Latest news with #femaleleaders
Yahoo
13-07-2025
- Business
- Yahoo
UK launches £500M package to support diverse, underrepresented investors and founders
The British Business Bank, owned by the UK government, is creating a £500 million (around $674 million) economic package to help support diverse and underrepresented fund managers and founders in the country. Fifty million pounds will be set aside for female-led venture funds, which means the BBB has now committed at least £100 million (around $135 million) to supporting female-led ventures and the government's Invest in Women Taskforce. Meanwhile, £400 million (around $539 million) will go to backing more diverse fund managers and supporting early-stage companies, as well as helping to boost the talent pipeline to provide those from disadvantaged backgrounds the opportunity to become investors. The package begins deployment in 2026. 'The initiative announced today aims to reduce the significant gap in venture capital investment for underrepresented founders and investors,' the BBB said in a press release announcing the investment last week. 'It will target at least 50% of investment going to female fund managers.' It comes as the U.K. continues its push to attract and sustain talent to its venture ecosystem. The press release states that 'breaking down barriers to opportunity will help drive growth as part of the government's Plan for Change,' which encompasses various strategies to help drive economic growth in the country. For women and people of color, the UK venture landscape can often be as disheartening as it is in the U.S. Around 13% of venture teams in the UK have women at a senior level, while dismal amounts of venture funding goes to minorities (less than 2% for Black founders as of a 2023 report, and 2 pence (around 3 cents) for every £1 ($1.35) invested goes to women.
TechCrunch
13-07-2025
- Business
- TechCrunch
UK launches £500 package to support diverse, underrepresented investors and founders
The British Business Bank, owned by the UK government, is creating a £500 million (around $674 million) economic package to help support diverse and underrepresented fund managers and founders in the country. Fifty million pounds will be set aside for female-led venture funds, which means the BBB has now committed at least £100 million (around $135 million) to supporting female-led ventures and the government's Invest in Women Taskforce. Meanwhile, £400 million (around $539 million) will go to backing more diverse fund managers and supporting early-stage companies, as well as helping to boost the talent pipeline to provide those from disadvantaged backgrounds the opportunity to become investors. The package begins deployment in 2026. 'The initiative announced today aims to reduce the significant gap in venture capital investment for underrepresented founders and investors,' the BBB said in a press release announcing the investment last week. 'It will target at least 50% of investment going to female fund managers.' It comes as the U.K. continues its push to attract and sustain talent to its venture ecosystem. The press release states that 'breaking down barriers to opportunity will help drive growth as part of the government's Plan for Change,' which encompasses various strategies to help drive economic growth in the country. For women and people of color, the UK venture landscape can often be as disheartening as it is in the U.S. Around 13% of venture teams in the UK have women at a senior level, while dismal amounts of venture funding goes to minorities (less than 2% for Black founders as of a 2023 report, and 2 pence (around 3 cents) for every £1 ($1.35) invested goes to women.
The Guardian
30-06-2025
- Business
- The Guardian
‘We have lots of opportunities': how women working in tech are empowered by role models at EY
When Julie McGourty was speaking at a tech conference recently she noticed something different about the room. 'It was very nice to look out at the audience and see that the vast majority of them were female,' says the EY director, cybersecurity. 'That's something I've never seen at any conference I've been to in the last 20 years – when the audiences were always mostly male – so it was really inspiring to see that shift.' EY is leading that shift, thanks to its strategic focus on empowering women in their careers. McGourty's been in cyber for 20 years and at previous companies she was often the only woman in a team, but this isn't the case at EY, where women are 'very much empowered', as shown by the large number of female partners it holds. EY cybersecurity partner, Shriparna Ghosh, agrees. Although women can still be under-represented in the cybersecurity field, she says her experience at EY 'has been nothing short of extraordinary', because she's worked alongside 'so many experienced female cyber leaders'. McGourty says the 'variety' of her work is her favourite aspect of it. She loves it because 'no two days are the same'. She works with clients across all different sectors, from government and utilities, through to big high street retailers and supermarkets. 'You can see the difference that our work makes out there,' she says, 'and that's so interesting and fulfilling.' At the start of her career, she wondered if IT was 'really just sitting in front of a screen all day and interacting with technology', but her role actually means she interacts with people as much as technology and there are many other positions in cybersecurity that are 'very, very people oriented', she says. 'People would be surprised by the amount of time I spend in my week travelling around the UK to visit clients,' she says. She holds workshops and discussions with people right up to chief executive level, educating them about cybersecurity. 'It's a part of the role that I really do enjoy.' EY partner Kanika Seth agrees cybersecurity is evolving and soft skills are becoming more in-demand: 'Cyber isn't just about technology – it's also about people,' she says. 