Investors are still asking female founders about their future kids — even at a Gates startup

Phoebe Gates, 22, is not a typical businessman. She is Bill’s daughter and Melinda Gates And the graduate of Stanford University is moving in the minefield Silicon Valley Collect donations.

However, even with her last name, she had to send the same tired questions that she was afflicted with Women for decades Questions like How to have children It will affect their career.

Gates and Sophia Kianni participated in the founding of Phia, an AI’s application compares fashion prices to shoppers. according to luckWhen investors and her founder, Sofia Knaani, pressed her plans to start families, Gates turned into her mother to get advice.

“Get up or get out of the game,” was the response of Milinda Gates.

Although you may not have the Melinda gates in your life to invite, recent studies indicate that sexual stereotypes still continue further than the world of fundraising conversations between founders and investors. While some most famous women in America are still forced to play with written rules in another era, experts say it is up to us to re -write these rules, an uncomfortable conversation at a time.

“Despite the progress we have made, the outdated assumptions over a long-term commitment to a woman to work-especially for motherhood-continue to appear in hidden and unconscious ways,” said Eloïse Eonnet, the main career coach in Muse, for Salon. “In my work with women’s leaders, I still hear stories about their question in the interviews how they will run everything,” or they were transferred to roles based on the possibility of having children. “

Data is supported: The women’s work experience report in Musa 2024 found that 42 % of women have faced biased or inappropriate questions during the recruitment process, as C-SUITE women face at higher rates.

“These questions are not driven by real curiosity, as they are related to bias in camouflage and often stem from the narrow definitions of leadership and strict assumptions about the form of success,” said Unit. “If we want to build comprehensive organizations, we must interrogate them not only what is asked but why is it still being asked in the first place.”

The so -called “motherhood punishment” was well documented, according to Iris Bonnet, a professor and co -director of the Women and Public Policy Program at Harvard Kennedy School.

“Research of sociologist Chile Corel and her colleagues are that mothers are seen as less efficient and less committed to their functions, less likely to employ or promote and pay less than women without children or men.”

The broader trend is not encouraged. According to women in Fairygodboss for the year 2025 in surveying the workplace, 79 % of women believe the recent moves by companies and federal government To praise diversity and initiatives, stocks and inclusion It will negatively affect the chances of women, according to the data that the company shares with a salon. The same survey found that women who suffer from higher education levels are particularly concerned that the chances of driving and guidance will diminish.

What is the way forward? Bohnet advice is explicit.

She said: “First, I will give the employer’s advice not to ask such personal, illegal and discriminatory questions often.” “Our first priority should be building places where everyone can flourish.”

When it comes to requests, you advise them to prepare well.

“Be aware of the stereotypes that are still there, and come well for the stadiums, salary negotiations and the like. It is good to know and show the value of the individual through an external offer, previous achievements or wonderful ideas-and continue to focus on what you bring to the table.”

Although documenting your achievements is a strong advice, Eonnet takes this advice a step forward, and encouraging women to stay committed to their values ​​in the face of continuous bias and are characterized by a place – and those with them – choose to invest their talents.

“If you are in an environment that routinely wondering your commitment or potential because of your gender choices or your life, this is not a reflection of your ability – it is a reflection of the restrictions of that person or organization,” I noticed. “Surround yourself with spaces and people who realize that driving is expansion – not defined by the outdated standards, but are formed through influence, integrity and vision.”