Appointment of women entrepreneurs as paid/sponsored champions,enabling them to take time to do outreach and participate in profilingactivities.Increase visibility of women to media and event organisers who are looking forspeakers and panel members through a dedicated online channel.36

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Commission research to explore where women-branded startup pathways andsupport can have most impact across different demographics and professionalbackgrounds.Establish women-focussed programmes (e.g. incubators, accelerators, boot campsetc) to promote confidence in women to apply and increase marketing reach.Provide evergreen access to senior industry mentors across government, corporateand startup ecosystems to support women founders. Target universities to market to potential student women founders who are pre-company formation, to highlight the market opportunities in space.Create a network of female academics and researchers with an interest in spaceand include women from the startup ecosystem, IP and innovation fundingdisciplines, to increase the chances of creating women-led spinouts.Create a pathway for supporting women entrepreneurs in other industries to growinto space by understanding the market dynamics and connecting with relevantnetworks.3LAUNCH WOMEN-BRANDED SPACEACCELERATOR PATHWAYS FROM PRE-COMPANYFORMATION, SUPPORTED WITH TARGETEDINVESTOR OPPORTUNITIES4LAUNCH WOMEN-BRANDED SPACE INVESTORPATHWAYCollaborate with women-led or women focussed Angels and VCs to increaseopportunities to pitch to knowledgeable investors. Create women-branded investor development pathways to increase the numberof women investing in the space sector through training.Increase the number of interactions between women founders and womeninvestors through targeted investment forums (see 1.3 above re: collaboratingwith other sectors for critical mass).“Accelerators, especially for SMEs, are fantastic because these companies often bringinnovative, unique ideas to the market.” -Charlotte Ambrose37

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JOIN OR ESTABLISH WOMEN-ONLY NETWORKING GROUPSINDIVIDUAL ACTIONSFOR ENTREPRENEURSSEEK MENTORSHIP FROM EXPERIENCED LEADERSBUILD YOUR PERSONAL BRANDBuild relationships with mentors who can provide guidance and access to networks. Acceleratorslike the UK Space Agency Accelerator, and programmes such as SheEO and Founder Institute aregreat places to start.Become a member of women-focused networks like Women in Aerospace (WIA) orSpace4Women. These networks foster mentorship, collaboration, and access to resources criticalfor growth.Building a personal brand is not just about establishing credibility; it’s about increasing femalerepresentation in the space industry and inspiring others. By actively participating in space events,contributing to industry discussions, and showcasing your work through blogs, podcasts, or socialmedia, you can position yourself as a role model for other women. This visibility helps attract morewomen to the industry, fostering a supportive community of innovators and problem solvers whocan share successes, navigate challenges together, and inspire others.38

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Below are a list of selected resources designed to help you navigate someof the tools, programmes and organisations that are working hard tosupport entrepreneurial initiatives for women in the space sector. RESOURCESFor IndustryAlison Rose Review of Female Entrepreneurship (UK) – A comprehensivereview outlining the barriers women face in starting and scaling businesses,with actionable recommendations for industry and policymakers.The Alison Rose Review of Female Entrepreneurship - GOV.UKGlobal Entrepreneurship Monitor (GEM) Women’s Entrepreneurship Report –An annual global report examining trends in female entrepreneurship and thechallenges women face.Read it here40

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For EntrepreneursSheEO (Now Coralus) – A global initiative where women collectively fund andsupport female entrepreneurs.Visit: https://coralus.world/WEConnect International – Helps women-owned businesses access corporatesupply chains, expanding B2B networks.Visit: https://weconnectinternational.org/Female Founders Fund (FFF) – A network of investors and founders supportingwomen-led startups.Visit: https://femalefoundersfund.com/Angel Investment Network (Female Founders) – Connects femaleentrepreneurs with investors globally.Visit: https://www.angelinvestmentnetwork.co.uk/Expanding NetworksPersonal Branding for Entrepreneurs (HubSpot Guide) – A practical guide onbuilding a brand that attracts opportunities.Read here: https://blog.hubspot.com/marketing/personal-brandingForbes Women: Personal Branding Tips for Female Entrepreneurs – Insightsfrom leading women in business on establishing credibility and visibility.Read hereLinkedIn Creator Accelerator – A programme to help entrepreneurs buildthought leadership and visibility on LinkedIn.Visit: https://www.linkedin.com/creators/Developing a Personal BrandCherie Blair Foundation for Women – Mentoring Programme – Matcheswomen entrepreneurs with experienced mentors globally.Visit: https://cherieblairfoundation.org/UK Space Agency Accelerator – Mentoring Programme – Connects spaceentrepreneurs with industry experts to accelerate growth. Visit: https://www.ukspaceaccelerator.co.uk/Finding & Leveraging Mentors41

