Latest news with #womenleaders
Forbes
6 days ago
- Health
- Forbes
Why Tech-Savvy Women Are Leading The New Wellness Renaissance
VIENNA, AUSTRIA. (Photo by) Once a playground of Silicon Valley visionaries and male-driven biohackers, the longevity space is being fundamentally reimagined, and this time, it's women who are leading the charge. They're reframing aging not as a race against time but as a vibrant, dynamic and data-driven practice grounded in hormonal intelligence, precision health and embodied self-leadership. In contrast to the male-coded archetype of lifespan extension through performance metrics and cryotherapy chambers, women are designing longevity strategies that incorporate, among others, hormonal rhythms, cycle-based tracking, neuroendocrine balance and emotional regulation. In short, healthy aging and lifespan trajectories differ among genders. Studies have implied that women experience aging through distinct neuroendocrine, metabolic and immune pathways that have long been excluded from research and digital innovation pipelines until now. This gap isn't just historical. It's a biological, structural and deeply consequential threshold at the intersection of longevity, science and women's health. The myth of the "average patient" has long shaped health research and medical technologies, but as the review above suggests, sex-specific biology does play a significant role in how we age. Women, on average, live longer than men globally, but they also face a higher burden of non-fatal chronic conditions and years lived with disability. Conditions like autoimmune disease, osteoporosis and Alzheimer's disproportionately affect women, many of which are tied to estrogen's regulatory role across systems. Yet, the majority of aging biomarkers and biological age clocks (think epigenetic methylation models) have been designed around male physiology. This mismatch implies most tech-enabled longevity tools aren't optimized for female bodies. But the market is changing fast. In 2025, female-led wellness companies are designing biohacking devices, diagnostics and platforms that center sex-specific physiology while rewriting the longevity playbook altogether. Take the Evie Ring, the first smart wearable engineered for women, which measures metrics like HRV, resting heart rate and blood oxygen while accounting for menstrual phase variations. Or which translates metabolic and training data through a cycle-aware algorithm, offering adaptive insights across perimenopause, postpartum and athletic recovery. Meanwhile, platforms like Tally Health are offering at-home biological age tests and behavior-based interventions that allow women to track aging at an epigenetic level. These tools mark a departure from one-size-fits-all models and signal an apparent, optimal shift toward an adaptive healthspan strategy, not just reactive care. Another example is Levels Health, once focused purely on metabolic glucose monitoring, which has now begun expanding its insights to reflect stress-hormone interactions, cortisol cycles and dietary responses tied to hormonal fluctuations. These refinements reflect a more profound truth: female physiology isn't a variation of the male norm but is at the core of its system. Once dismissed or pathologized, women's hormonal rhythms are now being reclaimed as a source of strategic leverage. Today, cycle syncing is more than a wellness buzzword; it is a biologically intelligent blueprint. Women are aligning their training, productivity and recovery protocols with the natural arc of their endocrine system and seeing measurable gains in energy, cognition, performance, emotional resilience and beyond. This is neurobiological precision at its best—Estrogen peaks during the follicular phase, enhancing insulin sensitivity and mental clarity. Progesterone in the luteal phase supports mood regulation, metabolic balance and tissue repair. Women biohackers are leveraging these shifts to fine-tune fasting windows, optimize workouts and adapt recovery, all in sync with their internal tempo. And science is catching up. Emerging research shows that aligning behaviors with hormonal fluctuations can support mitochondrial health, boost neuroplasticity and promote long-term well-being at large. Unlike one-size-fits-all regimens built on male 24-hour cycles, cycle syncing offers flexibility and, most powerfully, sovereignty over one's own biology. Despite recent momentum, the structural gender gap in clinical research and digital health innovation continues to be a key point in the promise of personalized longevity. Research from The Lancet Digital Health suggested that just 6.2% of health tech companies actively disaggregate user data by sex or gender, a critical blind spot when designing tools intended to extend health span with precision. If female physiology represents the biological norm for half the population, then it must also become the default blueprint for next-generation longevity technologies. And certainly, the exclusion of sex-specific variables renders precision medicine fundamentally incomplete, not because sex differences are peripheral, but because they are prominent variables to determine how aging unfolds at the cellular, metabolic and neuroendocrine levels. The wellness renaissance of 2025 is about living longer, with precision, sovereignty and an in-depth biological attunement. Tech-savvy women aren't merely optimizing their health; they're rewriting the protocols. They're opting for tools that respect their rhythms, data that reflect their realities and systems that center cyclical intelligence at the heart of their sustainable health. The future of wellness entails a thorough synergy and allyship with the human body. In that partnership, women are modeling a new paradigm of leadership: one that is data-literate, intuition-led and radically coherent. It's, in the most simple terms, a return to trusting our biology.
