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Welcome to the December edition of FTL Magazine! As we step into the festive season, I am thrilled to present another edition brimming withinspiring stories, insightful interviews, and groundbreaking innovations in the ever-evolving worldof technology. 'Tis the season to celebrate the achievements of women in tech and embracethe spirit of gratitude and hope.Our team had the delightful opportunity to immerse themselves in the vibrant atmosphere ofWebSummit in Lisbon, where the global tech community converged to share ideas and forgeconnections, while we took a moment to spotlight the experiences and journeys of femalefounders whose dreams have transformed into reality.As we bid farewell to 2024 and eagerly anticipate the dawn of 2025, let us collectively reflecton the achievements and strides made in the past year and as usual, you will find captivatinginterviews with trailblazing women who are shaping the future of technology from AI-poweredsolutions to sustainable innovations, the stories within these pages highlight the diverse andimpactful contributions of women in tech.I also want to extend my deepest gratitude for your unwavering support and enthusiasm for FTLMagazine. Your feedback and contributions play a pivotal role in shaping the narrative ofwomen in tech and together, we are on a journey of driving change and creating a moreinclusive and equitable future for all of us.As we embrace the spirit of the season and the promise of a new year, I invite you to join us inbreaking boundaries, shattering glass ceilings, and redefining what is possible in the world oftechnology. Thank you for being an integral part of our journey and here's to a joyous holiday season and amotivated start to the exciting year that lies ahead in 2025.Sincerely,Candyce CostaEditor-in-Chief and Disruptor Dear Tech Leaders email candyce@femaletechleadersmagazine.comS I M P L E T E C H .www.femaletechleaders.com

A B O U T U SFemale Tech Leaders CommunityE M P O W E R I N G F E M A L E T E C H A N D F O U N D E R S A R O U N D E U R O P E3 8 0 0 M E M B E R SF R O M 4 8 C O U N T R I E SL I N K E D I N C H A N N E L O F M O R E T H A N 1 6 K F O L L O W E R SA N O T H E R 1 0 K T H R O U G H O U R P A R T N E R SM O N T H L Y N E W S L E T T E RQ U A R T E R L Y D I G I T A L M A G A Z I N EW H A T W E O F F E RC O N T E N T I N 3 C A T E G O R I E S :I N T E R V I E W S , A R T I C L E S A N D R E C O M M E N D A T I O N S ( B O O K S , G A D G E T S A N D E V E N T S ) . P R O F E S S I O N A L A N D T E C H N I C A L C O N T E N T A S W E L L M O T I V A T I O N A N D I N S P I R I N G C O N T E N T . E V E N T S - F A C E T O F A C E A N D O N L I N E ( M E T A V E R S E )P O D C A S T www.femaletechleaders.comW E F O C U S O N W O M E N I N T E C H A N D S U P P O R T I N GT O C L O S E T H E G A P A N D B R E A K I N G T H E C E I L I N G .C O N T A C T F O R P A R T N E R S H I P & S U P P O R T O U R C O M M U N I T Y

Sarah T. - Software Engineer"Being a part of the Female Tech Leaderscommunity has been a game-changer for me.The support, mentorship, and camaraderie I'vefound here are invaluable. This communityempowers me to thrive in the tech industry,and I'm grateful for the connections andopportunities it has provided."The encouragement to break stereotypes andexcel in this male-dominated field is bothrefreshing and motivating. This community hasbecome my go-to resource for learning,networking, and sharing experiences."Maria G. - Tech Entrepreneur"As a tech entrepreneur, finding a supportivecommunity is crucial. Female Tech Leaders hasnot only connected me with inspiring women inthe field but has also opened doors tocollaborations and partnerships. Thiscommunity truly understands the challengesand triumphs of women in tech."Aisha K. - Data AnalystOUR COMMUNITYJOIN US NOW 50% OFF

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Please introduce yourself and tell us more about your journey so far...I come from a traditional business background, so pursuing a career inhealthcare or tech wasn’t exactly in the cards for me. I graduated from INSEADBusiness School, and like many others, went straight into consulting. However,shortly after starting, I suffered a severe concussion that left me bed-bound forover six months—bringing with it the mental health challenges you'd expect.When I finally recovered, and it was time to get back into "career mode," I knewI needed to do something impactful. I initially joined a fantastic VC focusedexclusively on mental health investments, but at heart, I am an entrepreneur,and the urge to start something of my own was irresistible. So, at the beginningof 2024, I called an old friend, and within weeks, we were fully committed tobuilding Aisel. Building in a space outside of your educational background—as a health techentrepreneur with no formal healthcare training, for example—requires anintense focus on understanding the problem you’re solving and how yourcustomers think. During the first many months, Christian, my co-founder, and I spoke to as manypsychologists and psychiatrists as we could. We conducted surveys, interviews,and demo presentations—repeatedly refining our prototype—until we finallydeveloped a product that could provide real value to both mental healthprofessionals and their patients.What inspired you to enter the HealthTech space, and what specificproblem does your startup aim to solve?My personal experience with mental health was the initial catalyst that drewme into the HealthTech space. Originally, I hadn’t planned to take it "as far" asbuilding an entire company around mental health—I just knew I wanted tomake a tangible impact. But as I started learning about HealthTech, exploringnew technologies, business models, and opportunities, I became completelyobsessed. My passion for healthcare, especially mental healthcare, grows everyday. Something I didn’t expect when I started this journey is how often people—sometimes friends, sometimes strangers—open up to me about their mentalhealth struggles or those of their family members. Although I’m not a trainedpsychologist, these conversations continually confirm for me the depth of themental health crisis we're in and the widespread need for solutions. So manypeople are struggling with issues that aren’t visible on the surface.AUGUSTA KLINGSTEN PEYTZCo-founder and CEOAisel Health

Aisel Health addresses the problem of long waiting times for psychiatricservices. In Denmark, for example, the wait to see a psychiatrist can be as longas 103 weeks if you don't choose the private route, which costs hundreds ofdollars per visit. Our product is designed to handle the initial assessment phaseof psychiatric treatment—collecting background information, symptoms, familyhistory, and so on. This initial consultation isn’t about treatment; it’s aboutgathering information, something that psychiatrists can spend upwards of anhour on for each new patient. With Aisel, we handle this part and provide adetailed report to the psychiatrist ahead of the first session, enabling them tojump straight into treating the patient.Diversity issue in the tech sector: thoughts about the lack of women intechnology.I believe the diversity issue is not confined to the technology sector—it’swidespread in startups and was the same when I worked in finance andconsulting. There are consistently fewer women than men in most rooms. Thatsaid, the situation is improving. Many companies—typically larger ones—are nowimplementing soft quotas to ensure a 50/50 gender split in entry-levelpositions. I fully support this. Of course, it intensifies competition for othercandidates if quotas limit their chances, but it likely also enhances the qualityof candidates overall. Since proper female representation in the workforce hasonly been advancing since the 1960s, there are still many years of systemic andsocial exclusion that need to be addressed—and that requires concrete actionssuch as quotas. In the technology sector specifically, I notice the lack of female candidates, mostly at conferences and in our talentpipeline. For example, we’re currently hiring a tech lead, and only 2 out of 50applicants have been women. This gives me valuable feedback—perhaps ourjob post isn’t as female-friendly as it could be, or perhaps we aren’t advertisingin the right places. This is something we’ll work on, and I encourage all startupsand larger companies to do the same. That said, it shouldn’t be so challengingto find female talent in tech. Fortunately, I am surrounded by female techentrepreneurs, so we are definitely out there.Biggest changes in the Healthtech in the past 5 years?I’m only a year into working in the HealthTech industry, so I may not be the bestperson to pinpoint the biggest changes over the past five years. However, I canspeak to some trends I’ve observed. Firstly, there’s been a significant influx of B2C solutions focused on personalhealth. This trend is especially notable in mental health, with many AI-basedtherapy solutions emerging for milder conditions. Secondly, Europe remains a challenging market to operate in, which has ledmany startups to place their big bets on the U.S. market. However, we’re seeingsigns of progress. For example, Germany has introduced the DiGA Act, and inDenmark, we’re seeing more soft funding and angel collectives focused onhealthcare. We’re finding a way forward, but compared to the pace in the U.S.,there’s room for improvement. Thirdly, the regulatory landscape is evolving. The new AI Act has beenintroduced, and GDPR remains a constant focus for the European Commission.However, as a startup, we still lack clear guidance and frameworks on bestpractices. Regulations are being developed as we build, which, while crucial forpatient safety, requires a balance so that innovation isn’t stifled.

What have been the biggest challenges you’ve faced in navigating theregulatory and compliance aspects of the healthcare industry?As an AI company working with personal health data, GDPR compliance andsafety are top priorities for us. We have a strong legal team supporting us, butthe challenge is that many relevant laws have yet to be fully established. Thereare ongoing cases that will set precedents for how companies should workwithin GDPR guidelines, and until those are resolved, navigating this landscapeis extremely challenging. In fact, we’re losing customers over this uncertainty,despite operating under the highest standards we can.Future of Healthtech: How will the consumer mindset evolve given theupcoming changes in the health sector? I think we’ll become more accustomed to personal health solutions thatcombine physical and online time with doctors, both for productivity andanalytical purposes. Many new solutions are emerging for health testing andtracking that go beyond the traditional doctor’s office, and they’re gainingsignificant traction. This could potentially become a new norm in the industry.For example, in recent months, I’ve seen options for at-home vitamin checks viablood tests and AI-driven health testing labs. I tried the former and amwaitlisted for the latter. Overall, we’re seeing a strong trend towards longevity. Beyond crisis services intraditional healthcare—like those Aisel offers—there’s also a growing number of“lifestyle” health companies that support customers on their journeys towardslongevity and improved health.How do you ensure that your technology balances innovation withpatient privacy, safety, and ethical concerns? We make sure our technology balances innovation with patient privacy, safety,and ethics by focusing on a few key areas. First, we’re committed to dataprivacy and security. We follow all relevant regulations, like GDPR, to protectpatient information. This includes encrypting data and limiting access to onlythose who need it. We also build our AI with ethical principles in mind. We test for biases andensure that the AI’s recommendations are transparent and understandable forclinicians, so they can make informed decisions. Patient safety is always apriority, and we work closely with clinical experts to validate our technologybefore rolling it out. Finally, we emphasize transparency with patients about how their data is usedand give them control over their information. This way, we’re not onlyadvancing technology but also respecting the trust patients place in us.How do you evaluate the impact of your technology on improving patientcare and overall healthcare experiences?To evaluate the impact of our technology on patient care and healthcareexperiences, we focus on gathering direct feedback from both patients andhealthcare providers. We look at specific metrics, like the time saved forclinicians, which can indicate more efficient workflows, and we also measurepatient satisfaction to see if they feel the process is smoother or moresupportive.

