Women in AI Leadership Are Shattering the Glass Ceiling

Recent studies show that only 47.7% of working-age women are a part of the global workforce, with even lower figures in some regions. To put this into perspective, for every two men employed, there is only one woman. In the tech industry, this gap is even wider, particularly in leadership roles.

At YOLO Vision 2024 (YV24), Ultralytics' annual hybrid event, an inspiring group of women leaders came together to address these challenges and share their vision for a more inclusive future. The panel featured Paula Derrenger, Ultralytics' Director of Growth; Bruna de Guimaraes, founder of beBold; Christina Stathopoulos, founder of Dare to Data; and Mariana Hernandez, a leader at Latinas in Tech. Their stories, insights, and practical advice offered a hopeful look at how the tech industry can evolve to support and celebrate women.

In this article, we'll recap the highlights of their discussion on women in leadership and tech, focusing on the importance of mentorship, education, and building inclusive workplace cultures to pave the way for more women to thrive in tech leadership. Let’s get started!

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The Current Landscape of Women in AI Leadership

Despite the progress being made, women remain significantly underrepresented in leadership roles within the tech industry. As Mariana Hernandez explained, the numbers highlight the gap: women make up only 20% of the technology workforce, compared to 45–50% in fields like education, communication, marketing, and the public sector.

This difference becomes even more pronounced in leadership roles. In 2023, just 10% of Fortune 500 CEOs were women - a record high, but still strikingly low. Paula Derrenger reflected on her experience, sharing, "I’ve talked to over a thousand companies in the last year, and I had only spoken to four that had women involved in the conversation to sell an Ultralytics Enterprise license." Similarly, Christina Stathopoulos noted, "I’ve never had a female manager in my entire career," underlining the lack of representation at the top.

The absence of women in leadership is about more than just numbers, it’s about the lack of visible role models. Bruna de Guimaraes stressed, "I think the biggest thing we often underestimate is the importance of role models - role models for kids, for C-level startups, and for individual contributors. This makes a really big difference." Role models provide inspiration and pave the way for others to aspire to leadership positions.

Gender Equality in Tech: Start Early

Achieving gender equality in tech starts with early education. Mariana Hernandez highlighted how biases in early schooling can discourage young girls from pursuing STEM subjects. She explained that girls often experience much higher levels of anxiety about math compared to boys, starting from a very young age. This fear can undermine their confidence and interest in STEM fields as they grow older, limiting their future opportunities in tech.

Addressing this issue early is crucial to building girls’ confidence in their abilities. Mariana commented on the importance of creating supportive learning environments that encourage girls to explore math and science without fear, helping to challenge the stereotypes that often hold them back.

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Building on this, Paula Derrenger discussed how education is evolving for younger generations. She noted that many schools are now introducing coding and other tech skills at an earlier age, giving girls more opportunities to engage with STEM subjects. These advancements are helping to build the skills and confidence needed to pursue careers in tech.

The Role of Company Culture and Regulation

Company culture and regulation are both essential for advancing gender equity, but as the panelists at YOLO Vision 2024 highlighted, true progress requires more than surface-level changes. Many countries now have gender diversity quotas for public companies to ensure more women are represented in leadership roles. While these regulations open important doors, they must be accompanied by meaningful cultural shifts within organizations.

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Paula highlighted the need for action beyond quotas. “Regulation is important to achieve gender equity,” she explained, “but it’s not just about meeting quotas or hitting a percentage of women in leadership roles. It’s about making sure that women in the room have a voice, drive the product forward, influence strategy, contribute to company growth, lead HR recruitment, and make a real impact - whether it’s in a startup or a larger organization.”

While quotas can create opportunities, cultural changes such as adopting hybrid work models, offering flexibility, and fostering inclusive environments are equally critical. These efforts create spaces where women can thrive and contribute fully to their teams and organizations.

Christina Stathopoulos added that while regulation and cultural changes are important, they’re not enough on their own. “In the end, it depends on people and companies truly believing in what they’re doing,” she said. Diversity shouldn’t just be treated as a checkbox for Diversity, Equity, and Inclusion (DEI) or Environmental, Social, and Governance (ESG) metrics; companies need to recognize its broader value. “Studies have shown time and time again that diversity leads to increased profits. So, when it comes down to the bottom line, diversity is going to benefit the company.”

