Introduction

The rapidly evolving field of FemTech, which encompasses technology products and services addressing women’s health needs, is experiencing unprecedented growth. A recent analysis by Penman, Pryde, McKay, and Cunningham (2024) highlights the sector’s potential to revolutionize women’s healthcare through artificial intelligence (AI) and data-driven solutions. This literature review examines their findings and explores the implications for girls and women worldwide.

The Rise of FemTech

According to Forbes and Dealroom, FemTech raised $1.14 billion across 120 deals in 2023 (Penman et al., 2024). This surge in investment reflects growing awareness of women’s health issues and changing societal perspectives. The FemTech Landscape Report projects the industry to reach a valuation exceeding one trillion dollars by 2027, underscoring its significant potential (Penman et al., 2024).

Addressing Healthcare Disparities

FemTech aims to bridge critical gaps in women’s healthcare:

1. Research Imbalance: Less than 5% of public-funded research in the UK focuses on reproductive health, despite its impact on a third of women (Penman et al., 2024).
2. Clinical Trial Exclusion: Historically, women have been underrepresented in medical studies, leading to knowledge gaps (Penman et al., 2024).

FemTech solutions, such as period-tracking apps, virtual clinics, and fertility-tracking devices, are working to address these disparities by providing accessible health information and data collection.

AI and Data: Powering Personalized Healthcare

The integration of AI in FemTech offers transformative possibilities:

1. Pattern Recognition: AI can analyze vast amounts of unstructured data to identify health trends (Penman et al., 2024).
2. Personalized Recommendations: AI-powered virtual health advisors can provide tailored guidance throughout a woman’s life stages (Penman et al., 2024).
3. Early Detection: AI analysis of medical imaging, such as mammograms, can improve early detection of conditions like breast cancer (Penman et al., 2024).

These advancements have the potential to empower women with real-time insights and proactive health management tools.

Challenges and Considerations

While the potential benefits are significant, the authors highlight important challenges:

1. Data Privacy: Over 50% of women surveyed by the UK’s Information Commissioner’s Office expressed concerns about data transparency and security (Penman et al., 2024).
2. Ethical AI Development: Ensuring accountability, transparency, and safeguarding fundamental rights is crucial (Penman et al., 2024).
3. Bias Mitigation: FemTech products must be designed to avoid gender, racial, ethnic, and socioeconomic biases (Penman et al., 2024).

Regulatory Landscape

The authors note several key regulatory developments:

1. UK Product Security and Telecommunications Infrastructure Act 2022: Establishes minimum security requirements for consumer-connected products (Penman et al., 2024).
2. EU AI Act: Imposes additional obligations on high-risk AI applications in medical devices (Penman et al., 2024).

Conclusion

FemTech, powered by AI and data-driven solutions, has the potential to revolutionize women’s healthcare by addressing historical disparities and providing personalized, accessible health management tools. However, as Penman et al. (2024) emphasize, careful consideration of privacy, ethics, and bias mitigation is essential to realize the full potential of this rapidly growing sector.

References

Penman, L., Pryde, N., McKay, K., & Cunningham, S. (2024). FemTech and the use of AI. Society for Computers & Law. 
Read full article here!

Recent research has shed light on the persistent challenges faced by women in male-dominated industries, particularly in the realm of sports administration. A groundbreaking study conducted by McKinsey & Company, titled “Changing the game: Inclusion for women in the business of sports” (Goldstein et al., 2023), offers valuable insights that can be applied to other fields, including technology, where women remain underrepresented.

The Sports Industry Benchmark

The McKinsey study surveyed nearly 1,700 women working in sports administration across North America, providing a comprehensive look at their experiences of inclusion within their organizations. The findings reveal a stark reality: women in sports administration consistently report lower levels of inclusion compared to women in other industries across all dimensions measured (Goldstein et al., 2023).

Key Challenges Identified

1. Perceptions of Unfairness One of the most striking findings is that only 42% of respondents agreed that their organizations were fair. This perception of unfairness was particularly pronounced among non-executive women (Goldstein et al., 2023). Such feelings of inequity can significantly impact women’s career progression and job satisfaction.
2. Impact of Male-Dominated Environments The study found that 57% of respondents typically interact more with men than women in their workplaces, with about 20% of this group interacting almost exclusively with men. Women in these heavily male-dominated environments reported feeling less included and experiencing more microaggressions (Goldstein et al., 2023). This finding underscores the importance of diverse representation at all levels of an organization.
3. Lack of Support for Advancement Only 38% of respondents reported having at least one sponsor within their organization, highlighting a significant gap in support for women’s career advancement (Goldstein et al., 2023). This lack of sponsorship can hinder women’s progress and contribute to the persistent underrepresentation of women in leadership roles.

Implications for Women in Tech

While the study focuses on sports administration, its findings resonate strongly with the experiences of women in the tech industry. Both fields have historically been male-dominated and face similar challenges in achieving gender equity. The insights from this research can inform strategies to improve inclusion and advancement opportunities for women in tech.