We also wish to track clinical outcomes to see if our technology helps identifysymptoms or issues earlier, leading to better care decisions. Regular check-inswith our clinical partners allow us to get real-world insights and adjust ourtechnology based on what actually works in practice. By combining thesequalitative and quantitative measures, we get a clearer picture of how well ourtechnology is actually benefiting patients and the healthcare system overall.How do you see the future of HealthTech evolving, and what emergingtechnologies or trends do you believe will have the most significantimpact on the industry? I see the future of HealthTech becoming even more patient-centered, withtechnology making healthcare more accessible and personalized. Emergingtechnologies like AI and machine learning will continue to drive improvements,especially in areas like diagnostics and treatment planning, where they canhelp make sense of complex data quickly and accurately. I also think wearable devices and remote monitoring tools will play a big role inthe personal health space. As they become more advanced, they’ll allow forcontinuous health tracking and early detection of issues, which could lead tomore proactive and preventive care. Finally, I see data interoperability as a major trend—creating systems that canshare and integrate patient information across different platforms. This couldimprove care coordination and make the healthcare experience more seamlessfor patients. Overall, it’s an exciting time, and I think we’ll see HealthTechpushing toward making healthcare more efficient, personalized, and accessible.As a woman in the tech industry, what challenges have you faced, andhow do you think the industry can become more inclusive for women inleadership roles? One of the main challenges I’ve faced as a woman in tech has been aroundfunding - but that's also in my capacity as CEO, where a big part of the job inthe early stages is fundraising. We all know the statistics—women foundersreceive a small percentage of venture capital funding compared to men. Thismakes it more difficult to get the necessary resources to grow and scale abusiness. To make the industry more inclusive for women in leadership, I think we needmore diversity on the investor side, not just limited to gender but as well toprofessions. When you have investors who bring different perspectives andexperiences, they’re more likely to recognize the value of ideas. It’s also essential to normalize flexibility in work environments, especially inleadership roles. This could mean offering remote work options orunderstanding the demands that come with balancing professional andpersonal responsibilities. When companies offer that kind of flexibility, it opensdoors for more women to step into and succeed in leadership positions. Finally, I think it’s about celebrating successes and visibility. When we highlightthe achievements of women leaders, it helps change perceptions andencourages more women to pursue these roles. It’s about building a culturethat values diverse perspectives, and it’s encouraging to see that slowly, morecompanies are recognizing the benefits of a more inclusive approach.

Please tell us a bit about yourself and your journey in the tech world.I am the founder of Female Techpreneur, a community that helps and supportsfemale founders in tech. My journey started with a passion for technology and a desire to help morewomen succeed in the industry. I noticed that female founders face challenges like getting funding, buildingthe right networks, and gaining visibility. That’s why I created FemaleTechpreneur to provide a community where women can learn, grow, andaccess opportunities. Through mentorship, training, and networking events, we are helping morefemale founders thrive. Lastly, My new book - First founders. It has everything you’ll need to get goingand be the best version of you in Tech. Click the link to get my book.Walk us through a typical day or week in your role. What are some ofyour regular activities and responsibilities? Every day is different, some days are very busy and exciting but my focus isalways on supporting female founders. I spend time connecting with women in our community, hosting events, andworking with my team to create useful resources. Some days, I’m mentoringfounders, speaking at events, or meeting with potential partners who cansupport our mission. A big part of my work is listening to the challenges female founders face andfinding ways to help them overcome them. Whether it’s funding, businessgrowth, or tech skills, I work to provide the right solutions.BUKKY BABAJIDEFounder, Female Techpreneur

What's one key leadership lesson you've learned, particularly as a womanin tech? One important lesson I’ve learned as a female founder is to speak up and takespace. Success doesn’t happen alone. So we should join hands together to builda strong network. When we support each other as female founders, we createmore opportunities for success.What are your thoughts on diversity in the tech industry? Whatchallenges and opportunities do you see?Diversity in tech is not just a necessity; it’s an advantage. There are still too few female founders in tech, and those few also struggle toget funding or are not taken seriously by investors. However women are nowsupporting each other, and more awareness about gender diversity. We need to increase access to funding and create strong support systems.How can tech companies better support women in their careers?Tech companies can support female founders by: 1. Investing in women-led startups. 2. Creating a mentorship programme for female entrepreneurs. 3. Offering equal opportunities in funding, contracts, and partnerships. 4. Sponsoring a related educational Programme for startup founder to thrive intheir space.What advice would you give to young women considering a career intech, especially those who might be experiencing imposter syndrome orfeel intimidated by the industry's culture? If you’re a woman starting a tech business, my advice is: Don’t doubt yourself! You may feel like you don’t belong or that tech is too hard, but that’s not true.Find a mentor or a community that supports female founders. Learn as much asyou can and take action. Even small steps will bring you closer to success.What are the biggest challenges and opportunities you see for the nextgeneration of women leaders in technology? The biggest challenge for future women leaders is still getting enough fundingand support. Many female founders struggle to find investors who believe inthem. However, there are also exciting opportunities: 1. Growing communities of women entrepreneurs 2. More female role models in tech

What are some emerging tech trends you're excited about or think willhave a significant impact in the coming years? 1. No-code and low-code tools – Making it easier for non-tech founders to buildproducts. 2. Fintech solutions for women, helping female entrepreneurs access financialsupport.Are there any women in tech who have particularly inspired you?Yes, there are many women in tech who inspire me, especially those whosupport and uplift others in the industry. Their dedication to innovation,mentorship, and breaking barriers motivates me to keep pushing forward andcontributing to the tech space.What's your best piece of advice for women building a career in the techindustry? 1. Find a strong support system - Join communities, attend events, and connectwith mentors. 2. Learn to sell yourself and your business - Investors and customers need tobelieve in you before they believe in your product.What are your professional goals for the next five years? My goal is simple: to see more female founders build successful businesses,raise funding, and lead in the tech industry. Also, work with more investors and companies to create real change for womenin tech. And to continue my mission in supporting millions of female founders. Additionally, we are building an exclusive investor network where investors candirectly invest in promising female-led startups. And also a wealth circle savingon our mobile app, a rotational investment model where female founders cancontribute and access funding in cycles. This initiative encourages financial empowerment and fosters a strongcommunity of women supporting each other’s growth. One of my goals is to break down financial barriers and ensure more womenreceive the capital they need to grow and thrive. Link to download our Mobile appWe are currently recruiting for Angels and VC’s to join our investors network

5%of leadership positions in thetechnology sector are held bywomen3%of females say a career in thetechnology industry is their firstchoice2.1%Women-founded startups raised1.9% of all VC funds in 2022 a dropfrom 2021OUR COMMUNITYJOIN US NOW 50% OFFJOIN US NOW 50% OFF

Can you start by telling us a little about your background, your journeyinto the tech industry, and what inspired you to pursue a career in thisfield? I wouldn’t say I have a traditional tech background, and I don’t really considermyself a “tech person” in the way people usually define it. My academicbackground lies in digital marketing and communication, which I laterexpanded through an MA in Digital Management.But I have always been drawn to the human aspect of technology. Who hasaccess to these spaces? Who is included, and who is excluded? How were theydesigned and how can we create digital solutions that foster connection ratherthan deepen divisions?There have been many pivotal moments in my journey, but one that stands outoccurred during a class on biases in AI and machine learning. We examinedhow AI predicts and completes sentences from partial inputs, and the resultswere extremely troubling—reinforcing harmful biases in ways that feltprofoundly personal. I had to step away for a moment, overwhelmed by therealization that something I had long sensed was not an imagination butsomething very real– but that now that it was out in the open, it could be fixed.That experience crystallized my commitment to examining how bias, power,and privilege shape technology advancement as well as society as a whole.In 2021, I joined EmmsTech as a learning designer, drawn to a communitywhere I saw myself reflected. There is something undeniably powerful aboutbeing surrounded by people who share your experiences, your concerns, andyour determination. In 2024, I stepped into a leadership role, focusing on cultivating these spaces forothers while driving meaningful change in the tech industry. The industry doesnot just need more women of color—it needs our perspectives to createtechnology that serves everyone.DEGMODAAREmmstechnology, Managing Director andFounder NoorD Consulting

How do you see the current state of diversity, equity, and inclusion in thetech industry, and what changes would you like to see in the comingyears?In Sweden, gender equality in tech is frequently discussed, however it is rarelyexamined through an intersectional lens. The consisting assumption is thatadvancing opportunities for women benefits all women equally, but thisoverlooks a more complex reality. Women of color encounter additionalbarriers, including limited leadership opportunities, smaller professionalnetworks, and a lack of targeted initiatives designed to address their specificchallenges.While global awareness of diversity, equity, and inclusion (DEI) has grown, implementation still remains inconsistent. Many companies continue to treatDEI as a compliance requirement rather than embedding it into theirorganizational frameworks. The conversation often revolves aroundrecruitment, but DEI extends far beyond hiring—it includes retention, careeradvancement, and the structural support necessary for individuals to thrive.I dare to argue that the systems we operate within reflect broader societalinequalities, and without intentional efforts to challenge them, they willcontinue shaping the tech industry in ways that marginalize certain groups. It is not enough for companies to express a commitment to diversity; the realquestions are: Who is being promoted? Who holds decision-making power?Who is influencing the direction of technology? So I am sorry to say, but withouthonest answers to these questions, progress will remain slow and superficial.A significant obstacle is the persistent individualistic approach to DEI. Too often, companies focus solely on internal initiatives rather than workingcollectively to drive systemic change across the industry. True transformationrequires collaboration, shared learning, and collective accountability. Morecross-sector partnerships are needed, along with a greater willingness tochallenge outdated norms in pursuit of meaningful progress.That said, I see a shift emerging, particularly among younger professionalsentering the field. They are demanding more—questioning performative DEIefforts and advocating for workplaces that genuinely reflect the values theyclaim to uphold. This shift is indeed encouraging, but optimism alone isinsufficient. The true measure of progress lies in whether this momentumtranslates into concrete, lasting change that reshapes the industry for thebetter.Despite growing awareness, women are still underrepresented inleadership roles in tech. What do you think are the biggest barrierspreventing women from reaching these positions?One of the biggest barriers is the lack of sponsorship. At Black in Tech Londonlast fall, a speaker said something that had me thinking: “We are over-mentoredand under-sponsored.” And that is an important distinction to keep in mind.Mentorship provides guidance, but sponsorship drives action—it means havingsomeone in a position of power advocate for you, put your name forward, and

ensure you’re considered for leadership roles. Women, particularly women ofcolor, often don’t always have that kind of backing, which slows or outrightstalls career progression.Another significant challenge is how leadership positions are filled. Too often,these roles are distributed through informal networks, and if decision-makerslack diverse connections, they end up choosing candidates who mirror theirown experiences. This is not about a shortage of qualified women; it’s about thefact that hiring and promotion processes tend to favor those already in theroom.Then there’s workplace culture. Women in leadership often face heightenedscrutiny, less margin for error, and an unspoken expectation to constantly provetheir worth. Many mid-career women don’t advance—not because they lackambition, but because the system was never designed with them in mind.Without clear leadership pathways, many eventually leave.I am not talking about lowering standards or hiring for the sake of diversityquotas—that assumption is both inaccurate and dismissive. Women of coloraren’t asking for special treatment; they’re asking for equitable access toopportunities that others have had for decades. The notion that DEI conflictswith meritocracy ignores a fundamental truth: the system was never purelymeritocratic to begin with.For women of color, these challenges are even more pronounced. Bias is morepersistent, networks are smaller, and sponsorship is harder to secure. Untilcompanies acknowledge these disparities and take deliberate steps to correctthem, the gender gap in leadership will remain unchanged.Tech doesn’t have a talent problem—it has an opportunity problem. Realchange will require companies to rethink and make it a structural priority.What strategies or initiatives do you believe could help close the gendergap in tech, especially in senior management and C-suite positions?Closing the gender gap in tech leadership requires more actionable steps thansimply increasing the number of women in the pipeline. The real issue is whogets promoted, who has access to leadership opportunities, and ultimately whostays long enough to advance.One key shift is changing how leadership potential is identified. Men are oftenpromoted based on potential, while women must prove themselves repeatedlybefore being considered. Companies need structured, bias-aware promotioncriteria to ensure women aren’t held to different standards.Leadership itself also needs a rethink. Assertiveness and risk-taking are oftenseen as essential traits, but strong leadership comes in many forms -collaboration, adaptability, and people-focused decision-making are just asvaluable. Yet, these traits are often overlooked when demonstrated by women.