The Power of Mentorship and Allyship

Mentorship and allyship are vital for empowering women and promoting inclusivity in tech leadership. They provide the support and opportunities women need to succeed in male-dominated fields, helping to break down barriers.

Paula also shared her own experience, recognizing Glenn Jocher, Ultralytics’ Founder & CEO, as a key mentor in her professional growth. “He’s given me the space to grow, explore, test my limits, take risks, and face challenges,” she said. Having someone who advocates for you and creates opportunities can be game-changing, enabling women to take on leadership roles and thrive.

Also, Christina Stathopoulos explained the important role men play as allies in creating an equitable workplace. “As a male, there’s a lot that you can do,” she noted, pointing to the ways men can support women in their careers and foster a culture of inclusivity.

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Here are some practical ways men can be effective allies in the workplace:

• Amplify women’s voices: Ensure women’s ideas are acknowledged and supported in meetings and discussions.
• Offer mentorship and sponsorship: Actively mentor or sponsor female colleagues, advocating for their professional development.
• Support pay transparency: Push for fair and transparent compensation practices to address pay disparities.
• Address bias: Speak up against biases or discriminatory behavior to help create a more inclusive environment.

Creating Inclusive Workplaces

An inclusive workplace is a place where employees feel safe, valued, and free to share their ideas. Christina Stathopoulos highlighted this by saying, “You also do need psychological safety without the fear of retaliation.” When employees feel secure, they can contribute more effectively to collaboration and innovation.

Bruna de Guimaraes added to this by listing the three essential components of inclusivity: individual actions, peer support, and company strategies. She also encouraged women to take charge of their opportunities: “If you don’t have a seat at the table, make a seat at the table.”

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During their conversation, the panelists shared book recommendations to inspire confidence and action:

• Nice Girls Don’t Get the Corner Office by Lois P. Frankel: A guide for breaking free from self-limiting workplace behaviors.
• Invisible Women by Caroline Criado Perez: A look at how gender bias in data and design affects women’s lives.
• Dear Girl by Amy and Paris Rosenthal: A children’s book encouraging young girls to embrace their individuality and strength.

The Road Ahead for Women in Tech

The path forward for women in tech requires both systemic changes and personal determination. As Mariana Hernandez put it, “Don’t wait for things to happen for you.” Women must take the initiative to create opportunities and push beyond their comfort zones. 

Paula Derrenger echoed this sentiment, sharing her experience stepping into new situations. “Challenging yourself to do things and pushing yourself to be in uncomfortable positions… I’ve never done a panel discussion or a talk before, so you need to push yourself,” she explained. Growth often comes from stepping into the unknown.

Wrapping up the panel, an audience question prompted the speakers to share actionable insights on “what not to do” when fostering inclusivity and supporting women in tech:

• Don’t be patronizing or condescending: Treat women as equals and recognize their perspectives as valuable and enriching.
• Don’t push; invite: Instead of pressuring participation, create an inviting and understanding environment that encourages contributions naturally.
• Don’t interrupt: Studies show women are interrupted more frequently than men in meetings, which can diminish their confidence and discourage contributions over time.
• Don’t do to women what you wouldn’t want done to you: A simple yet powerful rule - consider how you would feel in a similar situation and act with empathy and respect.

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With personal and eye-opening insights, the YOLO Vision 2024 panel discussion on women in AI leadership showcased both the progress and challenges related to creating a more equitable future in tech. Through mentorship, allyship, and advocating for inclusive workplace policies, women are driving the change needed to foster diversity and innovation.

Achieving gender equality in tech leadership isn’t just about increasing representation - it’s about building a future where diverse voices lead to better decisions and outcomes. 

The panel emphasized that meaningful progress is possible when individuals, organizations, and governments work together to support women as leaders and changemakers. By continuing to challenge outdated norms and championing equity, we can create a tech industry that works for everyone.

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