Geek Wire
16-05-2025
- Business
- Geek Wire
Powering the Trillion-Dollar Shift: Honoring 50 Years of Women Who Changed Microsoft—and the World
This year, as Microsoft celebrates its 50th anniversary, I find myself reflecting on not just the products, technology, and breakthroughs that have shaped the world—but the people behind them. Specifically, the thousands of women whose brilliance, courage, and tenacity have powered Microsoft's trillion-dollar shift and helped democratize technology for billions worldwide. Throughout my 25-year career at Microsoft, I've been fortunate to lead, collaborate with, and learn from so many extraordinary women. I've also had countless conversations about the challenges and opportunities we face—whether it's navigating corporate systems, managing emotional labor, or finding our voice in an industry that was not originally built for us. These conversations have changed me. They've shown me how often women's stories remain untold, and how much farther we need to go to build a truly inclusive tech ecosystem. That's why initiatives like the #empowHER50 campaign is so important. This campaign recognizes 50 remarkable women who have shaped Microsoft's success and the broader digital economy. Their stories remind us that true innovation happens when access is democratized and barriers are dismantled. Why I Launched Charged: Women in Action Inspired by the stories and struggles I witnessed over the years, I felt a responsibility to do more. Last year, I launched Charged: Women in Action, a video interview series designed to inspire and empower women—and their allies—to navigate tech careers successfully. This series features conversations with exceptional women leaders across industries and backgrounds. Together, we address real-world challenges like emotional labor, workplace exclusion, leadership burnout, and career roadblocks—topics that aren't often discussed openly but are lived experiences for millions of women in technology. We also spotlight women who are Leveraging Tech for Good, using their expertise to create lasting social and economic impact in underrepresented communities. By surfacing these conversations, I aim to lead by example and advocate for empathetic leadership, inclusive work environments, and tangible solutions to help women thrive—not only in their careers but in their lives. Microsoft's Top 5 Ideas for Democratizing Access & Empowering Women Over the past five decades, Microsoft has pioneered initiatives that go beyond technology to build a more equitable digital economy. Here are five of the most impactful ideas and programs that are shaping the future: 1. Embedding Accessibility at the Core of Innovation Accessibility has been a Microsoft priority since 1995, but under leaders like Jenny Lay-Flurrie, it became an enterprise-wide commitment. Microsoft trains every employee in accessibility and shares that learning with over 5 million people worldwide, ensuring that technology works for everyone—including the 1.3 billion people with disabilities. Innovations like Immersive Reader, Read Aloud, and the Xbox Adaptive Controller are proof that inclusive design benefits all. 2. Investing in Women-Led Economic Access Initiatives Through strategic partnerships like Women in Cloud, co-founded by Chaitra Vedullapalli, Microsoft has generated over $500 million in economic impact for women entrepreneurs and technologists. Over 120,000 women have been supported globally, and over 5,000 women in 80+ countries have earned Microsoft AI and cybersecurity certifications to advance their careers. Women in Cloud is also leading the AI Skills Fest—a global movement attempting to set a Guinness World Record for the largest AI skills development event. 3. The #empowHER50 Campaign: Honoring Women Powering Microsoft's Trillion-Dollar Transformation This year's #empowHER50 campaign celebrates 50 current and former Microsoft women whose leadership and innovation helped build the company's trillion-dollar success. From leading AI skilling programs across Europe to developing groundbreaking accessibility initiatives, these honorees reflect the power of democratizing technology access. 4. Advancing Allyship in Support of Inclusion Gavriella Schuster, during her time at Microsoft, helped to elevate and scale allyship efforts, including mentorship rings, training, and leadership networks like The WIT Network. These programs continue to grow because of the collective effort of leaders, communities, and allies working together. 