Another angle to address this issue is that leadership development programsmust address the barriers women face. Generic training isn’t enough -companies need executive coaching, fast-track leadership programs, and, mostimportantly, sponsorship. Workplace culture is another major factor. Many women don’t step intoleadership because of the unsustainable work-life expectations at the top.Companies must normalize flexibility at executive levels—if leaders can’t modelbalance, how can employees?Finally, accountability is essential. Companies must set measurable goals, trackprogress, and ask hard questions when leadership remains male-dominated.Change requires more than good intentions—it takes data, transparency, and awillingness to challenge outdated norms. Change won’t happen just becausecompanies say they want it. It takes data, accountability, and a willingness tochallenge the status quo. What advice would you give to young women who are interested inentering the tech industry but might feel intimidated or unsure of whereto start?First of all, you don’t need to have it all figured out before taking the first step.There’s this myth that you have to be a coding genius or have a computerscience degree to belong in tech, but the industry is so much broader than that.Tech needs researchers, designers, strategists, communicators, and problemsolvers—there are so many ways to contribute. One of the best things you can do early on is build your network. That doesn’tmean you have to add strangers on LinkedIn—networking is really just aboutfinding people who share your interests and learning from them. Look foronline communities, local meetups, and mentorship programs that supportwomen in tech. There are spaces created just for you, and finding them willmake a huge difference in feeling like you belong. Another piece of advice is to ask for help and be direct about what you want.It’s easy to feel like you have to prove yourself first before reaching out to peoplein the industry, but the reality is that most people are happy to help if you justask. Whether it’s advice on what skills to learn, feedback on a project, or insightinto a particular role, don’t be afraid to put yourself out there. Also, don’t underestimate the power of practical experience. You don’t have towait for a job offer to start building skills. If you’re interested in UX design, tryredesigning an existing app just for fun. If you’re drawn to AI, experiment withfree online tools to understand how models work. Learning by doing will boostyour confidence and also give you something to showcase when applying forjobs. Most importantly, don’t let imposter syndrome hold you back. The industrywasn’t built with diversity in mind, so it’s completely normal to feel like you

don’t belong at times. But that feeling isn’t a reflection of your skills or yourpotential—it’s a sign that the system needs to change. The best thing you can dois to keep showing up, keep learning, and remind yourself that you absolutelydeserve to be here.Who are your role models for women in tech?There are many women in tech who inspire me, but the first and mostimportant role model in my life is my mother. She’s not in tech, but she taughtme lessons that have shaped how I navigate this industry. She showed me thepower of resilience—how to stand tall, never give up, and always look for thegood, even in difficult situations. Those values have guided me throughout mycareer, helping me push forward when the odds felt stacked against me.In the tech world, one person and a friend I truly admire is Paulina Modlitba. AnAI expert, digital strategist and a fierce advocate for getting more women intotech. What I admire most is that she walks the talk. She’s someone who opensdoors, connects people to the right networks, and ensures others haveopportunities to succeed. Another role model is Aisha Bowe. Her journey—from community college toearning both her BA and MA from the University of Michigan to becoming anaerospace engineer at NASA, and now the founder of STEMBoard -demonstrates what’s possible when talent meets determination. She’s alsoworking to make tech education more accessible through LINGO and is set tobecome one of the first Black women to travel to space. Her story is incrediblypowerful.I also deeply admire Joy Buolamwini, a computer scientist and digital activist.While at MIT, she exposed how facial recognition systems failed to accuratelydetect darker-skinned faces. Instead of accepting it, she acted—founding theAlgorithmic Justice League to expose and fight bias in AI. Her work has forcedmajor tech companies to acknowledge and correct these flaws, proving thattechnology isn’t neutral but reflects the values of those who build it. Beyond these names, I’m inspired by all the women who challenge the statusquo, build inclusive spaces, claim space and refuse to accept “this is just howthings are.” Individual success is important, but true change happens when weuplift each other—and that’s what inspires me most.What are some of the unique challenges you’ve faced as a woman intech, and how have you managed to navigate them throughout yourcareer?One challenge I’ve faced is walking into rooms where no one looks like me. Itmight sound silly, and for a long time, I didn’t reflect on it - I just accepted it asthe way things were. But then I found myself in spaces where that wasn’t thecase. When you’re constantly the only one, you don’t always realize the extraeffort it takes just to exist in that space - until suddenly, you don’t have to.

That feeling—being the only woman, or the only woman of color - can beexhausting. And it’s not only about representation; it’s about what that lack ofrepresentation signals. It silently suggests you don’t fully belong. And like many,I’ve dealt with microaggressions, bias and gaslighting—being underestimated,having my expertise questioned, or seeing my ideas only taken seriously whenrepeated by someone else. These things add up.But then there’s the broader challenge—the unspoken expectation tooverperform just to be seen as competent. It’s a burden many women of color,in general, know all too well.Navigating these challenges has required four key things: community, self-advocacy, staying true to my values, and knowing when to walk away. Findingthe right community has been invaluable. I’ve also learned to advocate formyself, making sure my contributions are recognized and pushing back whennecessary. And perhaps the hardest lesson: not every space deserves you. Someenvironments aren’t just difficult—they’re toxic. Knowing when to move on hasbeen just as important as knowing when to push through. And finally, stayingtrue to my values and what I stand for. In an industry that often rewardsconformity, I’ve had to remind myself that I don’t need to fit into a mould thatwasn’t built for me. So ultimately, what keeps me going is knowing that every time I take up space,I make it easier for someone else to do the same. The tech industry needsdiversity to thrive. And if my presence in these rooms helps shift the culture,even slightly, then the challenges are worth it.In your experience, what steps can tech companies take to build moreinclusive and supportive workplaces for women and underrepresentedgroups?Tech companies love to talk about diversity, but the real question is: what arethey actually doing to make their workplaces inclusive? Hiring more womenand underrepresented groups isn’t enough if they don’t feel like they belong orhave the same opportunities to grow.So first, DEI can’t be treated as an HR initiative—it needs to be a leadershippriority. If efforts exist in a silo, separate from business strategy, they will neverlead to real change. Leaders have to be accountable for fostering inclusion, andthat accountability should be tied to measurable outcomes.Performance evaluations also need to be reexamined. Studies show thatwomen, especially women of color, receive less specific, actionable feedbackand are more likely to be judged on personality traits rather than achievements.Companies must implement structured, bias-aware evaluations to ensure fairassessments and career advancement.

Pay transparency and equitable promotions are just as critical. Pay gaps persist,and underrepresented employees often experience slower progression.Companies serious about equity should conduct regular pay audits and makesalary structures transparent. If two employees are doing the same job butaren’t paid equally, that’s a structural issue—not a negotiation failure.Beyond policies and metrics, companies must build a culture where employeesfeel safe speaking up. Without psychological safety, even the best DEI strategieswill fail. People need to trust that they can call out bias, advocate forthemselves, and challenge inequities without fear of retaliation.Many women leave the tech industry before advancing to higherpositions. What do you think needs to change in the work environment toimprove retention and career growth for women? A lot of women don’t leave tech because they lack skills or ambition - they leavebecause the system makes it exhausting to stay.One of the biggest reasons is burnout from invisible labor. Women are oftenexpected to take on extra responsibilities—leading DEI initiatives, mentoring,and managing workplace dynamics—on top of their core roles. While this workis valuable, it’s rarely compensated. Over time, that extra burden leads tofatigue and disengagement. If companies truly want to retain women, theyneed to stop relying on them to fix workplace culture for free and startredistributing, acknowledging, and compensating this labor.Career stagnation is another major issue. Too many women reach mid-levelroles and get stuck—not because of a lack of ability but because they aren’tgiven access. A 2024 McKinsey report found that for every 100 men promotedto manager, only 81 women get the same opportunity, with an even wider gapfor women of color. Hiring women at entry level isn’t enough if they aren’tadvancing. Companies must actively track promotions, build leadershippipelines, and ensure talent isn’t overlooked.Pay transparency is another critical factor in retaining women in tech. Whensalaries and bonuses are hidden, disparities persist, making it harder for womento advance. The upcoming EU Pay Transparency Directive will requirecompanies to disclose salary ranges, ban salary history inquiries, and report onpay gaps—steps that will help create fairer workplaces.I’m looking forward to these changes because transparency is one of the mosteffective ways to ensure women are paid and promoted fairly. I’ve personallyexperienced pay discrepancies—not just in salary but also in bonuses—and I’veheard countless stories from other women of color who discovered they werebeing paid less than their male or white female counterparts, despite deliveringequal or superior results.But legislation alone won’t fix the issue. Companies must go further by activelyreviewing pay structures, ensuring equitable promotion processes, andfostering a culture where women don’t have to fight for the same opportunitiesas their peers.

Looking ahead, what excites you about the future of women in tech, andwhat progress do you hope to see in terms of diversity andrepresentation in the next 5-10 years? What excites me most is that the conversation around diversity in tech is nolonger confined to DEI departments—it’s being driven by a new generationdemanding change. Women in tech aren’t waiting for permission. They’rebuilding companies and pushing back against outdated norms. We’re also seeing more women step into leadership as founders and investors.The more women in these roles, the more the industry shifts from within.There’s still a long way to go, but progress is happening. I want to see more women leading venture capital firms, funding startups that servediverse communities, and shaping the future of tech. Another shift I’m excited about is the growing focus on ethical and responsibletech. There is a demand for transparency in AI, better representation in datamodels, and accountability in how technology is designed. People like JoyBuolamwini have exposed bias in AI and pushed companies to takeresponsibility for their products. In the next decade, I hope to see more diverseteams building technology that is both fast and fair. One of the biggest signs of progress I want to see is measurable change inleadership representation. It’s not enough for companies to say they supportdiversity—we need to see more women, especially women of color, in executiveroles, on boards, and in decision-making positions. Representation affects howcompanies operate, what gets built, and who benefits from innovation. But beyond numbers, I hope for a cultural shift where DEI is embedded in everyphase of an organization. Too often, diversity is treated as separate frombusiness strategy. I want to see it woven into product development, customerengagement, leadership, and company culture. The future of tech is being shaped right now, and women are a critical part ofthat. The real question is how much further we can push the industry to bebetter, more inclusive, and more representative of the world it’s meant to serve.And that’s what excites me the most.

