“Women in tech,” Nishi started. “It won’t come as news that the gender imbalance is huge. Even in our own incubator, despite our efforts to recruit more female participants. Studies estimate that women make up only a quarter of tech employees and eleven percent or less of executives. And those numbers plummet when we narrow them for women of color. My question for you all is why?”

The engineer answered first. “Anyone can found a tech company, right? Anyone can change the world with a single great idea. Drop out of college and still become a billionaire. Facebook is the model, right? The genius comes from within, so that means tech companies can hire based not on education or background but on merit—a meritocracy, that’s what Silicon Valley is purported to be. But the truth is that’s a myth. Because studies have shown that we are biased to think that this important tech trait—this innate genius—is a male trait. A white, male trait. As this plays out, it indicates that you don’t necessarily have to be biased against someone, you can be biased for someone, meaning reinforcing what you see around you, which is predominately white and male. That’s who gets hired.”

The CEO chimed in. “Tech is all about the future, with meditation rooms and juice bars and collaborative spaces, and you think it’s all very liberal, but it’s also very male and young. Which unfortunately can and does lead to some of the worst frat boy stereotypes you can imagine. And when the behavior comes from the guy leading the company . . . well, employees follow their leaders in terms of what’s accepted.”

Lucy whispered to Maddie, “This isn’t a discussion, it’s venting.”

Maddie’s brow furrowed. “Shouldn’t you be interested in this?”

Lucy shrugged. It all seemed so . . . stereotypical.

Onstage, Nishi probed further. “I know what I’ve seen. But I’d like you to share any experiences you feel comfortable with.”

The CEO started. “There are the things most people would call small. Things like being the only female in the room at the same level as everyone else, or higher, and being asked to take notes. Or leading a presentation and having potential investors direct all the questions to the male at the table.”

“Then there are the big things,” the engineer said. “Not being given credit for our ideas, being the most reliable programmer on the team but consistently overlooked for promotions. Things that affect our career and earning ability.”

Nishi nodded to encourage Abigail, but her face was stoic as she sat back, listening.