5. Elevating Real Stories Through Media and Public Dialogue Initiatives like my Charged: Women in Action series, Sabina Nawaz's executive coaching work and publications, and Chaitra Vedullapalli's Women in Cloud movement are all part of Microsoft's broader strategy to humanize leadership and make conversations about equity, inclusion, and access mainstream. By sharing real voices and lived experiences, we can shift workplace culture and build environments where women are heard, valued, and empowered. A Call to Action: A Blueprint for the Next 50 Years The #empowHER50 campaign is about building the future. It's a call to action for companies, policymakers, investors, and global citizens to invest in a digital economy that works for everyone. It is a reminder that inclusion is not a charity—it is a growth strategy. And the future of AI must be built by many hands, many voices, and many stories. As we celebrate Microsoft's 50-year milestone, let's remember that the most powerful technology we've built is the one that unlocks human potential. And that potential is limitless when we democratize access to powerful innovations. As we look toward the next 50 years, I believe we must continue to lead with empathy, visibility, economic access and action. That means: Telling the untold stories. Investing in skilling, mentorship, and entrepreneurship for underrepresented groups. Building accessible, inclusive technologies by design. Making allyship a business strategy, not a side initiative. Because when women rise, we all rise. Join us on July 18, 2025, at the empowHERaccess Awards and MS50 Recognition Gala to celebrate the women who helped shape Microsoft and the global tech industry—and connect with those building what's next. 🔗 Reserve your seat Their stories shaped our present. Our leadership will shape their future.
Forbes
16-05-2025
- General
- Forbes
6 Lessons From Being The Only Man At A Women's Leadership Conference
Women Leaders Conference Recently, I attended a women's leadership conference, a space brimming with energy, connection, and an elevated sense of purpose. But what made this experience profoundly unique was that I was the only man in the room. Walking in, I felt curious. How would I be received? Would my presence alter the dynamics? Just as importantly, how would I perceive this experience? I was stepping into unfamiliar territory, and I didn't fully know what to expect. But as the day unfolded and the women around me shared their stories, challenges, and dreams, I quickly realized I wasn't there to just observe. I was there to learn. Being 'the only man at the table' became an extraordinary opportunity for growth, empathy, and self-reflection. Through this one-of-a-kind experience, I walked away with six powerful insights not just about what women leaders are navigating and striving for, but about the role I can play in helping to foster more inclusive environments. One woman shared how, despite years of accomplishments, she still finds herself having to constantly prove her value in meetings. 'It feels like the bar is always higher for me, no matter how much I achieve,' she admitted. Hearing her story crystallized a simple but essential truth: women leaders want to be seen and respected for their expertise, ideas, and contributions not just as representatives of their gender. Their frustration wasn't about seeking special treatment, it was about being fully acknowledged for the excellence they can contribute, yet often unseen. It made me reflect on the ways companies and leaders often celebrate representation without fully recognizing the real value individuals contribute. The takeaway for me was clear. Don't just applaud women because they are women. Respect their impact, ideas, and brilliance they bring to the table. Authenticity was a recurring theme in the conversations. These women weren't looking for environments where they had to fit in at the expense of their true selves. They wanted spaces where they could lead, create, and thrive as they authentically are. One moment that stood out was when a speaker shared, 'It's exhausting to constantly calculate how much of myself is acceptable to show.' That vulnerability sparked a deep, honest discussion about the cost of suppressing parts of yourself to belong. For me, it was a moment of introspection. Are men really creating and contributing to environments where all people can lead with authenticity? Or are they, consciously or unconsciously, reinforcing spaces that ask people to dim their light? Authenticity isn't a buzzword. It's a necessity for real connection, creativity, and leadership. The women at the conference weren't there for surface-level conversation. They leaned into tough topics with extraordinary courage. From pay gaps and systemic biases to mental health and leadership fatigue, nothing was off the table. One attendee said it best: 'Change doesn't come from comfort. It comes when we're willing to have the conversations we've been avoiding.' This sparked a thought: Do leaders encourage meaningful dialogue with the people who challenge them? Do they actively listen, even when it's uncomfortable? Real change demands that we move beyond polite platitudes into the realm of honest, respectful debate. The courage to confront hard truths reminds me of the power such conversations hold, not just in leadership, but in life. What struck me most about the conversations on mental health was their openness. These women didn't shy away from sharing their experiences of feeling overwhelmed, judged, or burnt out. One leader told the room, 'Admitting I'm struggling doesn't mean I'm failing. It just means I'm human.' What happened next was remarkable. Her vulnerability wasn't met with judgment or discomfort. It was met with solidarity, encouragement, and understanding. It was a powerful