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Can you start by introducing yourself and giving us an overview of yourcompany? What inspired you to start this venture? Hi! I'm Esme Verity, and I founded Considered Capital with a simple mission - to help impact entrepreneurs access the right capital. For the past 5 years, I've had the incredible privilege of working with thousandsof impact-driven organisations, social enterprises and non-profits, helping themdiscover funding paths that match their values and vision. Before starting Considered Capital in 2021, I worked at Zebras Unite, creatingfinancial tools for the new economy. I'm also an angel investor in severalwomen-only angel syndicates in the UK.Was there a particular problem or gap in the market that led you tocreate your startup/project/programme?The traditional investment landscape doesn’t meet the needs of most mission-driven organisations. I noticed so many founders feeling pressured into the VCpath without even knowing what other options there might be. This can lead to misalignment between a founder's values and their fundingsource. That's why we built Considered Capital - to show founders there areother ways to grow their businesses while staying true to their mission.We notice a lack of women in the tech startup ecosystem. Why do youthink that’s the case?When it comes to funding, the statistics are very telling. In 2023, all-women-founded companies raised just $3.2 billion from VCs, while all-male-foundedcompanies raised $114 billion - that's just 2.8%. Why such a huge gap? Well, a lot of it comes down to the fact that women don't have the same access to andcontrol over allocating capital as men do. As this starts to shift, we'll see morewomen accessing different flavours of capital.. As this starts to shift, we’ll seemore women in the ecosystem thriving. ESME VERITYConsidered Capital Founder

What were some of the key challenges you faced when you first launchedyour startup/project/programme?Our biggest challenge was helping founders see that they didn't have tosqueeze themselves into a traditional funding box. So many amazing peoplewould come to us thinking it was either venture capital or nothing. Or they'd betorn between being a charity or a purely profit-focused business. It's totally okayto want both profit and purpose - in fact, that’s where the future of businesslies. Starting a tech company is no small feat. How did you go about raisingcapital or securing funding?Through my experience both as a founder and now helping others raise capital,I've learned that it's crucial to understand all your options. It's not one-size-fits-all, especially for women founders. First off, do your homework - understand what financing options actually existfor your specific sector and stage. Don't be afraid to reach out to your network -even distant connections can surprise you. One of our recent graduates raisedhalf a million pounds by reaching out to everyone she'd ever worked with. Yes,everyone! Don't be shy about tapping into your network - you'd be amazed at who mightwant to support you. And please, don't feel locked into traditional VC if itdoesn't feel right. There are so many exciting alternatives now, like redeemableequity or impact-linked financing. In your experience, do you think being a woman in tech gives you aunique perspective as a founder? How has it influenced the way you runyour company/project/programme?Absolutely. Being a woman in this space has made me more aware of thechallenges of raising investment and the importance of creating inclusivefunding models. It's influenced how we structure our programs at ConsideredCapital, particularly in creating safe spaces for women to discuss theirchallenges and build confidence. We’ve launched women-only cohorts becausewe've recognised that women often approach fundraising differently andbenefit from peer-to-peer support. What are your goals for your company/project/programme in the next 3-5years, and what impact do you hope it will have on the tech industry? I'm so excited about what's coming next. We want to completely shake up howimpact entrepreneurs get funding - in the best possible way. We want tocontinue expanding our Alternative Funding School globally while developingnew tools and resources for founders. We want to be right there, helping createa funding landscape that actually works for everyone, not just a select few. Mybiggest hope? That in a few years, when someone says they're starting apurpose-driven business, they won't automatically think they need VC funding.They'll know they have choices - choices that let them stay true to their missionwhile building something purpose-driven.

Please introduce yourself and tell us more about your journey so far...My journey into the tech and wellness industries began with a deeply personalmission to address the often overlooked and stigmatized issue of menopause. This led me to found Minimal, leveraging AI pattern-predictive technology toempower women during menopause. My background includes spearheading growth and engagement for Earin's truewireless product and leading social media initiatives for Manulife Financial,where I significantly increased digital presence and engagement.What inspired you to enter the HealthTech space, and what specificproblem does your startup aim to solve?Launching Minimal is a deeply personal endeavor, much like it is for themajority of women who are revolutionizing challenging and well-establishedfields such as technology and healthcare. The vision for Minimal derived from my personal struggles, frustrations and lackof resources. The problems I share with 50% of the World’s population inrelation to the most natural life shift in women’s life that we got used to towhisper in shame: MENOPAUSE. I have decided to pave the way with the first AIpattern-predictive tech, that enables women to embrace their menopauseinstead of fighting it. Diversity issue in the tech sector: thoughts about the lack of women intechnology. The #WomenInTech movement is incredibly important to me as it embodiesthe struggles and triumphs of women in an industry historically dominated bymen. It represents a collective effort to break barriers, foster inclusivity, andempower women within the tech sector and beyond.JACQUELINENUWAMEChief Estrogen OfficerMinimal App AB

Biggest changes in Healthtech in the next 5 years?In the next five years, I anticipate significant advancements in personalizedhealth tech, with AI and machine learning playing pivotal roles. The industry will likely see a surge in innovations aimed at underserved areas ofhealth and wellness, particularly in women’s health, as societal attitudescontinue to evolve.What have been the biggest challenges you’ve faced in navigating theregulatory and compliance aspects of the healthcare industry?The journey was not without its challenges, especially in breaking new groundin women’s health tech—a field that requires not just technological innovationbut also a shift in societal conversation. The stigmatization of menopause andthe tech industry's gender gap posed significant hurdles.Future of healthtech: How will the consumer mindset evolve given theupcoming changes in the health sector?Increased Demand for Personalization, Tailored Health Solutions: Consumerswill increasingly expect personalized healthcare experiences. Withadvancements in data analytics and artificial intelligence, healthtech willenable customized treatment plans, wellness recommendations, andpreventative care strategies based on individual health profiles and preferences. Consumer Empowerment: As access to personal health data increases,consumers will take a more active role in managing their health. They will seeksolutions that cater specifically to their unique needs, preferences, andconditions.How do you ensure that your technology balances innovation withpatient privacy, safety, and ethical concerns?Prioritize Data Privacy and Security with Security Measures: Utilize industry-standard encryption, secure data storage solutions, and regularsecurity audits to protect patient data from breaches. Adhere to relevantregulations such as GDPR (General Data Protection Regulation). Ensure ourtechnology meets legal requirements regarding data protection and user rights. Foster Transparency and Informed Consent & Clear Communication: Inform users about what data is being collected, how it will be used, and who itwill be shared with. Transparency helps build trust and ensures that users areaware of their rights. Informed Consent: Obtain explicit consent from users before collecting or processing their data.Provide easy-to-understand options for patients to manage their datapreferences, including opting out of data sharing.

How do you evaluate the impact of your technology on improving patientcare and overall healthcare experiences?Symptom Management: Measure changes in the frequency and severity of these symptoms before andafter using our app. Engagement with Health Resources: Tracking often users access educational resources, engage with communitysupport features, or utilize symptom tracking tools within our application. Analyze Data with Real-World Evidence: Analyze app data to track improvements in symptoms.Monitor User Engagement: Track how actively users engage with app features.How do you see the future of HealthTech evolving, and what emergingtechnologies or trends do you believe will have the most significantimpact on the industry? The future of HealthTech is characterized by a shift towards more personalized,accessible, and efficient healthcare solutions. Emerging technologies such as AI,telehealth, VR, and blockchain will play pivotal roles in transforming patientcare and enhancing the overall healthcare experience. As these trends continue to evolve, they will create a more connected andpatient-centric healthcare ecosystem, ultimately improving health outcomesand empowering individuals to take charge of their health.As a woman in the tech industry, what challenges have you faced, andhow do you think the industry can become more inclusive for women inleadership roles? The challenges faced by being a women of color in the tech industry aremultifaceted and deeply rooted in systemic issues. Gender bias is by far the most significant challenge, constantly beingunderestimated or facing different standards as compared to malecounterparts. This bias manifests in various ways, from assumptions abouttechnical abilities to being overlooked when it comes to investment, especiallywhen pitching femtech. Also managing a lack of representation as I'm often the only person in the roomwho looks like me, and having to manage being "exotic" is exhausting.

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Can you start by introducing yourself and giving us an overview of yourcompany?I’m Leslie Alfredsson, a serial entrepreneur, founder, and startup coach withover a decade of experience in building ventures, guiding startups, and shaping thefuture of innovation. My career spans multiple industries, from health tech andAI-driven solutions to edtech and gaming, always with a focus on creatingscalable, impactful businesses. I’ve had the privilege of coaching thousands of entrepreneurs through leadinginnovation programs, accelerators, and universities, including KarolinskaInstitutet, Stockholm University, Malmö University, Södertörn University, LundUniversity, and KTH Royal Institute of Technology. My work helps founders turn ideas into thriving businesses by focusing onstrategic execution, market validation, and business development. I’m also the founder of Fearless Founders, the world’s first music-powered newshub, amplifying the voices of Nordic entrepreneurs and making startup storiesmore engaging and accessible. Through a bold mix of storytelling, edutainment, and strategic insight, FearlessFounders showcases emerging startups, connects them with globalopportunities, and transforms startup discovery into a compelling experience. Throughout my career, I’ve been recognized for my contributions to innovationand entrepreneurship, including being nominated as Sweden’s Inventor of theYear, named one of "31 Women in Sweden Breaking the Glass Ceiling," andwinning the Ideon Innovation Contest. LESLIE ALFREDSSONStartup Coach and Founder ofFearless Founders

What inspired you to start this venture? Fearless Founders was born from my own journey as a serial entrepreneur—thehighs, the struggles, and the undeniable need for founders to be seen, heard,and supported. Over the years, I’ve built and scaled startups, coachedthousands of entrepreneurs, and witnessed firsthand how founders with greatideas often struggle to gain visibility and traction. The startup world glorifiesunicorns, but the real stories—the raw, unfiltered realities of building a company—often go unheard. I wanted to change that. Fearless Founders is my answer to the problem ofstartup invisibility. It’s the world’s first music-powered news hub, designed tobring Nordic founders into the spotlight through storytelling, edutainment, andstrategic amplification. Startups are not just about products and fundingrounds; they are about people, bold decisions, and the relentless pursuit ofsomething bigger. As an entrepreneur, I’ve experienced the challenges of breaking through thenoise—from pitching investors to navigating the complexities of growth. As acoach, I’ve seen brilliant founders fail, not because they lacked talent, butbecause they lacked the right platform to showcase their potential. With Fearless Founders, I’m merging my expertise in business development,innovation coaching, and media to create a space where founders don’t justsurvive—they thrive. This venture is about making startup discovery engaging,accessible, and exciting, ensuring that the next wave of world-changingcompanies doesn’t go unnoticed. I believe every great founder deserves a stage - Fearless Founders is here toprovide it.Was there a particular problem or gap in the market that led you tocreate your startup/project/programme?Absolutely. The biggest gap I saw—and personally experienced—as a founder,coach, and innovation leader was the lack of visibility and engaging storytellingfor early-stage startups. The startup ecosystem is filled with brilliantentrepreneurs, but most struggle to get noticed, attract the right opportunitiesand communicate their value effectively. Traditional startup media focuses on funding rounds and unicorn successstories, leaving early-stage founders without a platform to showcase theirjourney, their struggles, and their wins. I realized that the problem wasn’t a lackof great startups—it was a lack of engaging, accessible storytelling that putsfounders in the spotlight before they hit major milestones.

