Welcome to Slate Sundays, CryptoSlate’s new weekly function showcasing in-depth interviews, professional evaluation, and thought-provoking op-eds that transcend the headlines to discover the concepts and voices shaping the way forward for crypto.
I not too long ago interviewed Gracy Chen, the primary feminine CEO of Bitget and the one feminine CEO out of the highest 10 centralized exchanges. I needed to ask about her imaginative and prescient, abilities, background, and achievements (and I did), however, inevitably, given her minority place and the truth that we had been at a press convention saying an initiative to teach females in blockchain, the dialog turned to her intercourse.
Whether or not we prefer it or not, females are underrepresented in tech—and web3 particularly— and it obtained me fascinated about an article I wrote in 2018 titled We Want Extra Ladies in Tech – However To not Serve the Drinks, and a subsequent, barely extra cynical take a yr or so later, Why the Ladies in Blockchain Motion Makes Me Nauseous.
On the time, as you may think from the titles, I obtained numerous grief. Not fairly sufficient to get me canceled, however adequate to spur my hibernation from Twitter for some time. My “controversial” views fell on the woke sector of the viewers like rain at a picnic and offended these championing DEI within the business (admittedly, not arduous to do).
Besides, I wasn’t suggesting we shouldn’t assist ladies in crypto, and I definitely wasn’t saying they shouldn’t be right here (in any case, I’m one). What I used to be calling for (like most girls, I imagine) was to be acknowledged for my abilities and skill, not my genitalia. And I’m not so certain that occurs when DEI is an optics metric.
Quick-forward to the post-woke period of 2025, my article has aged considerably higher, and my level hasn’t actually modified. We’d like extra ladies in tech, sure—however to not serve the drinks. To not intercourse up the convention cubicles and after-parties, and to not fill a quota.
As Shalini Wooden, former CMO at Bitcoin staking platform Babylon Labs, informed me:
“I’d like individuals to cease obsessing over ‘range optics’ and begin obsessing over outcome-driven inclusivity. Rent ladies in management roles as a result of they’re certified, after which again them up with the identical assets and belief you’d give anybody else.”
Clap. Clap. Clap…
Ladies in management roles affect the underside line
We’d like extra ladies in web3 as a result of ladies have earned their stripes in prime positions. Organizations with no less than 30% ladies in management roles are 12x extra more likely to be within the prime 20% for monetary efficiency.
We’d like extra ladies in web3 as a result of they positively affect the underside line. Firms within the prime 10% for monetary efficiency have extra ladies leaders.
Most of all, we want extra ladies in web3 as a result of the brand new monetary system isn’t reserved for simply half the inhabitants. As my good friend and former colleague Shazia Hasan, Head of Advertising at Story, so eloquently places it:
“You’ll be able to’t be what you possibly can’t see.” We’d like extra tales, visibility, and seats on the desk.”
Thoughts the gender hole
I anticipated the ladies I contacted for this text to verify my bias that, six years on, nothing has actually modified past the nomenclature from blockchain to web3.
In spite of everything, ladies have been combating the nice battle for hundreds of years to little avail. All we’ve achieved is the pleasure of doing all of it, fairly than having all of it: Being the caregiver, breadwinner, and basic chief of vibes at work and at dwelling, babysitting grown males in addition to teething toddlers.
However they didn’t. I’m happy to report that the outlook for girls on this business has improved, by way of expectations and from a numbers perspective as effectively. As one inspiring First Girl, Eleanor Roosevelt, famously mentioned:
“Nobody could make you are feeling inferior with out your consent.”
I discovered the ladies of this cohort to be ballsier, thicker-skinned, extra demanding (rightly so), and with a decrease tolerance for BS. Maybe the boys of their technology have additionally been educated to not look lustfully at their legs, ask them to make their espresso, or salivate over the scale of their… brains.
Ladies in web3 nonetheless really feel like they’re within the minority, and that doesn’t at all times work to their benefit, however progress has been made.
As an ageing millennial myself and solo father or mother since my youngest was nonetheless crawling, my expertise wasn’t the identical. It’s just like the stage is about as much as fail when each your jobs demand consideration 24/7, and one thing at all times slides on each side, whether or not it’s the astronaut costume you forgot to make or the missed deadline in your OKRs.
Regardless of the percentages being stacked in opposition to me in my profession and the (many) conferences taken from a ball pit, playground, or bed room cabinet, I excelled at my job, grew to become a excessive earner, and named my value. Solely to must apologize for the wage I commissioned, and be made to really feel grasping and unrealistic at a number of interviews once they requested about my desired remuneration. I can’t think about a person having to shrink in such a means.
The pay hole could also be narrowing, however ladies nonetheless make 83 cents on the greenback in comparison with their male counterparts at this time, workplace-wide, and as Melizza Anievas, cofounder and government director of Ladies in Web3 Hong Kong, and senior VP of China Data Expertise Improvement Restricted, says, ladies in web3 fare far worse.
