Welcome to Slate Sundays, CryptoSlate’s new weekly characteristic showcasing in-depth interviews, skilled evaluation, and thought-provoking op-eds that transcend the headlines to discover the concepts and voices shaping the way forward for crypto.
I lately 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, expertise, background, and achievements (and I did), however, inevitably, given her minority place and the truth that we have been at a press convention saying an initiative to coach 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 acquired me serious 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 12 months or so later, Why the Ladies in Blockchain Motion Makes Me Nauseous.
On the time, as you may think from the titles, I acquired numerous grief. Not fairly sufficient to get me canceled, however ample 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 exhausting 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 consider) was to be acknowledged for my expertise and talent, not my genitalia. And I’m not so positive 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 want 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, instructed 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 want extra ladies in web3 as a result of ladies have earned their stripes in high positions. Organizations with not less than 30% ladies in management roles are 12x extra more likely to be within the high 20% for monetary efficiency.
We want extra ladies in web3 as a result of they positively affect the underside line. Corporations within the high 10% for monetary efficiency have extra ladies leaders.
Most of all, we’d like extra ladies in web3 as a result of the brand new monetary system isn’t reserved for simply half the inhabitants. As my buddy and former colleague Shazia Hasan, Head of Advertising and marketing at Story, so eloquently places it:
“You possibly can’t be what you may’t see.” We want 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 any case, ladies have been preventing the great battle for hundreds of years to little avail. All we’ve achieved is the pleasure of doing all of it, moderately than having all of it: Being the caregiver, breadwinner, and basic chief of vibes at work and at residence, 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, when it comes to expectations and from a numbers perspective as properly. As one inspiring First Girl, Eleanor Roosevelt, famously mentioned:
“Nobody could make you’re 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 skilled to not look lustfully at their legs, ask them to make their espresso, or salivate over the dimensions of their… brains.
Ladies in web3 nonetheless really feel like they’re within the minority, and that doesn’t all the time work to their benefit, however progress has been made.
As an ageing millennial myself and solo mother or father since my youngest was nonetheless crawling, my expertise wasn’t the identical. It’s just like the stage is ready as much as fail when each your jobs demand consideration 24/7, and one thing all the time 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 chances 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, turned a excessive earner, and named my value. Solely to need to 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 method.
The pay hole could also be narrowing, however ladies nonetheless make 83 cents on the greenback in comparison with their male counterparts as we speak, workplace-wide, and as Melizza Anievas, cofounder and government director of Ladies in Web3 Hong Kong, and senior VP of China Info Expertise Growth Restricted, says, ladies in web3 fare far worse.
“Ladies in web3 nonetheless face a steep uphill climb. The gender pay hole persists—web3 finance information exhibits ladies incomes 46% lower than males on common.”
The uphill grind
Not like 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 often performs out of their favor. Shalini shares:
“Being underestimated offers you freedom to maneuver quietly and strike powerfully. I don’t waste power 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 way in which that I’m perceived… I do preemptively count on to be seen as much less “educated” in regards to the business, in addition to much less skilled in relation to the work I’d have to do.”
This is the reason ladies work more durable, study quicker, or really feel the necessity to develop slightly je ne sais quoi with a purpose to excel, equivalent to being harsher, bitchier, or funnier.
Gracy ceaselessly makes use of humor to work a crowd, and we’ve all encountered a feminine boss or colleague who elevated perma-PMS to an entire new stage.
However the expectations on feminine leaders are increased. They have to be distinctive. Ok doesn’t depend, and it’s not the identical for a person. Research again this up: Feminine CEOs are ceaselessly extra certified than their male counterparts. Ladies are 32% extra more likely to have served as firm president previous to turning into CEO.
Lucie Acquaviva is a cofounder of Ladies in Web3 Hong Kong and spent 5 years in advertising and marketing at Animoca Manufacturers. She’s needed to mildew herself to suit business templates on multiple event. She shares:
“The standard view of management continues to be filtered by 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 expertise moderately than bravado.