Recommendations for Improvement

The authors propose several strategies to address these challenges:

1. Developing fairer organizations by debiasing people processes and ensuring equitable access to resources and opportunities.
2. Boosting mentorship and sponsorship programs to support women’s career advancement.
3. Creating more supportive environments by distributing the responsibility for inclusion across all employees, not just women leaders.
4. Diversifying talent pipelines and making the industry more appealing and feasible for women to stay and thrive.

Conclusion

The McKinsey study provides valuable data and insights that can help drive meaningful change in both the sports and tech industries. By addressing the identified challenges and implementing targeted strategies, organizations can create more inclusive environments where women can thrive and advance in their careers.

For girls and young women aspiring to enter male-dominated fields like tech or sports administration, this research highlights the importance of seeking out mentors and sponsors, building strong networks, and advocating for more inclusive practices within their organizations. It also underscores the need for continued efforts to raise awareness about gender disparities and push for systemic changes that promote equity and inclusion.

As the tech industry continues to grapple with its own diversity challenges, the lessons learned from this sports administration study can serve as a valuable guide for creating more inclusive and equitable workplaces for women in all STEM fields.

References:

Goldstein, D., London, L., McWhirter, L., & Vonwiller, B. (2023). Changing the game: Inclusion for women in the business of sports. McKinsey & Company. https://www.mckinsey.com/industries/technology-media-and-telecommunications/our-insights/changing-the-game-inclusion-for-women-in-the-business-of-sports

In a rapidly evolving technological landscape, the role of women in tech startups, particularly those focused on sustainability, is gaining increasing attention. A recent study by Tõnis Mets and Piia Vettik-Leemet from the University of Tartu, Estonia, provides valuable insights into this emerging trend, offering a beacon of hope for aspiring female entrepreneurs in the tech sector.

The Estonian Paradox

Estonia, often lauded as a “startup paradise,” presents a curious case study in the global tech ecosystem. Despite women comprising nearly 40% of the country’s total entrepreneurial activity, they represent a mere 6% of founders in the top 30 most-funded startups (Mets & Vettik-Leemet, 2024). This stark contrast underscores the persistent gender gap in high-growth tech ventures, highlighting the need for targeted interventions to support women in this field.

Sustainability: A Growing Frontier for Women Entrepreneurs

The study reveals an encouraging trend in sustainability-oriented startups, where women are making significant strides. Over 23% of founders in this sector are women, indicating a stronger inclination towards ventures addressing environmental and social issues. This aligns with global observations suggesting that women are more likely to prioritize sustainability in their entrepreneurial endeavors.

Funding Challenges and Emerging Opportunities

While women-led sustainability startups face considerable funding challenges, raising only about 2.5% of total funding in the sector, there are signs of positive change. The research indicates that newer startups (up to five years old) show a more promising landscape, with female founders’ share increasing to 28% and their fundraising share rising to 24% (Mets & Vettik-Leemet, 2024). This trend suggests that recent initiatives to support women in tech may be bearing fruit.

The ICT Advantage

A key finding of the study is the advantage held by Information and Communication Technology (ICT) based sustainability startups with female participation. These ventures tend to receive more funding than those in other technology sectors, underscoring the importance of digital skills in securing investment and scaling ventures.

Empowering the Next Generation of Female Tech Leaders

The research findings offer valuable insights for aspiring female tech entrepreneurs:

1. Focus on Sustainability: The growing representation of women in sustainability startups suggests this sector may offer more opportunities and support for female entrepreneurs.
2. Develop ICT Skills: Given the funding advantage of ICT-based startups, aspiring entrepreneurs should prioritize developing strong digital competencies. Programs like Estonia’s [HK Unicorn Squad](https://unicornsquad.ee/?lang=en), which provides technology education for young girls, represent promising steps towards nurturing future female tech leaders.
3. Seek Early-Stage Support: The positive trends in newer startups indicate that early-stage support and mentorship programs are crucial in fostering female entrepreneurship.
4. Build Networks: The study emphasizes the importance of ecosystem support. Women should actively seek out and engage with entrepreneurial networks and accelerators to enhance their chances of success.

Implications for the Future

While the research reveals encouraging trends, it also highlights the need for continued efforts to address systemic biases and provide targeted support for female entrepreneurs. Initiatives that focus on early education, mentorship, and funding opportunities for women in tech are crucial for creating a more inclusive and equitable startup ecosystem.

As we move towards a more sustainable future, the role of women in tech, particularly in sustainability-focused startups, becomes increasingly important. By understanding and addressing the challenges highlighted in this study, we can work towards harnessing the full potential of diverse talent in addressing global sustainability challenges.

The findings of Mets and Vettik-Leemet (2024) provide a roadmap for fostering female entrepreneurship in the tech sector, particularly in sustainability-focused ventures. As we continue to break down barriers, we pave the way for a new generation of female tech leaders who will play a crucial role in shaping a more sustainable and equitable future.