“Ladies in web3 nonetheless face a steep uphill climb. The gender pay hole persists—web3 finance knowledge exhibits ladies incomes 46% lower than males on common.”
The uphill grind
In contrast to being mistaken for a waitress or private assistant, the power-women I spoke to had resoundingly higher experiences, though all of them agreed on one factor: being underestimated goes with the territory. And it normally performs out of their favor. Shalini shares:
“Being underestimated provides you freedom to maneuver quietly and strike powerfully. I don’t waste vitality attempting to be “taken significantly.” I simply execute. And paradoxically, that’s the place the benefit is available in—the underestimation. If somebody’s busy sizing me up, I’m already 5 steps forward.”
Melizza agrees, saying:
“Simply one in every of my boundaries is the best way that I’m perceived… I do preemptively anticipate to be seen as much less “educated” in regards to the business, in addition to much less skilled in the case of the work I’d have to do.”
Because of this ladies work more durable, study sooner, or really feel the necessity to develop slightly je ne sais quoi so as to excel, equivalent to being harsher, bitchier, or funnier.
Gracy steadily makes use of humor to work a crowd, and we’ve all encountered a feminine boss or colleague who elevated perma-PMS to a complete new degree.
However the expectations on feminine leaders are greater. They should be distinctive. Adequate doesn’t rely, and it’s not the identical for a person. Research again this up: Feminine CEOs are steadily extra certified than their male counterparts. Ladies are 32% extra more likely to have served as firm president previous to changing into CEO.
Lucie Acquaviva is a cofounder of Ladies in Web3 Hong Kong and spent 5 years in advertising at Animoca Manufacturers. She’s needed to mildew herself to suit business templates on a couple of event. She shares:
“The normal view of management remains to be filtered by means of a gendered, typically patriarchal lens, which might make it difficult for girls, particularly these of us who’re naturally introverted or who lean into tender abilities fairly than bravado.
The script generally feels written for a unique character, which implies we frequently must work more durable not simply to show ourselves, however to genuinely be seen and heard.”
Teigi Lee is a former colleague of mine at OKX and the Head of Advertising at international crypto trade Flipster. She displays:
“To be sincere, in crypto, projecting confidence typically seems like a prerequisite, particularly for girls. It’s an area that’s nonetheless very male-dominated, typically loud, fast-paced, and aggressive. Should you’re not instantly assertive, your concepts can get neglected, regardless of how stable they’re.”
Bros earlier than… their extremely completed, proficient feminine counterparts
In terms of web3 tradition, within the office anyway, there’s been markedly much less headway. Virtually all the ladies cited the pervasive frat home tradition. It’s an space I really feel considerably conflicted about. I confess to having fun with chiming in on digital poker nights and inciting betting sh*tcoins on soccer video games, however I perceive it not being many ladies’s cup of tea. Lucie says:
“Web3 can really feel like a little bit of a boys’ membership, and I’ve typically discovered myself to be one of many few ladies at business occasions. There’s additionally a selected tradition round networking (late-night events, drinks) that merely doesn’t swimsuit everybody, myself included. It may be lonely not having many feminine friends to narrate to.”
Melizza concurs:
“Gender bias, stereotypes, and lack of feminine mentors proceed to be main obstacles. The technical nature of web3, mixed with societal expectations and “bro tradition,” could make it intimidating for girls to hitch, persist, and advance. Many ladies nonetheless report being the one feminine within the room, dealing with skepticism about their experience, or coping with on-line harassment.”
Oh yeah, on-line harassment will be brutal, however Crypto Twitter is a hostile place for everybody at instances. What annoys me probably the most are the self-congratulatory memes that flow into about guys choosing up girlfriends for stacking sats or Dad being the Bitcoin legend of the household, like this one posted by @CarlBMenger:
Teigi says:
“Crypto remains to be very male-dominated.”
However there’s an upside:
“In comparison with web2, I’ve discovered the tradition in web3 a bit extra fluid and open to alter… In web3, whereas bias nonetheless exists, the pace, international nature, and experimental mindset create extra possibilities to be heard, particularly if you deliver outcomes.”
Model advisor, former colleague, and good friend Vivien Choi additionally holds a extra optimistic view. She explains:
“In contrast to older, extra inflexible sectors, web3 rewards agility and open-mindedness, inviting various views to co-create the long run. The fantastic thing about this business is that it’s nonetheless in its infancy—no mounted algorithm, no boundaries but outlined. It’s like drawing on a clean sheet of paper.”
Ladies in web3: the scenario in numbers
Past the qualitative knowledge, the numbers are modestly encouraging, no less than in comparison with 2018. Ladies in web3 are nonetheless demonstrably behind, however the panorama is slowly shifting, and the dial is being nudged in the precise route.
