In this lesson's episode, explore why gender equity in the workplace remains elusive

despite higher educational attainment among women. Discover how the broken rung limits early career

advancement, understand how pattern matching and unconscious bias shape venture capital decisions,

and uncover how diversified leadership and investment approaches drive stronger outcomes.

So where are we at in terms of equity?

So what is the reality for somebody going into the workforce now and then trying to move up?

What are the problems and the struggles that perhaps we think are gone but are still there? What do we have to deal with?

So what's interesting is that, you know, women actually graduated from college in higher numbers

than men do. Women go to more grad school than men do. I think the numbers are pretty close to equal when it comes to business school.

These numbers change all the time.

But it's not like men are getting more education than women do.

But there have been a lot of studies trying to figure out why women may start in jobs

at the same numbers as men, but don't end up at the top of companies in the same numbers as men.

And one of the key theories,

and this was something that was sort of articulated by a lean-in McKinsey study, is this idea of a broken rung. Women get promoted at the lower levels, but then there's a sort of a leap to more

of a management level where often women just don't get those promotions. And interestingly,

it doesn't

necessarily seem to have anything to do with performance. It can have to do with how much women

are pushing for promotions or maybe they are sort of inadvertently penalized for taking time off

from work, for, you know, for maternity leave, et cetera. So there are so many different reasons.

But one thing that I really

focus on in this book is I look at the tech industry in particular, because the tech industry

...