'There's a common belief that you need to be highly technical to succeed in cybersecurity. But human and social aspects of cybersecurity are key in preventing and mitigating threats. A deep understanding of the business you're protecting is also a crucial part of cybersecurity.' McGourty says she relishes the 'independence and autonomy' she's given to manage her time and her working week. 'I think this is why people here are so energised and why we enjoy the culture,' she adds. 'EY wants to find good people and make sure they stay.' EY wants to encourage that retention because 'they realise that having that knowledge and expertise and being able to take that to the next client is good for the individual, but it's also good for EY. It's very much a place that likes to encourage people to stay by developing them and giving them an opportunity.' The managers are 'incredibly encouraging' and keen to develop talent across the board, she says, but sometimes women may need a bit more support when it comes to developing the confidence to take the next step on their career journey, so there are lots of initiatives for them, such as the EY Women in Technology network and also 'lunch and learn' sessions, where team members share their own career journey and offer mentoring and guidance to women who may aspire to become partners. It's all part of the fascinating dynamism of life at EY. 'We have lots of opportunities for training and development and you can learn anything and everything – it doesn't even have to be within your own particular domains,' McGourty says. 'I wanted to learn some of the more legal aspects of technology and regulation and there are courses for that. You get that empowerment to shape your own development with the support of some very inspiring role models who are always willing to coach and develop as well.' One inspiring role model for McGourty is a colleague at the Edinburgh office who's been with the company for 38 years. He joined straight from university as a trainee chartered accountant and has moved through different departments, worked with many different clients, lived in the US for five years and is now a partner, opening new frontiers in the energy sector with oil and gas companies, and flying to Texas for meetings. For anyone who wants to reach a senior position, the company offers programmes and training, including one called Path To Partner. It's a two-year development programme that trains, coaches and mentors staff members to be ready when a partner position comes up. 'Becoming a partner is probably the most important, career defining jump of your life,' she says, 'and there's so much support to get you there.' But then working at EY means you're 'always learning and always developing', she says, particularly given the fast-evolving threats in the world of technology. 'One of my colleagues joked the other day that she took her week's holiday and when she came back everything had changed,' she says. Every day the challenges of cybersecurity evolve, but this inspired workforce is well poised to protect its customers and their data. Discover more about tech consulting careers at EY. Join our online talent community to read more career stories and receive all the latest news
Entrepreneur
11-06-2025
- Business
- Entrepreneur
Why Female Owners Thrive in Franchise Businesses
New research from Kiddie Academy shows that a majority of women who become franchise owners report greater happiness, confidence and balance than they had in prior roles. Opinions expressed by Entrepreneur contributors are their own. Excellence in time management, organization, multitasking and communication, plus impressive command of skills like patience, empathy and fortitude is the perfect formula for an effective leader. That's why many moms with entrepreneurial ambitions are a great fit for owning their own business and, specifically, for franchise ownership. And the flexibility of being your own boss is an inherent advantage of the franchising business model that busy parents gravitate toward. At Kiddie Academy, where I serve as chief development officer, almost all franchise locations have at least one woman on the ownership team, and nearly 95% of these women have children of their own. Many female entrepreneurs have discovered Kiddie Academy as a path to business ownership that fits within the structure of their lives. And, while early childhood education and motherhood go hand-in-hand, other franchise organizations offer similar opportunities to the 89% of aspiring female business owners who plan to build a career around their busy lives in the next five years, according to Kiddie Academy research. Related: Considering franchise ownership? Get started now to find your personalized list of franchises that match your lifestyle, interests and budget. 'More freedom in their lives' The recent Kiddie Academy survey of current and aspiring female business owners also indicates that 62% of respondents became business owners because they wanted more freedom in their lives. After making the transition, 93% found the freedom they were looking for. So, how do I know we've got a great franchise candidate on our hands? Here's how: she tells us she's a mom. I can be very sure she's got the values and hands-on experience we're looking for, and I know she will appreciate the flexibility franchising provides. Moms already run an organization within their own homes. Most mothers take the lead on handling family communications, schedules, relationships, finances and more. It's a microcosm of the business world, where mom serves as the CEO of the household, making sure all of the parts and pieces work together to run smoothly and that the family culture is strong. I often hear from mothers that they're not sure if they have the skills or experience to run a business. The reality is, they already