reminder that normalizing conversations about mental health is vital—not just for women, but for everyone. Vulnerability creates space for others to step forward with their stories and helps us build more supportive, human-centered environments. I didn't anticipate the gratitude I received for simply showing up. Several women thanked me for being there, not because I brought ideas, but because my presence signaled a willingness to listen, learn, and understand. One woman said, 'It's good to see you here—we need men who are willing to witness what we experience.' It was humbling to realize that being an ally isn't always about having answers. Sometimes, it's about learning to be present and engaged without trying to take over the narrative. Being part of their space helped me understand how important visibility and intentional engagement are in supporting inclusion. Allyship begins with presence. It grows through listening and evolves through action. Toward the end of the day, we had a lighthearted but meaningful discussion about the term, mansplaining. According to Websters Dictionary, mansplaining is when a man explains something to a woman in a condescending way that assumes she has no knowledge about the topic. The women acknowledged how intent versus perception can complicate communication. One participant noted, 'Sometimes advice or suggestions come from a helpful place, but the delivery makes it feel dismissive.' This nuanced perspective made me reflect on my own communication. Even when my intent is good, am I pausing to consider how my words and tone might be perceived? The conversation underscored the importance of self-awareness, especially in environments where your voice might carry different weight or meaning. It's not enough to have good intentions; context and thoughtfulness are just as critical to fostering productive, respectful dialogues. I walked into the conference unsure of what to expect. I walked out with something far more valuable than insights. I walked out with deeper self-awareness. Being the 'only man at the table' wasn't just about understanding women's challenges and aspirations. It was a mirror, reflecting back areas where I can grow, not just as a leader, but as a human being. If there's one thing I encourage you to do, it's this: seek out spaces where you might be the only one in the room. Whether it's about gender, a hobby and/or any other perspective, step outside your own lived experience. Be present, listen deeply, and lean into the discomfort. Because that's where the real growth happens. That's how we create environments where everyone not only has a seat but truly belongs at the table.
Grazia USA
16-05-2025
- Automotive
- Grazia USA
Inside The Middle East's First-Ever All-Women Supercar Rally In Dubai
Photo: Instagram @arabiangazelles The Arabian Gazelles aren't just revving engines – they're rewriting the rules of the road. Earlier this month, 20 trailblazing women from around the world came together to launch the Middle East's first-ever all-women supercar rally. Spearheaded by the pioneering collective Arabian Gazelles, the four-day journey was more than a showcase of luxury cars, it was a bold statement of visibility, power, and progress. From the sweeping coastlines of Fujairah to the mountain peaks of Jebel Jais and the golden dunes of Abu Dhabi, the group tore through stereotypes as much as it did tarmac. This wasn't simply about cars; it was about reclaiming space in a world that has long excluded women from the fast lane. The message was loud and clear: the supercar world is no longer a boys' club. The Arabian Gazelles have taken the wheel, asserting that elegance, ambition, and horsepower are not mutually exclusive – and that women belong in motorsport not as outliers, but as leaders. Photo: Instagram @arabiangazelles At the helm of this movement is Hanan Mazouzi Sobati, founder of Arabian Gazelles – the world's first all-female supercar owners' club. What began eight years ago as a bold response to the gender imbalance in car culture has become a global sisterhood fuelled by grit and glamour. 'We're not just behind the wheel,' says Sobati. 'We're leading the change, one powerful mile at a time.' She recalls the early days, attending car events alone, often on behalf of her husband, who wasn't even a car enthusiast. Back then, brands were hesitant to back an all-female initiative. Today, those same names are proudly on board, aligned with a movement that's shifting gears in the region and beyond. The rally launched with an adrenaline-fuelled BMW M Series track session at Dubai Autodrome before heading east along Fujairah's glittering coastline. Day two brought the group to the UAE's highest peak, where they tackled the sharp switchbacks of Jebel Jais. From there, it was on to the dreamlike desert landscape of Qasr Al Sarab in Abu Dhabi before a final glittering celebration at Delano Dubai. 'This is a rally with soul,' said co-organiser Ghita Mejdi, founder of The Kliff Project. 'Every detail was curated to honour the women driving it – trailblazers, storytellers, icons.' From engineers and entrepreneurs to creatives and mothers, the women behind the wheel carried with them a powerful message: inclusion, visibility, and fearless leadership belong in every lane. topics: Middle East, Dubai, ABU DHABI, cars, RALLY, WOMEN, SUPERCAR