That’s why I created Fearless Founders—the world’s first music-powered newshub, designed to amplify the voices of Nordic entrepreneurs through a bold mix of storytelling, edutainment, and startup discovery. Instead of waiting fortraditional media to pick up their stories, we give founders a stage—where theirjourney, vision, and impact become part of a larger, engaging narrative thatresonates globally. Beyond storytelling, another key gap is founders’ lack of access to practical,engaging business education. Through my work with Karolinska Institutet,Stockholm University, Malmö University, Södertörn University, Lund University,and KTH, I’ve seen how startup education can often feel too theoretical—missing the fast-paced, real-world dynamics of building a business. FearlessFounders also addresses this by infusing edutainment, music, and bite-sizedlearning into the startup experience—making entrepreneurship moreaccessible, engaging, and fun. The problem wasn’t just visibility—it was the way we tell founder stories.Fearless Founders is redefining startup media, making sure great ideas don’t go unnoticed and that every founder gets the spotlight they deserve.What was your first year in business and what key challenges youfaced?Building a Unique Format Fearless Founders is not just another startup media platform—it’s designed toshowcase new role models and inspire the next generation of entrepreneurs.Traditional startup media focuses on funding rounds and acquisitions, oftencelebrating the same high-profile figures. But there are countless foundersdoing groundbreaking work who remain unnoticed. By blending storytelling,music, and news, the goal is to create an engaging and accessible way to bringthese founders into the spotlight. The challenge has been finding the rightbalance between entertainment and real value, ensuring that startup storiesare not just inspiring but also actionable. Through continuous iteration, FearlessFounders is proving that visibility matters and that representation can drivemore people to take the leap into entrepreneurship. Audience Engagement & Growth Fearless Founders is not just about delivering news—it’s about creating anexperience. The challenge has been building an engaged audience thatconnects with founders as people, not just their companies. Unlike traditionalbusiness media, which often caters to a niche investor community, thisplatform needs to resonate with a wider audience while staying valuable forstartup ecosystems. Growing this organically, refining the content strategy, andensuring founders feel it’s worth being featured has been an ongoing learningprocess.www.femaletechleaders.com

Balancing Vision with Execution Big, disruptive ideas are exciting, but execution is where they become reality.The decision to add a music element felt like a risk—would people take itseriously? But the numbers speak for themselves. Music is the new evergreencontent, shaping how people consume and engage with media. FearlessFounders is still in its early stages, despite years of groundwork. Now, the keyelements are in place, with the founders' stories at the core, bringing them intothe spotlight. The next phase will be expanding into knowledge-sharing,making startup education more accessible and engaging. Innovation and entrepreneurial skills are essential for the next generation - theyshouldn’t be limited to Silicon Valley or university students. I believeentrepreneurship should be more democratic, and that’s my mission withFearless Founders: to break down barriers, amplify untold stories, and makestartup knowledge available to all.We notice a lack of women in the tech startup ecosystem. Why do you think that’s the case?The lack of women in the tech startup ecosystem isn’t just about numbers—it’sabout systemic barriers, cultural bias, and an outdated “bro startup culture” thatstill dominates the scene. We have to speak it and say it loud: the ecosystemwasn’t designed for women to thrive, and policies alone won’t fix it. We needreal action. One of the biggest challenges is the gatekeeping mentality in venture capitaland tech leadership. Women founders receive a fraction of startup funding, notbecause their ideas aren’t strong, but because the decision-makers andinvestors are overwhelmingly male, often backing founders who look and thinklike them. The result? A cycle that reinforces the status quo—more male-ledstartups getting funded, scaling, and becoming the role models for the nextgeneration. But beyond funding, it’s the culture that needs to change. The “move fast, breakthings” mentality often translates into a work environment that glorifies longhours, aggressive competition, and risk-taking without support structures—asystem that works for a select few but excludes those who don’t fit the mold.Women in tech often have to prove themselves twice as much, navigate bias inleadership roles, and fight for visibility in a space that wasn’t built for them. I always say: policies are not enough—we need actions. That means investing inwomen-led businesses, ensuring diverse voices are in decision-making rooms,and creating spaces where women entrepreneurs are heard, supported, andfunded. It means changing the narrative, showcasing different role models, anddismantling the toxic startup culture that rewards exclusion over innovation. The startup world needs more fearless founders, not just fearless men. And that starts with real structural change, not just talk.www.femaletechleaders.com

Starting a tech company is no small feat. How did you go about raisingcapital or securing funding? Any tips for other female founders? I’ve raised capital for previous ventures, and let me start by saying: fundingshould not be your holy grail. Too many founders chase investors before they’vefully validated their business. My biggest advice? Build a great solution first.Understand your customers, develop as much as possible with the resourcesyou have, and only then should you consider raising capital. Validation is key—and a beautiful mockup is not validation. You need numbersor dollars to prove traction. Investors don’t just want an idea; they want proofthat customers are willing to pay and that your business model works. Before approaching investors, be absolutely clear on: How much money you need and how long it will last When you’ll need to raise the next round What you will achieve with the capital (growth, validation, partnerships) What the investor brings beyond money (network, expertise, industry access) Fundraising is a negotiation. Just because an investor has money doesn’t meanthey hold all the power. You bring value too. Approach fundraising as an equal,not as someone asking for a favor. For female founders, bias is real. You will face tougher questions andskepticism. That’s why preparation is your best defense—own your expertise anddon’t settle for bad deals. You are not lucky to get investment—investors arelucky to have you. Negotiate accordingly. And if an investor asks, "What will you do when you get pregnant?" in the firstmeeting—run. That happened to me, and it’s a question no investor should ask.Your ability to build and lead a business has nothing to do with yourreproductive choices. The wrong investor can do more harm than no investor at all. Trust your gut.As a female tech founder, what unique challenges or biases have youfaced, and how did you navigate them?As a female tech founder, I’ve faced biases and challenges that my malecounterparts simply don’t experience. From being underestimated in meetingsto being asked inappropriate personal questions that have nothing to do withmy ability to build and scale a business, the obstacles are real. One of the most blatant examples was when an investor asked me what Iwould do if I got pregnant—in our very first meeting. It was a clear signal that Iwasn’t being evaluated on my skills or my business potential but rather onwww.femaletechleaders.com

outdated assumptions about women in leadership. If an investor starts withthat mindset, they are not the right partner. I walked away, because the wronginvestor can do more harm than no investor at all.Another challenge is access to funding. Women-led startups receive a fractionof the capital that male-led startups do, not because the ideas aren’t strong, butbecause the investor landscape is still predominantly male, and bias—whetherconscious or not—plays a role in decision-making. Investors tend to fund whatfeels familiar, and for many, that means male founders. To navigate these challenges, I’ve had to be extra prepared—knowing mynumbers inside out, proving market validation early, and negotiating as anequal. Many women approach fundraising as if they’re asking for a favor. I don’t.Investors need strong businesses in their portfolios, and I make sure they seethe value I bring. Another key strategy? Surrounding myself with the right people. I’ve built anetwork of founders, advisors, and investors who believe in merit, not gender. Ialso make it a priority to amplify the voices of other women in tech, becauserepresentation matters. The reality is that policies aren’t enough—we need action. More womeninvesting, more women leading, and a cultural shift in how we view leadershipin tech. And until that happens, female founders must continue demanding aseat at the table—and not apologizing for it.What were the top three mistakes you made starting your business, andwhat did you learn from them?Trying to Get an Investor Too Early In my early ventures, I focused on fundraising before fully validating mybusiness. I thought that securing investment would solve my challenges, but inreality, money doesn’t fix an unproven business model. I learned that beforeseeking investors, you need to prove market demand, show traction, and be100% clear on how much you need and why. Fundraising should be a strategicdecision, not a survival tactic. Pivoting Too Quickly Based on Expert Feedback I made the mistake of changing my solution too soon every time I receivedfeedback from someone I admired or saw as an authority. Whether it was aninvestor, an industry expert, or a mentor, I took their words as absolute truth—without questioning whether their perspective truly applied to my business. Ilearned that not all advice is good advice and that confidence in your ownvision is just as important as adaptability. Now, I filter feedback carefully,validating it against my data and long-term strategy before making changes.www.femaletechleaders.com

Neglecting Myself Completely I fell into the classic startup trap: working nonstop, sacrificing sleep, eatingpoorly, and ignoring my health. I gained weight, was constantly stressed, andran on caffeine and adrenaline. The reality? Your brain is the most importantpart of the equation. If you don’t take care of yourself, you can’t make gooddecisions, be creative, or sustain the energy needed to build a business. Now, Iprioritize sleep, nutrition, and exercise as non-negotiables. A strong mind andbody aren’t luxuries—they’re fundamental to entrepreneurial success.How do you balance leadership with personal life? The short answer? I don’t chase balance—because it doesn’t exist. Instead, I work in plannedsprints. Some weeks, I push hard, knowing that it’s part of the game. But just asimportantly, I plan for recovery. That’s the key—working hard is sustainable ifyou also plan to recharge. I work in high-intensity sprints, then recover intentionally. I don’t expect every week to look the same. Some weeks, I work long hours,deep in execution mode. Other weeks, I shift focus to reflection, creativity, andpersonal well-being. This cycle isn’t random—it’s planned and strategic.Entrepreneurs burn out when they push hard without a recovery plan. I don’t consume alcohol—because it destroys productivity. I might drink wine four times a year, tops. The damage alcohol does to focus,sleep, and cognitive function is massive. If your brain is your most valuableasset, why would you sabotage it? Clarity and high performance requirediscipline, and alcohol is simply not worth the cost. I study neuroscience andneuroentrepreneurship. I need to understand how my brain works because itdrives every decision I make. Imagine your brain as soft and delicate as tofu—itneeds the right fuel, rest, and training to function at its best. I read extensivelyabout cognition, decision-making, and mental energy to optimize how I workand lead. I focus on energy management, not just time management. Not all hours are created equal. Some tasks require deep focus, while others aremore routine. By structuring my work based on when my brain is at peakperformance, I get more done in less time—without exhausting myself.What are your goals for your company/project/programme in the next 3-5years, and what impact do you hope it will have on the tech industry?In the next 3-5 years, Fearless Founders will be the go-to platform for early-stageentrepreneurs, educators, and innovators looking for inspiration, tools, andframeworks to develop and launch ideas. Our vision is to reshape howentrepreneurship is taught and experienced, making it more accessible,engaging, and practical. www.femaletechleaders.com

The Leading Discovery Hub for Emerging Founders Fearless Founders will be where new entrepreneurs gain visibility before theyhit the mainstream. Whether they are bootstrapping, launching their first MVP,or taking their first steps in understanding how to navigate the startup world,learn about investors, and engage in early discussions, we will provide the righttools and guidance to help them move forward. Empowering Educators Through the FUN Method Traditional education is not preparing people for the realities ofentrepreneurship. Using my FUN Method (Focus, Understand, Navigate), we willequip educators, incubators, and startup programs with structured tools toteach innovation in an engaging, science-backed way. This will help morepeople develop entrepreneurial skills, whether they are students, professionals,or lifelong learners. Making Entrepreneurship More Accessible for New Generations The next wave of founders is already growing up, and many of them are noteven close to university yet—they are closer to nappies than lecture halls.Generation Alpha will grow up in a world where entrepreneurial thinking isessential, and we will play a key role in ensuring they have the right mindsetand tools from an early age. Innovation should not be limited to Silicon Valleyor elite universities—we will make startup knowledge available to all. The impact? A future where entrepreneurship is not just an industry but a fundamental skillfor all generations. Fearless Founders will be the launchpad for new innovators,ensuring that whether they are seasoned founders or future entrepreneurs stillin nappies, they have access to the knowledge and networks to build impactfulbusinesses.@femaletechleadersmagUnlock Your Tech Journey: Become a Paid Member of Female Tech Leaders!