do. According to our survey, 91% of current female business owners feel fulfilled in their professional lives, compared to just 55% of those who haven't made the leap to business ownership. Current female business owners also found that they were happier (58%), more confident (54%) and more empowered (54%) than they were in their previous roles. Ambitious working moms are looking for a strong work-life balance and because the franchise model works like a family, they are uniquely positioned to own it. Related: She Quit Corporate Accounting to Start a Business on Track for $3 Million: 'If I'm Working 14-Hour Days, It Should Be for Me.' Flexibility and support One of the most important considerations of opening a franchise is knowing that you're not alone. Franchising offers a similar support structure all the way from signing a franchise agreement to securing real estate and holding a grand opening to advising on ongoing marketing and operations to achieve success. Within the franchisor/franchise owner framework, personal flexibility is a result of the support system. Business owners set their own schedules as long as they've structured their operations to reinforce that. Each franchise industry comes with different perks. For example, moms of young children who own a Kiddie Academy have on-site child care and Monday-Friday business hours. Related: How to Decode Franchise Fees and Find the Right Investment Building a legacy Working moms who start a business of their own or open a franchise location expand the possibilities and help shape the future for their families. There are several franchise owners I know personally who have integrated their families into business operations, setting up a legacy opportunity to eventually transfer ownership to their children. With nearly 30% of our survey respondents making the jump to entrepreneurship due to a desire to leave a legacy, moms who choose a path of franchise ownership can inspire their children and grandchildren to follow in their footsteps. Almost all those we polled (90%) also believe that it's important the next generation of children see female business owners in their neighborhoods. Owning a business is a great way to lead by example. It's important that female business owners proudly share what they do, knowing that their products and services are integral to customers and to the community. Related: She Was a Lawyer with No Restaurant Experience. Now, She's Reviving an Iconic Restaurant Chain.
Forbes
23-05-2025
- Business
- Forbes
Are Things Really Better For Professional Women Today?
As women in business, we are no strangers to uphill battles. 'Things are better now.' 'It's easier than it was when I was starting out.' 'You're lucky you're doing this now and not back then.' If you're a woman in business, you've heard these words. And how do they land? Do you shrug them off—or do they strike something deeper? If they make you angry, I understand. Platitudes do little to comfort us when we're in the midst of a battle—especially one that, by some measures, we appear to be winning. As women in business, we are no strangers to uphill battles—or to the minimizing language that follows them. Here are the remarks I hear far too often these days. Some women—those who have found a moment of stability, or who are no longer in the thick of it—offer these words like deflated rescue buoys. But they do not help. In fact, they risk setting us back. These comments add credence to the common misconception that the fight for gender equity is behind us. They quiet our voices and shame those still struggling to be heard. This misplaced notion confuses ease with accessibility. Nothing about womanhood is easy today—and arguably, it never has been. And ease was never the prize we fought, marched, and bled for. We fought for access, for equity, and for a seat at the table where decisions are made. Yes, today's women are more educated, more employed, and more independent than any generation before. But that progress on paper does not mean the struggle is over. We aren't better off, not in all the ways that truly matter. We placed our trust in the systems around us, and they failed us. We believed in a dream wrapped in the appearance of progress—one labeled 'accessibility,' but hollow at its core. And perhaps without realizing it, we let one another down—not from a lack of love or sisterhood, but from forgetting how heavy it is to carry all of this alone. Many of us grew up believing we would be cherished, valued, honored, and adorned. And if you are like me, you are still passing that dream to our daughters, even as we quietly carry its weight, hoping it takes shape before they step into our shoes. Yes, we can vote. We can open credit cards. We can even get divorced without facing total social exile. But these hard-won milestones—while worthy of celebration—do not amount to ease. We are still navigating a world where our reproductive rights are under attack. Where a miscarriage can mean legal scrutiny or worse. Where access to affordable healthcare, comprehensive postpartum care, and paid leave remains elusive. Where raising children is seen as a private duty, not a public investment, and the right to choose is met with silence, not support, and where increasing sexual violence continues to threaten our sense of safety and autonomy. The ability to open a credit card does not fill the void left by the absence of structural care. The right to divorce does not erase the fact that many women are still measured by their bodies and what they produce. There is nothing easy about being a woman today. There never has been. We are not ungrateful, this generation of mine. We are unfinished. We are standing on the shoulders of those women who came before us, and the job isn't done. Let's stop measuring progress by ease. Instead, let's work together to build a world where the next generations do not have to fight the same battles.