References

Mets, T., & Vettik-Leemet, P. (2024). Women in the sustainability new ventures in the digital era: Out from the shadow of the small country male-dominated startup ecosystem. Green Finance, 6(3), 383-406. https://doi.org/10.3934/GF.2024015

The UK’s STEM (Science, Technology, Engineering, and Mathematics) skills gap is a pressing issue, impacting numerous industries and sectors. A significant shortage of skilled workers in these fields poses challenges for employers, who struggle to fill vacancies with qualified candidates. This shortage has not gone unnoticed by the government, which has launched various initiatives aimed at bridging this gap. However, despite these efforts, there remains a critical barrier to effectively addressing the STEM skills shortage: the lack of a consistent definition of what constitutes “STEM skills.”

The STEM Skills Gap: An Overview

The UK faces a notable deficit in workers possessing STEM skills, particularly in industries such as engineering, technology, and manufacturing. According to a report by the Social Market Foundation, this shortage costs the UK economy approximately £1.5 billion annually due to recruitment, temporary staffing, and additional training expenses (Rens, 2015). The Royal Academy of Engineering (RAE) estimates that the UK will need 1.8 million more engineers and technicians by 2025 to meet economic demands (RAE, 2021).

This shortage is further highlighted by the Institution of Engineering and Technology (IET), which found that 62% of employers believe the skills shortage significantly impacts their business, with 68% predicting it will worsen over the next few years (IET, 2023). The House of Commons Science and Technology Committee also identified the UK’s low level of STEM skills compared to other countries, emphasizing a high proportion of adults lacking basic digital skills (House of Commons, 2018).

Methodological Approach: The Need for a Unified Definition

To tackle the STEM skills gap, a systematic review was conducted using the PRISMA protocol, which ensures comprehensive, transparent, and replicable methodologies. This review, authored by P. Banerjee, Luke Graham, and Gemma Given, aimed to identify and analyze inconsistencies in the definitions of STEM used across various research reports, policy documents, and journal articles.

The study involved a meticulous search of multiple databases, including Google Scholar, ERIC, and Education Research Complete, focusing on research published between 2010 and 2023. This search was supplemented by known reports from previous work in the area. The review included studies conducted in the UK or relevant to the UK context, published in peer-reviewed journals, policy reports, or by learned societies and public bodies.

Findings: Inconsistencies in Defining STEM

The review revealed significant inconsistencies in how STEM is defined across different reports and studies. For instance, some studies adopt a broad definition that includes subjects like biology, chemistry, and computer science, while others use a more narrow definition focusing only on math-intensive fields such as engineering and physics.

These variations in definitions lead to conflicting interpretations of STEM skills availability, ranging from perceived shortages to an abundance of qualified workers. Such disparities hinder effective policymaking and the implementation of targeted interventions.

The Impact of Inconsistent Definitions

Inconsistent definitions of STEM subjects not only create confusion but also impede efforts to address the skills gap. For example, some research reports suggest a growing demand for STEM graduates, while others challenge the existence of a significant skills gap (Smith & White, 2020; White & Smith, 2022). This conflicting evidence makes it difficult for policymakers to develop strategies that accurately reflect the needs of the labor market.

Recommendations: Moving Towards Standardization

To address these issues, the review advocates for a standardized approach to defining STEM skills and subjects. This involves a collaborative effort among educators, policymakers, and industry leaders to develop a comprehensive and inclusive definition that reflects the current and future needs of the STEM workforce.

A consistent definition of STEM will help streamline educational and training programs, ensuring they meet the actual needs of employers and the wider community. It will also facilitate better tracking of STEM participation and career trajectories, particularly for underrepresented groups.

Conclusion

Addressing the STEM skills gap in the UK requires more than just increasing funding and promoting training programs. It necessitates a unified and clear understanding of what constitutes STEM skills. By adopting a standardized definition, stakeholders can better coordinate efforts, implement effective interventions, and ultimately close the skills gap, ensuring the UK remains competitive in the global economy.

Read the full article:

• https://doi.org/10.1080/2331186X.2023.2288736

References:

• Banerjee, P., Graham, L., & Given, G. (2024). A systematic literature review identifying inconsistencies in the inclusion of subjects in research reports on STEM workforce skills in the UK. Cogent Education, 11:1, 2288736. https://doi.org/10.1080/2331186X.2023.2288736
• Rens, T. V. (2015). The skills gap: Is it a myth? Social Market Foundation. https://www.smf.co.uk/wp-content/uploads/2015/12/SMF-CAGE-Policy-Briefing-Skills-Gap-Myth-Final.pdf
• Royal Academy of Engineering. (2021). Securing the future STEM careers provision in schools and colleges in England. RAE. https://www.engineeringuk.com/media/274342/euk2535_careers_provision_report_lr.pdf
• Institution of Engineering and Technology (IET). (2023). Skills and Demand in Industry.
• House of Commons Science and Technology Committee. (2018). Digital skills crisis.