VISIT OURWEBSITE!www.femaletechleaders.com

Can you start by introducing yourself and giving us an overview of yourcompany? I’m Victoria Sandberg, a founder, entrepreneur, and ecosystem builderpassionate about creating spaces where women and diverse founders thrive.My journey spans continents and industries, but my focus has always been thesame—bridging innovation, investment, and inclusivity to drive meaningfulchange. I co-founded The House: Women’s Innovation Hub, a space dedicated tosupporting underrepresented founders with funding, education, and authenticconnections. Women and non-binary founders face systemic barriers in accessto capital, networks, and tailored support. We built The House to change that—by providing practical resources, investment opportunities, and a thrivingcommunity where founders can scale their ventures on their own terms. Beyond The House, I co-created Pirates of Impact, an unconventionalnetworking platform that connects impact-driven investors and foundersthrough human-centered experiences—like our latest gathering on a pirateship at Slush. I also co-founded She Told Me a Story, a storytelling andconnection-driven event series that fosters honest conversations amongwomen in tech and beyond. My background is in tech and branding—I started at Sony Lund, where I wasknown as the "Engineer Whisperer” for my ability to translate deep tech intoglobal markets. Since then, I’ve dedicated my career to building inclusiveecosystems where diverse founders don’t just survive—they thrive. At The House, we believe in funding, not just mentoring. Advice is great, butaccess to capital, the right partners, and real opportunities are what move theneedle. Our mission is simple: to close the gap and create a world where everyfounder, regardless of background, has a fair shot at success. VIC SANDBERGCo-Founder of DXM Agency and The House

What inspired you to start this venture? The inspiration behind The House came from both personal experience andsystemic gaps I saw in the startup world. Throughout my career—whether atSony, in branding and marketing, or working with startups—I kept seeing thesame pattern: women and diverse founders were constantly overlooked,underfunded, and left out of key networks. It wasn’t because they lacked talent, ideas, or ambition. It was because thesystem wasn’t built for them. I’ve been in rooms where women were over-mentored and underfunded, toldto “be more confident” rather than being given access to real capital. I’ve seenbrilliant founders struggle—not because their ideas weren’t strong, but becausethey didn’t have the right investor introductions or support structures to helpthem grow. That’s when I knew something had to change. I co-founded The House to create a space where underrepresented foundersdon’t have to ask for a seat at the table—they have their own table. A spacewhere funding, education, and connections are intentionally designed for them. This mission is personal. As a woman in tech, as someone who has navigatedmultiple industries and geographies, I know firsthand what it’s like to feel likean outsider. I also know the power of community, the right partners, and accessto resources. That’s why The House isn’t just another startup program—it’s an ecosystem,built by and for diverse founders. We’re not here to “fix” women or non-binaryfounders. We’re here to change the system so they can succeed on their ownterms. This isn’t just about closing gaps. It’s about redefining what innovation,leadership, and success look like—so the next generation doesn’t have to fightthe same battles we did. Was there a particular problem or gap in the market that led you tocreate your startup/project/programme? Yes - there was a huge gap in the market, and it wasn’t just about funding. Women and non-binary founders face systemic barriers at every stage ofentrepreneurship—from accessing capital to breaking into networks that fuelgrowth. The numbers tell the story: in 2023, only 2.3% of global VC funding wentto female-led startups (PitchBook).In the Nordics, that number drops even lower, with less than 1% of fundinggoing to diverse founders (Nordic Innovation Report). But this isn’t about a lack of talent or ambition.

The problem is structural: Investors tend to fund what’s familiar. Mostdecision-makers are men, and unconscious bias plays a role in who getsfunded. Women are over-mentored and underfunded. Instead of capital andconnections, they’re often offered advice—which doesn’t move the needle. There’s no ‘one-size-fits-all’ startup journey. Most accelerator programs andfunding structures are designed for a traditional (male-dominated) founderarchetype. I saw these challenges firsthand while working with startups, investors, andcorporate innovation teams. Too many brilliant founders were hitting walls—not because their ideas weren’t strong, but because the system wasn’t built forthem. What was your first year in business and what key challenges youfaced?Our first year building The House was both a test of resilience and a validationof why this work is so necessary. We set out to create a space whereunderrepresented founders could thrive without having to fight for a seat atthe table, but challenging the status quo comes with its own obstacles. Lack of Support for Those Questioning the Status Quo – Organizations andfounders who push for real change—who challenge outdated systems, opendoors, and call out gatekeeping—often find themselves met with resistancerather than support. Many established players talk about diversity, but when itcomes to funding or backing real change, the resources simply are not there.We had to find our own way, build alliances with those who truly believe inthis mission, and prove that inclusivity is not just the right thing—it is the futureof innovation. The first year was tough when it came to building the right team andestablishing clear roles and responsibilities. When creating something fromscratch, especially in a community-driven way, it takes time to define howthings should operate. There is a balance between staying agile and ensuringthere is enough structure to scale. It took a lot of learning, trust, andadaptability to get it right. We notice a lack of women in the tech startup ecosystem. Why do youthink that’s the case? The lack of women in the tech startup ecosystem is not due to a lack of talent,ambition, or innovation—it is the result of systemic barriers that have made itharder for women to access the same opportunities as their malecounterparts.One of the biggest issues is funding bias. Women-led startups received only2.3% of global VC funding in 2023 (PitchBook), not because their ideas are lessviable, but because the investment landscape is still largely dominated bymen. Investors tend to fund what they are familiar with, and historically, thathas meant investing in male-led teams.

Then there is the pipeline myth—the assumption that fewer women in techstartups is due to a lack of interest or qualified candidates. In reality, womenenter tech at similar rates to men but leave the industry at much higher ratesdue to hostile work environments, lack of advancement opportunities, and thedifficulty of balancing rigid workplace structures with other responsibilities. Gatekeeping in networks is another major factor. The startup world thrives onaccess—to investors, accelerators, mentorship, and high-growth opportunities.But many of these networks remain closed to women, making it harder forthem to gain traction. While many diversity-focused initiatives exist, they oftenfocus more on mentorship than on tangible resources like capital,partnerships, and key introductions that actually drive growth. Women are also expected to meet different standards. Studies have shownthat male founders are more likely to be asked about their potential forsuccess, while women are asked about risk and how they will mitigate failure.This affects how their startups are perceived and how funding decisions aremade. Solving this issue is not about “fixing” women or encouraging them to takemore risks. It is about changing the structures that have excluded them,ensuring that funding, networks, and opportunities are accessible to everyone,and creating an ecosystem where women in tech are recognized, supported,and given an equal chance to lead. Starting a tech company is no small feat. How did you go about raisingcapital or securing funding? Any tips for other female founders? Starting and growing The House has been about balancing impact with long-term sustainability. Unlike traditional startups that often seek externalinvestment early on, we chose to bootstrap. This decision was intentional—wewanted to retain full ownership, protect our equity and IP, and buildsomething that was truly aligned with our mission rather than shaped byinvestor expectations. Bootstrapping is not easy, but it has given us the freedom to prioritize whatreally matters to us. Tips to founders: find the right investors who align withyour vision and are good people. You don't want to get into a long-termrelationship with people you are not aligned with.As a female tech founder, what unique challenges or biases have youfaced, and how did you navigate them? As a female founder and immigrant, I have faced many of the same challengesthat women in tech encounter—bias in funding, gatekeeping in networks, andthe constant need to prove legitimacy in spaces that were not designed for us.One of the biggest barriers has been funding bias. Investors often see women-led or impact-driven ventures as “nice to have” rather than scalable and highgrowth. The questions we get are different—while male founders are askedabout their potential for success, women are often questioned about risk andsustainability. Instead of being seen as innovators, we are expected to justifyour existence in the market.

Then there is network exclusion. So much of startup success depends on whoyou know—getting into the right rooms, securing warm introductions, andaccessing key decision-makers. As an immigrant, I had to build my networkfrom scratch, without the advantage of established local connections. Many ofthe major startup networks and funding opportunities still cater to a specificprofile—primarily male, native-born, and already embedded in the ecosystem. Another challenge has been the expectation to do more with less. Women,and especially those working in impact or social innovation, are oftenencouraged to bootstrap, apply for grants, or focus on mentorship rather thaninvestment. While we made the intentional decision to bootstrap The Houseto retain ownership, this should be a choice, not the default for femalefounders. What were the top three mistakes you made starting your business, andwhat did you learn from them?Being Too Soft in Team Building – I wanted to create a collaborative,inclusive environment, but I learned that not everyone is the right fitfor every stage of growth. In the beginning, I was hesitant to set firmboundaries or make tough decisions when things weren’t working. Thelesson? Clarity and alignment are just as important as inclusivity. A strongteam needs not only shared values but also accountability, complementaryskills, and a commitment to moving forward together. Lacking a Clear, Aligned Strategy – I was trying to do too much at once,spreading myself too thin across different initiatives instead of focusingon what would create the biggest impact. When everything feels like apriority, nothing really moves forward. The lesson? Prioritization is key.Now, I always ask: Does this align with my core mission? Does it createlong-term value? If not, I let it go. Forgetting to Take Care of Myself – Like many founders, I put everythinginto my work, pushing through exhaustion and constantly being "on."Over time, I realized that if I burn out, everything I’ve built suffers too.The lesson? Sustainable success requires sustainable leadership. Settingboundaries, delegating, and making space for rest isn’t a luxury—it’s anecessity.How do you balance leadership with personal life? Balancing leadership with personal life is an ongoing process, but for me, itcomes down to three key things: priorities, learning to say no, and building awell-being routine that is actually achievable. As a founder, there is always more to do—more people to meet, moreopportunities to explore, and more challenges to solve. Early on, I realized thattrying to do everything meant sacrificing both my well-being and the qualityof my work. That’s why prioritization is everything. I focus on what truly movesthe needle and let go of the things that don’t.

Learning to say no has been just as important. It’s easy to feel the pressure tosay yes to every request, event, or opportunity, but the reality is that every yes isa trade-off. I’ve learned to ask myself: Is this aligned with my goals? Does it addvalue? Or is it just an obligation? Being intentional about where I invest my timehas made all the difference. Finally, building a well-being routine that is actually achievable—not a perfect,Instagram-worthy one, but one that works for my life. For me, that includesPilates, sauna sessions, and cold water swims all year round—rituals that helpme reset both mentally and physically. And when things get overwhelming,sometimes the best remedy is hugging a tree or my cat. What are your goals for your company/project/programme in the next 3-5years, and what impact do you hope it will have on the tech industry?Over the next 3-5 years, my goal is to build a better access for future generationsby creating more opportunities for young tech and social entrepreneurs to driveinnovation—on their own terms. I want to scale the impact of my work by expanding access to funding,education, and networks for underrepresented founders. Too many brilliantideas never get the chance to grow because the system favors a narrowdefinition of success. It is time to break the cycle of gatekeeping and createinclusive, sustainable pathways for innovation. I see this happening through: Expanding programs and support structures that give founders the toolsthey need to launch and scale—without compromising ownership, vision, orimpact. Bridging the gap between social and tech entrepreneurship, because thefuture of innovation is not just about profit—it is about solving real-worldproblems. Encouraging young founders to think beyond traditional models andempowering them to build ventures that create meaningful, lasting change. The impact on the tech industry will be profound. By shifting the focus fromexclusivity to collaboration, diversity, and accessibility, we are not justsupporting individual founders - we are reshaping the entire ecosystem. The future of tech and social entrepreneurship should be driven by new voices,new ideas, and a commitment to innovation that benefits society as a whole. My ultimate goal? To create a world where underrepresented founders no longer have to fight fora seat at the table—because they are the ones designing the table in the firstplace.

