This week, I have the privilege of speaking at the Foundation for Women’s Leadership and Empowerment’s Women’s Leadership Conference in Las Vegas. The energy in the room is electric—leaders from every sector, gathered to not only celebrate our progress but also to lean into the work that’s still ahead of us.

And let me tell you, the timing couldn’t be more perfect. For the first time in history, women now lead 11% of Fortune 500 companies. Eleven percent may not sound like a tidal wave, but it’s a milestone worth pausing to acknowledge since this is up 1% from 2 years ago. Every time we see women at the helm—whether it’s in financial services, defense contracting, manufacturing, or even utilities—it sends a powerful signal: gender parity is possible.

✨ Women in Tech: Why the Numbers Matter

When we look at the data, it’s clear we still have work to do:

  1. Women hold just 35% of tech jobs in the U.S.
  2. Even in leadership, major tech companies average only 30% female representation.
  3. The pipeline is thin—just 21% of computer science degrees and 22% of engineering degrees go to women.
  4. And the culture isn’t always supportive—65% of recruiters admit bias in hiring, while 57% of women in tech plan to leave their jobs within 2 years, often due to burnout and imbalance.

These aren’t just statistics—they’re stories waiting to be rewritten. And the good news? Leaders have the power to change the narrative by building bias-free hiring practices, creating real career pathways, and supporting women with flexibility and mentorship.

Because when women thrive, workplaces thrive.

I remember coming back from maternity leave early in my career, eager but vulnerable, and landing in a role that felt like a step backward. My new manager wasn’t nearly as supportive as the one before, and I often felt undervalued and unseen. I worked hard to make the most of the role, but the daily struggle drained me. Dropping my child at daycare just to walk into a workplace that didn’t feel life-giving—it took everything I had to excel.

That season taught me one of the most important lessons of my life:

You can have it all, but not always at the same time.

It also set me on the path that ultimately became 2Hill Consulting. It taught me how to design a career and a life that aligned with my values. And today, whether I’m coaching emerging leaders or working with executive teams, I bring those lessons forward.

Here’s the truth: while we’ve made incredible strides, we’re still climbing. Which means as leaders, we’ve got work to do. If you’re serious about increasing female representation in your workplace, especially in traditionally male-dominated fields, here are some strategies that move the needle:

  1. Check your biases—in job descriptions, hiring processes, and promotion pathways.
  2. Mentor and sponsor women—open doors they might not have access to otherwise.
  3. Invest in leadership programs that build skills, confidence, and networks.
  4. Shine a spotlight on role models—share women’s success stories widely.
  5. Strengthen the pipeline early by partnering with STEM organizations for girls and young women.
  6. Support working mothers—flexibility, childcare, and equitable parental leave aren’t perks, they’re essentials.
  7. Empower ERGs and invite external voices—create spaces where women can connect and grow.

And if you’re earlier in your career, hear me clearly: this is your time to speak up. State your ambitions. Ask for the opportunities. Advocate for yourself.

Because when we combine the courage to raise our voices with the commitment to systemic change, progress happens.

That’s what FWLE is about. That’s what this moment is about. And that’s what the future of leadership requires—women showing up, speaking out, and shaping what’s next.