The script typically feels written for a special character, which suggests we frequently need to 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 and marketing at international crypto trade Flipster. She displays:
“To be sincere, in crypto, projecting confidence typically looks like a prerequisite, particularly for girls. It’s an area that’s nonetheless very male-dominated, typically loud, fast-paced, and aggressive. In case you’re not instantly assertive, your concepts can get neglected, irrespective of how stable they’re.”
Bros earlier than… their extremely achieved, gifted feminine counterparts
On the subject of web3 tradition, within the office anyway, there’s been markedly much less headway. Nearly 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 specific 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 affix, persist, and advance. Many ladies nonetheless report being the one feminine within the room, going through 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 essentially the most are the self-congratulatory memes that flow into about guys selecting up girlfriends for stacking sats or Dad being the Bitcoin legend of the household, like this one posted by @CarlBMenger:
Teigi says:
“Crypto continues 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 vary… In web3, whereas bias nonetheless exists, the pace, international nature, and experimental mindset create extra probabilities to be heard, particularly while you deliver outcomes.”
Model marketing consultant, former colleague, and buddy Vivien Choi additionally holds a extra optimistic view. She explains:
“Not like older, extra inflexible sectors, web3 rewards agility and open-mindedness, inviting numerous views to co-create the longer term. 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 state of affairs in numbers
Past the qualitative information, the numbers are modestly encouraging, not 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 best 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 response to analysis by BitgetVC funding for female-founded crypto startups: Whereas rising, funding for female-led tasks nonetheless represents solely 7% of all dealsWomen 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 womenGender pay hole: Ladies earn a mean of 46% lower than males in web3Education: Simply 18% of laptop science levels within the U.S. go to ladies
Spinning it our method
Like most issues in life, being underrepresented in crypto can have its benefits. Keep in mind that tune? 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!) communicate of abject misogyny, these lyrics serve as an instance a degree: when somebody labels you, belittles you, or makes you’re feeling lower than you might be, oftentimes, you may harness that power to your achieve. As Lucie says:
“You develop thicker pores and skin and study the significance of projecting confidence (even while you’re nonetheless constructing it).”
Shazia agrees, having had her shallowness take a battering over time as properly:
“Projecting confidence while you’ve had it stripped from you over time (whether or not by techniques, bias, or underrepresentation) is a major mindset shift and a muscle that takes time to construct.”
On the flipside, Lucie shares:
“Being a girl can assist you stand out, particularly in enterprise growth roles the place many of the viewers is male, and a brand new perspective will be each refreshing and precious. Typically, 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 method. She says:
“It’s essential to not let societal norms or stereotypes outline us. We must always not draw back from pursuing what genuinely pursuits us or what we consider 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 executed’, we frequently fill within the gaps so as to add a human component to groups. Being a girl shouldn’t be all unhealthy, 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 special 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 displaying there’s multiple solution to lead.”
One other benefit, in response to 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 a few of the most inspiring, beneficiant, and sensible individuals I’ve ever met. Each feminine I’ve been linked to has been extremely gracious with their time, connections, and steerage, and I all the time 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 staff:
“I worth their views and admire their assist in my progress.”
And an important perk of sporting 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 may be by no means a queue on the ladies’s restroom at web3 conferences.”
Room for enchancment
Just like the proverbial report card, there’s all the time 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, moderately 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 numerous 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 choices are made, how suggestions is shared, and the way concepts are actually 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 all the time laden with bias. She recalled:
“Once I’m in a panel with 5 totally different gents speaking about stablecoins, regulation, exchanges, enterprise, et cetera, individuals ask me lots: ‘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 the right way to stability work and life?’ I’ll know we’ve succeeded when, in 5 years down the road, I and another feminine leaders received’t be requested that query, and I’m not the one high 10 exchanges feminine CEO.”
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