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STARTUPS OF THE YEAR: VOTE FOR US TODAY!Our community has been nominated in HackerNoon's annual Startups of TheYear: Trending Publishing Startups!Please vote for us here: Read more about us below to understand why we deserve your vote.Meet Candyce Costa, our founderCandyce has been working for the past 6 years through Female Tech Leaders tosupport and help women in tech and female founders to get information fromvarious topics like grants, tech news and empowerment focusing on givingmotivation, resources and quality of information.She is a passionate mentor and speaker nurturing and educating others inequality and inclusion, teaching digital tools or crypto and NFT investment oronboarding people on Metaverse. She dedicated once a year to mentoringyoung girls to be tech founders and low-income mums to work in digitalmarketing.www.femaletechleaders.comVOTE

Key Questions for Choosing a Co-FounderChoosing a co-founder is about more than just their professional skills; it’s abouthow well you connect and work together. By exploring these actions, co-founders can better understand each other’s communication styles, values, andways of handling conflict, which can strengthen their partnership.Since 65% of startups fail due to co-founder disputes, it’s clear that stress canstrain these relationships. Finding the right co-founder and consideringcoaching or therapy can create a strong foundation, which is crucial forachieving your goals.

The following twenty questions are a good starting point for yourinitial conversations.They can help you understand each other’s personalities and how you mightwork together.Ask: Are you comfortable asking for help and expressing your needs? Co-founders should be open about what they need and ask for help whennecessary.Take: How do you share your ideas and space? A good partnership involves mutual respect and the confidence to sharethoughts.Receive: How do you handle feedback, surprises, or support? Being open to help and constructive criticism is key to growth andcollaboration.Offer: Do you give freely, or only when asked? Understanding each other’s generosity and willingness to exceed expectationsfosters a cooperative environment.Recognize: How do you deal with mistakes and offer apologies? Owning up to mistakes and sincerely apologizing builds trust and respect.Deny: Can you set boundaries and say no when needed? Knowing when to decline requests or set limits is essential for maintainingbalance and avoiding burnout.Play: How do you balance taking risks with staying secure? Successfully navigating a startup requires balancing risk and stability.The goal is to explore how potential cofounders interact, handle stress, andcelebrate success. These human aspects are just as important as any businessskills.www.femaletechleaders.com

Carnellia Ajasin, is CEO of Futuryst, Inc - a tech &innovation venture studio. We're making the differencewe want to see in the world through building humanity-centered tech products and experiences that peoplelove by applying emerging technology as an insightfulmedium. We love co-creating products that improve life,making access to capital equitable for scalability andcreating new ecosystems. Work with Futuryst to help you scale your technologyproducts, contact us for more details www.futuryst.co orsupport@futuryst.co

2% AND STUCK: THE UNCHANGINGREALITY OF VCFUNDING FOR WOMENDespite years of discussions about diversity and inclusion, the needle has barelymoved for women-led startups seeking funding.As of 2023, startups founded exclusively by women in the United States raised amere 2% of the total venture capital invested, a figure that has remainedstubbornly stagnant since 2017. This dismal statistic is mirrored in Europe,where women-only founded startups secured just 1.8% of total VC funding inthe same year.Despite the proven potential and performance of female-led businesses, theventure capital world continues to overlook and underfund womenentrepreneurs, leaving billions in potential economic growth untapped andperpetuating a cycle of gender disparity in the startup ecosystem.So let’s break the mould.In this article, we are examining VC Funding for Female-Founded business!

Here are extensive statistics from reliable sources from 2024 latest reviews:Venture Capital FundingIn Europe, startups founded solely by women raised just 1.8% of the totalcapital invested in venture-backed startups in 2023 1.In the United States, startups founded exclusively by women raised 2% of thetotal capital invested in VC-backed startups in 2023 1.Women founders and co-founders in the U.S. secured 22.8% of all VC moneyin 2023, up from 18.7% in 2022 2.All-female-founded companies in the U.S. raised $3.2 billion from VCs in 2023,compared to $114 billion raised by all-male-founded companies 2.In 2023, startups founded exclusively by women in the United States raisedonly 2% of the total venture capital invested 12. This percentage has remainedstagnant, showing little improvement since 2017 4.All-female-founded companies in the U.S. raised $3.2 billion from VCs in 2023,compared to $114 billion raised by all-male-founded companies1.The 30-year average for VC funding going to all-female-founded startups hasbeen 2.4%, indicating a persistent gender gap in startup funding 4.

It's worth noting that when including startups with both male and female co-founders, the numbers improve slightly:Women founders and co-founders in the U.S. secured 22.8% of all VCmoney in 2023, up from 18.7% in 2022 1.This broader category raised $34.4 billion in 2023, down from $44.2 billionin 2022 and $61.5 billion in 2021, reflecting an overall market slowdown 1.European StatisticsIn the European Union, women-driven companies received a record €5billion in VC funding in the first three quarters of 2018, up from €1.1 billionin 2010 5.The EU has seen improved compound annual growth rates for ventureinvestment in women-led companies compared to the US and Israel 5.In 2017, women-led companies in the EU secured 11% of overall VCinvested, compared to 2% in the US and 28.3% in Israel 5.Global StatisticsGlobally, if VCs invested in women at the same rate they invest in men, itcould boost the global economy by 3-6% ($5 trillion) 8.Investment in startups with at least one female founder outperformed all-male founding teams by 63% 8.

Female Entrepreneurs and Startup FoundersThe number of female tech founders in Europe remains under 15% 7.In the top 25 European cities ranked, an average of 25% of tech jobs were heldby women 7.The percentage of women over the total number of founders of Deep Techstartups in Europe has doubled from approximately 7% in 2010 to 14% in 20229.The percentage of Deep Tech startups with at least one woman in thefounding team has grown from about 12% in the early part of the last decadeto about 23% in the early part of this decade 9.Performance and ImpactLast year, female founders generated 35% higher return on investment thantheir male counterparts 8.Women-led teams are more collaborative, communicative, and open tolearning, with half of Americans preferring to work for a female-ledcompany8.These statistics highlight the persistent gender gap in entrepreneurship and VCfunding, while also showcasing the potential and performance of female-ledbusinesses when allowed to thrive.Top European countries for funding female-founded startups are

Based on the most recent data available, the top European countries for fundingfemale-founded startups are:United Kingdom: With almost €4 billion invested across nearly 720 deals forwomen-founded companies in 2023, the UK leads Europe in both deal valueand volume 2.France: Ranking second, France invested €1.7 billion across 276 female-founded companies in 2023 2.Spain: While specific funding amounts are not provided, Spain is mentionedas the third country in the EU with the highest number of companies foundedby women 1.Sweden: Although not leading in total investment, Sweden stands out with15% of VC funding going to female-led companies, which is significantlyhigher than other European countries 3.It's worth noting that the landscape is evolving, with some countries showingpromising trends:Central Europe and Anglo-Saxon regions dominate funding for women-founded deep tech startups, followed by Northern Europe5.The Netherlands, Italy, Finland, and Belgium are also among the countrieswith higher representation of women in deep tech startups8.Despite these positive indicators, it's important to note that women-foundedcompanies still receive a disproportionately small share of overall venture capitalfunding in Europe, with only 9-11% of the total VC funding going to women-founded companies 1.Additional relevant statistics from the World Economic Forum and other globalorganizationsIn Europe, startups founded solely by women raised just 1.8% of the totalventure capital invested in 2023 1.In the United States, startups founded exclusively by women raised 2% of thetotal venture capital invested in 2023 1.Globally, if venture capitalists invested in women at the same rate they investin men, it could boost the global economy by 3-6% ($5 trillion) 1.Women started 49% of new businesses in the US in 2021, up from 28% in 20192.Women made up 47% of US entrepreneurs starting businesses in 2022,compared with 29% prior to the COVID-19 pandemic 3.

@femaletechleadersmagUnlock Your Tech Journey: Become a Paid Member of Female Tech Leaders! Globally, the share of founders grew by 45% in 2020 for women and by 32%for men, compared to the previous year 4.While the search results don't provide specific statistics from the UN, World Bank,Bank of England, or IMF, they do offer some relevant global insights:In Africa, businesses led by women accounted for only 1.5% of the total fundsraised by startups between 2019 and 2023 1.In Asia Pacific, less than 6% of startups have women founders, according toGoogle 1.The Global Entrepreneurship Monitor found that one in three womenentrepreneurs in low-income countries were growing their businesses,compared to one in four women globally 1.These statistics highlight the persistent gender gap in entrepreneurship andventure capital funding globally, while also showing some positive trends in thegrowth of female entrepreneurship in recent years.Note: Infographics by Napkin AI and sources checked via Perplexity AI.

WOMEN IN TECHGLOBAL CONFERENCE2025 (May 20-22 VIRTUAL & IN-PERSON)Tech Leadership, Innovation, Career Growth & Global Impact.WomenTech Network is hosting the fifth edition of the largest virtual-first techconference for women, minorities, and their allies, Women in Tech GlobalConference 2025, May 20-22. The Women in Tech Conference is aiming to bringtogether once again 100,000 women from all over the world in a primarilyvirtual conference with satellite in-person events.The theme for this year’s conference is further expanding on TechnologyLeadership, Tech Innovation, Career Growth, and how we can make an impactand shape the future together. These topics will be addressed in the form ofthree virtual and one in-person summit as well as various side events acrossvarious locations in North America and Europe.

Virtual:● May 20 Chief in Tech Summit● May 21 Key Tech Summit● May 22 Career Growth SummitIn-Person: · May 20 New York City Chief in Tech & Executive Networking Dinner· May 20-22 Community Side Events across the Globe· More locations to be announced#WTGC2025 will feature tech professionals, industry innovators, around 9500WomenTech Network Ambassadors from 179 countries, and more than 700speakers from all over the world. The Conference will highlight esteemedexecutives and women at C-level positions within the tech sector, along withleaders at all tiers from companies including Amazon, Google, Meta, Microsoft,and many more.Get Inspired, Contribute and Make a Change"The Women in Tech Global Conference stands as a prime occasion for womenin the tech field to unite and gain insights from industry trailblazers. This year,we're thrilled to welcome an increased number of C-level speakers and directour efforts towards creating a world that is inclusive, fair, and sustainable. Weeagerly anticipate motivating and empowering participants to drive positivechange both in their professional paths and across the globe," shares AnnaRadulovski, Founder and CEO of WomenTech Network.The leading virtual conference will grant attendees the chance to connect withprominent figures in the field, offering insightful live keynotes, interactivepanels, skill-focused workshops, a career exhibition, and virtual networkingsessions. This comprehensive experience enables participants to acquireactionable guidance, practical skills, widen their professional network, andadvance in their tech careers.Organizations supporting WomenTech Network events are working towards amore diverse and inclusive tech industry, making more than 10000 scholarshipspossible for deserving individuals to join the conference. Among our ongoingpartners are Akamai, Bloomberg, Carnegie Mellon University, Celonis, Coca-Cola, Enbridge, EY, HP, NetApp, New Relic, Rakuten Kobo, Rangle, Synopsys andmany more.With hundreds of events organized, WomenTech Network Ambassadors acrossall continents, and a truly global focus, WomenTech Network provides astepping stone for women in tech at any stage of their career who want toconnect with like-minded people, inspiring speakers, leading tech firms andinnovative startups that make it their mission to drive positive change and tofoster cultures of diversity, inclusion & belonging.The virtual event platform will run on state-of-the-art technology and will offerplenty of networking opportunities. Additionally, the partner and career expowill provide attendees with a way to connect with companies that support theWomenTech Network and are currently looking to hire.tickets

Join us again on the mission and raise awareness on X, Facebook, and LinkedInto bring 100 000 women together to drive change with purpose and impact.Anyone interested in joining WomenTech Network can find details of all theglobal events, news, and updates here: https://www.womentech.net.