Forbes
09-05-2025
- General
- Forbes
5 Myths About Women in Leadership, Debunked
The data shows that men and women are much more similar than they are different across all ... More psychological characteristics. Despite decades of progress, women still hold less than a quarter of C-suite roles worldwide. Globally, just 32% of leadership roles are held by women. That number drops even further as you move toward C-level roles, landing at just 23% of C-Suite leadership roles being held by women. Yet, the return on investing in women leaders is clear. Companies with women on their executive committees see a 47% higher return on equity, and those in the top 25% for gender diversity are 27% more likely to outperform their peers. So, why does this gap persist? I asked Allison Howell, VP of Market Innovation at Hogan Assessments. Her team has studied nearly 12,000 leaders across decades of assessment data. She shared five of the most persistent myths, how they get in the way, and then she debunked each one based on her team's research. Allison Howell, VP of Market Innovation at Hogan Assessments Ambition scores have been shown to effectively predict performance as a leader. 'One common myth is that women are less ambitious than men,' Howell explained. 'On our Hogan Ambition scale, there was no significant difference between women and men at the executive level (Women: 90.87 and Men: 91.83).' There was also no difference in predictability, meaning women who scored high in ambition also scored high in performance. To address the myth that women can't handle high-stress leadership roles, Howell looked at a couple of different areas: First, she looked at a measure of 'emotional stability' and found that there was no significant difference in emotional stability between men and women at the executive level (Women: 109.09 and Men: 109.91). Secondly, she looked at an 'excitability' scale, which is the degree to which someone is 'emotionally explosive' or 'performs poorly under stress.' Men and women leaders both score equally low on this category. 'What's interesting is that emotional volatility hinders performance equally for both men and women. The idea that men can be explosive and get away with it isn't really true. In fact, it's detrimental to both genders,' Howell said. To debunk this myth, Howell's team looked at measures of 'eagerness to please' and 'reluctance to act against popular opinion.' Again, they found no significant difference between men and women at the executive level (Women: 36.16 and Men: 35.86). Next, her team looked at 'cautiousness,' which includes risk aversion, resistance to change, and difficulty making decisions. 'I think there's a perception that men are less risk-averse than women are, and this really shows that it's not true,' Howell pointed out. She elaborated, saying that this was likely more due to the stereotypical perception of men: 'I think the more likely explanation is that the risk tolerance may simply look different due to cultural stereotypes, like men engaging in extreme sports or high-stakes investing.' To evaluate strategic and innovative thinking, she took a look at their 'Inquisitive Scale,' which measures curiosity and openness to experiences. There was a slight difference between women and men at the executive level (Women: 68.19 and Men: 71.1), but the difference was still statistically negligible. Next, Howell and her team looked at 'Driving Strategy' and 'Driving Innovation.' Across both, the difference was negligible. Howell and her team looked at their 'Forceful' dimension. Both men and women at the executive level scored low on this scale. 'This one, I think, is really interesting because much of the advice that women receive is to be more assertive, more direct, more decisive, and so on. But what this data indicates to us is that it's not a helpful stereotype to anybody, including men. We have to rethink what it means to be a leader,' Howell said. The data shows that men and women are much more similar than they are different across all psychological characteristics. 'We naturally categorize the world around us, categorize different genders…but really those differences are stereotypes,' Howell said. And the result of our stereotypes is that we are missing out on a number of great leaders. Rather than fall prey to stereotypes, Howell recommends paying attention to the following characteristics (both positive and negative), which have been shown to predict leadership effectiveness: Positive Characteristics: Risks to Manage: By hiring for and training these characteristics, you can build out a much more robust, diverse, and effective team of leaders. Kevin Kruse is the Founder + CEO of LEADx, scaling and sustaining leadership behaviors with behavioral nudges, micro-learning, and live cohort-based workshops. Kevin is also a New York Times bestselling author of Great Leaders Have No Rules, 15 Secrets Successful People Know About Time Management, and Employee Engagement 2.0.