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Thank you to the following interviewees who contributed towards the creation ofthis document: Aleksandra Bavdaz – Entrepreneur & Founder, SensFishAngela Corbari – Entrepreneur & Co-Founder, StudioMappCharlotte Ambrose – Senior Systems Engineer, Infinity Systems Engineering Ltd.Gabriella Goddard – Founder, BrainsparkerJo Murray – Founder, My CoastKatrina Young – Fractional Chief Technology Officer, Aggregator DigitalKavya Murali Parthasarathy – Founder, KinKineticsTess Morris-Paterson – Founder, Astro HealthExotopic is a science and technology consulting firm, bringing science andtechnology to market for economic and societal benefit. Our entrepreneurialteam of sector experts delivers growth for the public and private sectors acrosscritical future technology domains. Focussing on bringing investment to drivescience & technology development, creating commercially sustainablebusinesses in emerging sectors, providing strategic insights to unlock newopportunities and delivering specialist training to meet the demands of ourfuture society. Alongside Entrepreneurial-Spark, Exotopic runs the UKSAAccelerator Programme as well as other UKSA-funded projects such asUnlocking Space for Investment. Entrepreneurial Spark is a business accelerator committed to developing greatpeople who, in turn, create sustainable and successful businesses. By focusingon the personal growth and resilience of entrepreneurs, we equip them with theskills, confidence, resources and network needed to navigate entrepreneurialchallenges. The impact to date includes launching 27 accelerators, supportingover 5,000 entrepreneurs, enabling the raise of £500m+ in funding, andcreating 8,000 jobs.The UK Space Agency Accelerator is a suite of business acceleration andentrepreneurial growth programmes designed to fast-track the development ofhigh-potential founders which in turn creates sustainable and scalablebusinesses. Through demonstrated business acceleration impact, theaccelerator is contributing to sector growth, jobs created, increased investmentinto the sector and has created a supportive community of high potentialfounders. The accelerator is unique given the depth and scope of support onoffer. The space accelerator supports a range of businesses from brand newstartups who have the seeds of an idea and want to understand how to getstarted through to scaleup businesses wanting to scale at pace. Allprogrammes are tailored to the needs of the entrepreneurs and delivered byresident experts in entrepreneurial mindset, business growth mechanisms,networks and finance.Authors: Holly Worrall, Senior Consultant, Exotopic Catherine Jones, Entrepreneurial Programme Manager, Entrepreneurial Spark42

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Harvard Business Review (2017) – Male and Female Entrepreneurs Get Asked Different Questions by VCs and ItAffects How Much Funding They Get Source URLProwess (2025) – UK Women in Business Statistics. Source URLSpace Skills Alliance (2025) – Discrimination in the UK Space Sector. Source URLSpace Skills Alliance (2025) – Gender Pay Gap in the Space Sector. Source URLThe Grafter (2025) – The Need for Women's Events in Business. Source URLBoston Consulting Group (2018) – Why Women-Owned Startups Are a Better Bet. Source URLComputer Weekly (2025) – Just 1% of Female Jobseekers Aspire to Work in Startups.. Source URLEVONA (2025) – Women in the New Space Sector. Source URLForbes (2023) – Female Founders Received Only 2% of Total Capital. Source URLGlobal Entrepreneurship Monitor (GEM) (2025) – Women's Entrepreneurship Report. Source URLUK Government (2019) – The Alison Rose Review of Female Entrepreneurship. Source URLUK Government (2022) – The Size and Health of the UK Space Industry. Source URLUK Government (2023) – The Size and Health of the UK Space Industry. Source URLUK Government (2025) – Investment Opportunities in the UK Space Sector. Source URLGuidant Global (2025) – Female Engineers Soar Higher at Airbus. Source URLMcKinsey & Company (2020) – Diversity Wins: How Inclusion Matters. Source URLMorgan Stanley (2025) – Gender Diversity Investment Framework. Source URLMSCI (2025) – Gender Diversity in Investment. Source URLMSCI (2025) – Gender Diversity in Investment. Source URLThe Gender Index (2024, 2025) – Female Entrepreneurship Trends. Source URLTide (2025) – Female Entrepreneurship Index. Source URLBIBLIOGRAPHY43

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