- Crypto possession by gender: In 2024, it’s estimated that 6.8% of the worldwide inhabitants owned crypto, however possession is uneven by gender (61% male and 39% feminine, regardless of elevated consciousness)
- Feminine founders in crypto startups: Solely 8.6% of startups within the crypto area are led by ladies, in accordance with analysis by Bitget
- VC funding for female-founded crypto startups: Whereas rising, funding for female-led tasks nonetheless represents solely 7% of all offers
- Ladies in fintech management roles: Within the UK, ladies make up simply 28% of the fintech workforce and solely about 10% of board seats, with lower than 20% of firm executives being ladies
- Gender pay hole: Ladies earn a mean of 46% lower than males in web3
- Schooling: Simply 18% of laptop science levels within the U.S. go to ladies
Spinning it our means
Like most issues in life, being underrepresented in crypto can have its benefits. Do not forget that music? What was it known as? Thank You for Hating Me? It went:
“Thanks for beating me down, for messing me up, for making me really feel I’m not sufficient… Thanks for making me stronger than I assumed I may ever be.”
Whereas not one of the ladies (fortunately!) converse of abject misogyny, these lyrics serve as an instance some extent: when somebody labels you, belittles you, or makes you are feeling lower than you’re, oftentimes, you possibly can harness that vitality to your acquire. As Lucie says:
“You develop thicker pores and skin and study the significance of projecting confidence (even if you’re nonetheless constructing it).”
Shazia agrees, having had her shallowness take a battering over time as effectively:
“Projecting confidence if you’ve had it stripped from you over time (whether or not by programs, bias, or underrepresentation) is a big mindset shift and a muscle that takes time to construct.”
On the flipside, Lucie shares:
“Being a girl might help you stand out, particularly in enterprise improvement roles the place many of the viewers is male, and a brand new perspective will be each refreshing and helpful. Generally, being totally different is an asset: your voice turns into extra memorable in a sea of sameness.”
Whereas Viven acknowledges the problems, she’s decided to not let being a girl in web3 stand in her means. She says:
“It’s necessary to not let societal norms or stereotypes outline us. We must always not draw back from pursuing what genuinely pursuits us or what we imagine we will contribute to the business.”
Melizza agrees:
“A bonus of being a girl in web3 is that in a room filled with males, who are sometimes very competent drawback solvers and are seen as extra aggressive and so they ‘get issues carried out’, we frequently fill within the gaps so as to add a human factor to groups. Being a girl isn’t all dangerous, and I’ve positively had doorways open to me due to it.”
Teigi provides:
“There’s an upside. Being one of many few ladies within the room makes you memorable. It encourages a unique model of management, one rooted in readability, empathy, and flexibility, and people qualities are inclined to earn belief over time. I’d like to see extra stability within the area, however for now, ladies are writing their very own playbooks and exhibiting there’s a couple of option to lead.”
One other benefit, in accordance with Shazia, is that ladies in web3 assist different females succeed. They supply mentorships, assets, camaraderie, and recommendation. She says:
“Right here’s the benefit of being a feminine on this business: the ladies in crypto are among the most inspiring, beneficiant, and good individuals I’ve ever met. Each feminine I’ve been linked to has been extremely gracious with their time, connections, and steering, and I at all times intention to pay that ahead.”
Melizza additionally speaks in regards to the “inspiring and useful individuals” she’s encountered within the area, from founders to contract employees:
“I worth their views and respect their assist in my development.”
And a very powerful perk of carrying a skirt? Skipping previous the lengthy line of males ready for the little boy’s room. Lucie jokes:
“After years on this business, I’ve discovered one constant upside: there’s by no means a queue on the ladies’s restroom at web3 conferences.”
Room for enchancment
Just like the proverbial report card, there’s at all times room for enchancment, whether or not within the form of training initiatives like Gracy’s Blockchain4Her or associations like Lucie and Melizza’s Ladies in Web3 Hong Kong. The final consensus is for extra initiatives that empower and assist ladies, fairly than quotas that stability a agency on paper or look good on a press launch.
Melizza believes a extra inclusive business begins with consciousness and substance over numbers. She says:
“Constructing a extra inclusive tradition in web3 requires intentional effort. It’s not nearly hiring extra ladies and giving them airtime. We have to create secure areas the place various voices, particularly ladies and underrepresented teams, really feel heard and valued. Mentorship applications and allyship are key to supporting newcomers and serving to them navigate the business.”
Teigi affirms:
“Inclusivity begins with clear buildings, not simply good intentions. It’s about how selections are made, how suggestions is shared, and the way concepts are really heard and acted on. Tradition is mirrored within the on a regular basis methods a crew works, not simply in written values.”
I recall slightly anecdote Gracy shared with me about talking on a panel at conferences. As the one feminine amongst a number of males, the questions directed at her are virtually at all times laden with bias. She recalled:
“After I’m in a panel with 5 totally different gents speaking about stablecoins, regulation, exchanges, enterprise, et cetera, individuals ask me so much: ‘You’re a feminine CEO. How do you stability work and life?’
I’m like, ‘Why don’t you ask them? Additionally they have a household. Why don’t you ask the boys stability work and life?’ I’ll know we’ve succeeded when, in 5 years down the road, I and another feminine leaders gained’t be requested that query, and I’m not the one prime 10 exchanges feminine CEO.”
