The Think Tank for Women in Business & Technology
Raising Women’s Socioeconomic Status Through the Application of Technology
The Think Tank for Women in Business & Technology is founded by Tech Philosopher, Somi Arian, and powered by, soon-to-launch, FemPeak platform. ‘The movement’ began in July 2020 when Somi made the initial announcement on LinkedIn. (See the embedded post). The response and support have been incredible. Our mission is to raise women’s socioeconomic status and to see women in the top tier of business, technology, science, and philosophy.
Currently, there are ten giant tech corporations, five in the US and five in China, that are determining the future of humanity as we merge with technology in the 21st Century. Not a single one of these companies are founded and run by women. This is merely another link in a historical narrative that we must change since it is absolutely imperative to have a female perspective in the room where the future of humanity is decided. We’re building a super-platform to be a stepping stone for women to succeed and realise their full potential.
We want to see an equal number of women at the table and in the driver seat, in this century, as we build new industries and new economic models, and our political systems and educational institutions undergo profound changes driven by artificial intelligence, biotechnology, nanotechnology, blockchain, and everything in between.
Our 4th Conference (24-March-2021)
The Think Tank for Women in Business & Technology is a quarterly conference series and podcast interviews with industry leaders, investors, innovators, academics, and thinkers from across the world. Together we brainstorm how to help more women succeed as entrepreneurs, scientists, engineers and innovators. The conferences are completely free to attend and anyone with a strong background, experience, and thought-provoking perspective can submit a proposal to join the panel. Our team will then go through the submissions and handpick the strongest voices to curate each conference.
In these discussions, we look at ten factors that impact women’s socioeconomic progress. These factors are biological, cultural, educational, economic, political, legal, career, technological, psychological, and the data gap. We also loosely group these into nature, nurture, and the self. We are now open to proposal submissions in the following categories for our next conference on Wednesday 24th of March 2021. Please make sure that your expertise/submission matches the question posed in each category:
Career – Future of work: where do women stand? The World Economic Forum reported a 74 % gender gap in technical professions, with an even bigger gap in emerging areas such as Artificial Intelligence. How can we tackle this and get the message across to our youth who are distracted from the reality in an age of constant entertainment?
Cultural – Are traditional gender roles changing and what does this mean for the future generation? Perhaps never before in history have the traditional gender roles come under so much scrutiny as they have in the 21th century. Are we prepared for the void that we will experience as a consequence of these changes?
Educational – Are we teaching math and science to girls and women the wrong way? Research has shown that when women solve math problems they use their brain differently. We often use the same approach to teach male and female pupils, it’s worth exploring how this may be causing a disparity between the sexes since an early age.
Economic – How has the gig economy impacted women’s earning and the gender wage gap? We are looking for economists and researchers who can shed light on the impact of the digital economy, in general, and the gig economy, in particular, on women. Together we will explore the challenges and opportunities in this area.
Political: Is the world’s most advanced nation least ready for a female presidency? According to NPR, Hillary Clinton and Sarah Palin’s candidacies aggravated women’s perceptions of gender bias in the electoral arena. (The authors write, women saw how Clinton and Palin were treated in the 2008 election and decided not to run.)
Legal: According to UNESCO, while some laws openly discriminate towards women, others cause gender inequalities in more indirect ways and are therefore more difficult to identify and reform. We would like to hear from legal experts who can discuss this, especially if there is a technology angle in overcoming the shortcomings in the legal system.
Psychological: In a survey, the UK Institute of Leadership and Management asked British managers how confident they felt in their work. Half the female respondents reported self-doubt about their job performance and careers, compared with fewer than a third of male respondents. How do we change this narrative?
Biological – Mental & Physical Health Technology: A Female Perspective. We are looking for entrepreneurs and scholars with thought-provoking research on women’s mental and/or physical health who would like to share their breakthrough ideas with our audience.
Technological: Algorithms of Sex, Beauty, and Ageing: How Technology Shapes the Female Image & Experience. From pornography to social media influencers and video games we are now able to develop increasingly lifelike characters albeit with enhanced attributes that are hard to achieve for most humans. We are open to hearing from augmented and virtual reality experts who can discuss the pros and cons of these technologies and how they may enhance or challenge the human experience.
Data gap: Is gender-neutral the same as equal? As stated eloquently by MIT scholar Lotte Bailyn, “equality is still not the same as equity, and this definition ignores important aspects of equity. Equating equity with equality assumes the workplace is completely separate from the rest of life and thus ignores the fact that people have lives outside of their work. By being gender-neutral, this first definition ignores the different life experiences of men and women and makes the current ‘male’ model of the ideal academic normative. It assumes that women can follow this model as easily as men, and, if they do, will be seen as successful and as central as their male colleagues. Neither of these assumptions is true.” (Bailyn, 2003, pp. 139)”