/Join us and our founder, Candyce Costa, to “AI in everyday life: friend or enemy? Can we co exist and thrive?About WomenTech NetworkWomenTech Network is one of theworld's leading communities forwomen in tech with more than9,500 Global Ambassadorsrepresenting 179 countries. 104,000tech leaders have collaborated withthe network to date to cultivate adiverse global network that reaches3.7 million people. WomenTech Network strives toempower women in tech throughleadership development,professional growth, andmentorship programs. WomenTechNetwork hosts regular careernetworking events and a globaltech conference for members toconnect with like-mindedprofessionals and learn about jobopportunities at leading companiesthat value diversity.MORE INFORMATION IS AVAILABLEAT HTTPS://WWW.WOMENTECH.NET/

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WOMEN AND GENERATIVEAI - IS THE GEN AI ADOPTIONGAP CLOSING QUICKLY?It is common knowledge that Generative AI is rapidly transforming industries,reshaping workflows, and unlocking new opportunities for innovation.However, the adoption of this emerging technology has not been uniformacross genders.Recent research from Deloitte highlights a significant shift: women, whopreviously lagged behind men in generative AI usage, are quickly closing thegap and it is predicted that women's engagement with generative AI in theUnited States will match or even surpass that of men, by the end of 2025.This trend is not limited to the U.S. Studies from the UK and across Europe alsoreveal a gender disparity in AI adoption but with a clear pattern of increasingparticipation among women. In 2023, women’s use of generative AI was abouthalf that of men, but adoption has since surged so by 2024, while a gap stillexisted, the percentage of women experimenting with or using AI had grownsubstantially.READ HERE

The rapid rise in women’s adoption of AI signals a broader shift in the techlandscape. As more women explore and integrate AI tools into their work,industries stand to benefit from diverse perspectives and inclusive innovation.Understanding the factors driving this change and addressing remaining barrierswill be key to ensuring equal access and opportunities in the AI-driven future.Deloitte predicts that women in the U.S. will adopt generative AI at the same rateas men by the end of 2025, despite initially lagging behind in 2023. Similar trendsare emerging in European countries, where women are quickly closing theadoption gap. Globally, the challenges and opportunities in generative AIadoption are expected to reflect those seen in the U.S.Deloitte's research shows that the gender gap in generative AI adoption isnarrowing but still present. In the U.S., women's adoption of gen AI was half thatof men in 2023 (11% vs. 20%).By 2024, overall adoption had more than doubled, yet a gap remained (33% ofwomen vs. 44% of men). Similar trends were observed in the UK and 12 otherEuropean countries, where men continue to adopt gen AI at higher rates, thoughwomen are quickly closing the gap.While generative AI adoption among women is increasing, disparities in dailyusage and perceived benefits remain. Deloitte’s 2024 Connected ConsumerSurvey found that 34% of women using generative AI engage with it daily,compared to 43% of men. Additionally, only 41% of women believe AI significantlyenhances their productivity, whereas 61% of men share this sentiment.Organizations aiming to maximize AI’s impact must address these gaps.

A key factor influencing this disparity is trust. Women generally exhibit lowerlevels of trust in AI providers and higher levels of uncertainty compared to men.While familiarity with AI reduces negative emotions over time, trust levelsamong female users remain notably lower. Only 18% of women experimentingwith AI express high confidence in data security, compared to 31% of men.Building trust through transparency, education, and security measures will becrucial in fostering equal AI engagement across genders.After reviewing Deloitte’s findings, it is evident that increasing the diversity andinclusion of women in AI roles requires intentional efforts from companies sothey should focus on cultivating work environments that address the specificneeds of their employees. Research on women in AI has shown that work/lifebalance is a critical factor in job satisfaction, with key elements such as flexibleschedules and remote work opportunities playing a major role. So if thecompanies and organizations provide these arrangements, it can lead toincrease engagement, retention, and overall job satisfaction for women in AI.Additionally, companies should emphasize transparency in pay and promotionswhile ensuring that women are well-represented in leadership roles. Studiesindicate that women seek workplaces with strong female leadership, clearcareer advancement pathways, and zero-tolerance policies for harassment andabuse. By fostering an inclusive culture and implementing these structuralchanges, businesses can create an environment where women not only enter AIroles but also thrive and lead in the industry.

Female Tech Leaders promotes, inspires and motivates Tech Womenand Founders to play an active role in the industry.We focus on women in tech and supportingto close the gap and breaking the ceiling.Apply to be a GuestRECOMENDED ARTICLESWeekly updates about Tech and Leadership

THRIVING IN TECH: AROADMAP FOR 2025!Let’s take this opportunity to take stock of where you are in your tech careerand carve out a path for future success.The tech industry is fast-paced and offers exciting possibilities along with newchallenges. Whether you're launching your career or looking to elevate it,adopting proactive strategies can help you stay ahead, grow your expertise, andbuild a fulfilling professional journey.Stay ahead with Continuous LearningWorking in technology means that staying informed and adaptable is crucial.Emerging trends in artificial intelligence, cybersecurity, and cloud computingdemand up-to-date skills and knowledge. By making learning a priority, youcan remain competitive and open doors to new opportunities.Action Step: Set aside regular time for professional development. Enroll inonline courses, attend workshops, or gain certifications in areas that align withyour career ambitions.www.femaletechleaders.com

Build Meaningful Professional RelationshipsNetworking is more than just exchanging business cards—it's about cultivatinggenuine professional relationships that can offer guidance, collaboration, andcareer growth. Connecting with peers, industry leaders, and mentors canprovide insights and support as you navigate your career path.Action Step: Make it a point to attend industry conferences, engage in onlinetech communities, and participate in professional forums to expand yournetwork.Strengthen Your Professional PresenceIn an increasingly digital world, having a strong professional brand is essential.Showcasing your expertise through thought leadership, content creation, orparticipation in discussions can help you stand out in the industry.Action Step: Share insights on platforms like LinkedIn, contribute to industryblogs, or create a personal portfolio that highlights your achievements andprojects.Keep Up with Industry InnovationsWith technology advancing rapidly, staying updated on emerging trends isessential. Following thought leaders, subscribing to tech publications, andattending webinars can provide insights that help you remain relevant andcompetitive in your field.Action Step: Dedicate time each week to consuming industry-related content,such as articles, podcasts, or online discussions. Staying informed will enhanceyour expertise and position you as a valuable resource within your team.Take Charge of Leadership GrowthWomen remain underrepresented in leadership roles within tech, making itimportant to actively seek opportunities for growth. Volunteering forchallenging assignments, voicing your ideas, and communicating careeraspirations can pave the way for leadership advancement.Action Step: Aim to take the lead on a project this year. Keep an open dialoguewith your manager about career progression and demonstrate your readinessfor greater responsibility.

Be Open to Career ShiftsOne of the greatest advantages of a tech career is its adaptability. If you findyourself feeling unchallenged or intrigued by another specialization, exploringnew directions could be the key to revitalizing your passion for work. Many techskills are transferable, making transitions more accessible.Action Step: Assess your long-term career aspirations and consider if a shiftaligns with your goals. Network with professionals in different areas, enroll inintroductory courses, or seek out cross-functional projects to explore newpossibilities.Recognize and Celebrate Your ProgressAcknowledging your accomplishments—big or small—is essential for sustainedmotivation. Rather than waiting for external validation, take pride in yoursuccesses and share them with your network.Action Step: Keep a monthly record of achievements and milestones. Share keysuccesses on platforms like LinkedIn or in team meetings to reinforce yourcontributions and build confidence.Advocate for Inclusion and EquityDiversity and inclusion are critical for fostering innovation and ensuring thattech workplaces are welcoming for everyone. Supporting initiatives thatpromote equitable opportunities can make a lasting impact in the industry.Action Step: Get involved in diversity-focused programs, advocate for fair hiringpractices, and participate in discussions that promote an inclusive work culture.By implementing these strategies, you can take charge of your career and makemeaningful progress in 2025. Stay engaged, keep learning, and embrace theopportunities ahead!

WOMEN CATALYZINGCHANGE: HOW AI CANATTRACT MORE WOMENINVESTORSThe investing industry is about to undergo a transformation thanks to artificialintelligence (AI), especially for women who have previously encountered severalobstacles in this sector. AI has the potential to democratize investment byremoving prejudices and providing individualized financial advice, which willmake investing more accessible and egalitarian for women.Customization and Reduction of BiasBecause AI can analyze big databases, it can offer individualized investingrecommendations based on each client's objectives and risk tolerance. Thisensures that recommendations for female investors are more just and equalbecause it eliminates the human biases that are frequently present intraditional financial advising. By taking into account particular requirementsand preferences that have historically gone unmet, this kind of specializedguidance might enable women to take greater charge of their financial futures.www.femaletechleaders.com

Knowledge and Self-determinationAI-driven platforms can also be used as teaching aids, simplifying difficultfinancial ideas into forms that are easier to comprehend and use. Women whomay be less confident in their financial expertise can find investing less scary byusing interactive and engaging information to demystify it. In order to close theknowledge gap and inspire more women to engage in investing, thiseducational component is essential.Creating a CommunityAI can support the development of a feeling of community among femaleinvestors in addition to providing individualized advice and instructionalmaterials. AI platforms can offer a friendly atmosphere where women can shareexperiences, learn from each other, and build confidence in their investingdecisions by connecting users with mentors, discussion groups, and supportnetworks. This sense of community can go a long way towards motivatingwomen to become more active investors.Potential ConsequencesNot only is the use of AI in banking a tremendous scientific achievement, but italso signifies a major societal shift. Artificial Intelligence has the ability to fostera more varied and inclusive investing market by tackling the particular issuesencountered by female investors. This change may eventually contribute togreater economic equality by empowering women and increasing theirfinancial independence.

A FINAL WORDIn terms of timing, place, and technique, women's investing patterns are todaymore flexible than they were years ago. One major benefit is being able to useinvestment tools and monitor their investments anywhere. Since it helpswomen to control their financial futures and fits their busy schedules, this easecan inspire more of them to participate actively in investing.Although the long-term consequences of artificial intelligence on society as awhole are still under discussion, there are quick chances to use this tool toimprove access, education, and progress for underprivileged groups.By streamlining the investment process, AI can enable more women to invest intheir futures and help to close the investment difference, therefore generating anew degree of financial accessibility.AI has enormous potential to change the investing landscape for women. AImay remove the obstacles that have traditionally prevented women frominvesting by providing individualized guidance, easily available educationalmaterials, and a welcoming network. As these technologies advance, theypromise to create a more equal and inclusive investing environment,welcoming a new generation of female investors.Carnellia Ajasin, is CEO of Futuryst, Inc - a tech &innovation venture studio. We're making the differencewe want to see in the world through buildinghumanity-centered tech products and experiences thatpeople love by applying emerging technology as aninsightful medium. We love co-creating products thatimprove life, making access to capital equitable forscalability and creating new ecosystems. Work withFuturyst to help you scale your technology products,contact us for more details www.futuryst.co orsupport@futuryst.co

Best Books March recomended books The Authority Gap: Why womenare still taken less seriously thanmen, and what we can doabout it by Mary ann Sieghart Fix the System, Not the Womenby Laura Bates Your First Million: Why YouDon't Have to Be Born into aLegacy of Wealth to Leave OneBehind by Arlan Hamilton Women Money Power: The Riseand Fall of Economic Equalityby Josie Cox How to Own the Room: Womenand the Art of Brilliant Speakingby Viv Groskop Careless People a story ofwhere I used to work by SarahWynn-Williams

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