“Remember the Ladies, and be more generous and favorable to them than your ancestors. Do not put such unlimited power into the hands of the Husbands. Remember all Men would be tyrants if they could.”
Abigail Adams wrote these words to her husband John in 1776. The wife of our second president and mother to our sixth continued to advocate for gender equality until her death in 1818.
While our country has certainly made progress in the past 205 years, there is still much work left undone. Despite being statistically more educated than men, gender pay gaps remain in place. In fact, the International Labour Organization says that the global gap spans between 3 and 51 percent. In the United States, it’s hovering around 22 percent.
One ridiculous milestone finally reached in 2023 illustrates the point: Among S&P 500 CEOs, women managed to outnumber CEOs named John for the first time. There are now 41 females and 23 Johns leading these companies. Johns comprise about 3 percent of our population. Women make up over 50 percent.
Women also face other significant barriers such as sexual harassment, lack of opportunity and outdated maternity and breastfeeding policies.
Many Colorado companies are committed to doing more by implementing equitable hiring practices, launching employee resource groups for females, enacting progressive policies and more. Built In Colorado caught up with many of the area’s top female professionals to hear what they’ve encountered in the workplace.
FareHarbor is a booking solution and business management platform for businesses that operate tours, events, rentals, and attractions.
What does your company do well to support, champion and empower women in the workplace?
As FareHarbor grows, our leadership team emphasizes the importance of diversity within departments and the company as a whole. In our North American leadership team alone, more than fifty percent of our directors are women. It’s important for upper management to reflect the company and its values, so I am thrilled to have such a strong cohort of women to continue to grow and lead with.
At FareHarbor, we make a conscious effort to support, champion and empower women by celebrating accomplishments in diversity, discussing gender equality and continuing unconscious bias training to check in on our decision-making. We’ve also developed one of the most generous parental leave policies in the industry to back up our belief that we are one O’hana, or family. By supporting new parents, we are able to foster an environment of community and better support the careers and families of women in the workplace.
How do your colleagues — and in particular company leadership — show that they are allies to women in the workplace?
Within leadership meetings, we create space for each individual to speak and share ideas, disagreements and concerns so no one is left trying to interject to be heard. As a leadership team, we call out instances of gendered wording as a means of ensuring fairness and furthering awareness of unconscious bias.
FareHarbor ultimately is a business-to-business software, however, the other businesses we work with are our clients. As with any customer-facing workplace, we take it upon ourselves to educate our clients and promote our values when we engage with them. We are one O’hana, and as such we believe everyone should be treated with respect, kindness and dignity. Leadership consistently advocates for open communication with clients about living our values, and therefore, as a woman on the frontlines of customer service operations, I feel supported by my colleagues and superiors.
Leadership consistently advocates for open communication with clients about living our values.”
To fellow women in your field interested in your company, what would you share with them?
No one wants to be seen as the squeaky wheel. As a woman, that feeling can impact how frequently or honestly we communicate. I encourage other women to make sure they always communicate professionally and speak up if someone is excluded. You will better connect with your peers if you are true to yourself and show your personality.
Ibotta is a free mobile shopping app that provides users with real cash back through partnerships with brands and retailers.
What does your company do well to support, champion and empower women in the workplace?
Ibotta does many things to support and champion women. The Women@ Ibotta group was formed several years ago, providing support for the unique needs of our women employees and allies. This group helps manage a mentorship program, pairing employees who seek mentorship with mentor volunteers. This has effectively built a process to ensure all employees have access to internal mentorship. Women@ Ibotta also hosts monthly "real talks” — guided discussions on themes like career pathing, salary negotiation and being a working parent. Women@ Ibotta also sponsors book clubs and team-building events that give employees a chance to network with people they don't often work with.
Our benefits also support women through their parenthood journeys. Ibotta works with a partner called Carrot to help cover qualifying infertility care expenses and has generous maternity and paternity leave policies. We also have a lifestyle spending account for health- and wellness-related expenses which can be used for anything from sporting equipment to massages. I used mine to buy my first pair of skis! There are also programs through Help that provide childcare resources and pre-tax accounts for childcare-related expenses.
How do your colleagues — and in particular company leadership — show that they are allies to women in the workplace?
Our allies provide external coaching and mentorship to women who ask for it. They also help our women navigate career progression. Ultimately, they give our women challenging work that helps them grow their careers. For example, I partner with another woman to run our largest revenue pillars at Ibotta. If that isn't indicative of Ibotta's support of women leaders, I don't know what is!
How do you feel like your voice is heard in the workplace?
As the SVP of client partnerships, my voice is heard quite often. Being in this position of leadership, my job is to identify women at this company whose voices need to be heard, too. I find that the quieter women on my team often have the best ideas. My advice to leaders is to be like a bee who seeks nectar everywhere. Ask people — especially those quiet folks — directly what they think about an issue and actively listen to them when they share.
Being in this position of leadership, my job is to identify women at this company whose voices need to be heard, too.”
My key advice is for leaders to model vulnerability. If more junior women see you being vulnerable, they won't feel as pressured to be perfect. Own mistakes, ask questions and reveal insecurities.
BillGO is a bill management & payments platform that helps more than 32 million consumers pay bills in one convenient place.
What does your company do well to support, champion and empower women in the workplace?
BillGO ensures equal opportunity for women in hiring, promotions and advancement. BillGO fosters a workplace where women feel valued, supported and empowered to reach their full potential through training and education, providing a safe and inclusive environment and recognition where it’s due. We include women in key decision-making roles and offer a safe space free of judgment or reprisal. These steps together promote a culture of appreciation. Together, we win as one!
BillGO fosters a workplace where women feel valued, supported and empowered to reach their full potential.”
How do your colleagues — and in particular company leadership — show that they are allies to women in the workplace?
BillGO’s leadership has an innate way of listening and learning. We mentor and support every woman looking to develop her skills. Our leadership helps provide professional development through mentorship, and we also offer a life-learner program to everyone.
To fellow women in your field interested in your company, what would you share with them?
BillGO offers a work environment where you can truly spread your wings and fly. It’s a place that encourages personal growth and enables every woman to find her voice and contribute to the success of an up-and-coming FinTech company
Unanet provides CRM and ERP solutions for government contractors and clients working in engineering & construction and architecture.
What does your company do well to support, champion and empower women in the workplace?
In May 2020, I joined Unanet, just five months after the passing of my husband of 30 years. During this challenging time, the Unanet team demonstrated exceptional understanding and empathy. They prioritized my well-being and provided the necessary support systems. Throughout my grief journey, I have received continuous engagement and support from everyone at Unanet.
The HR department played a crucial role in ensuring that I was aware of all the available resources to help me navigate through this difficult period. They made it a point to keep me informed about the support services and programs that could assist me in coping with my loss. Their proactive approach and genuine concern for my well-being made a significant difference in my experience at Unanet.
I am grateful for the compassionate and understanding environment that Unanet has fostered, which allowed me to heal and find strength during a challenging time in my life. The support I received from the entire team has been invaluable and has helped me transition into my role at Unanet with a sense of stability and assurance.
I am grateful for the compassionate and understanding environment that Unanet has fostered, which allowed me to heal and find strength during a challenging time in my life.”
How do your colleagues — and in particular company leadership — show that they are allies to women in the workplace?
Unanet provides numerous opportunities for employee engagement and participation through various groups and activities. These initiatives include a series of interactive sessions where employees can have lunch with company leaders. This fosters open communication and enables direct conversations with management.
We also have a Women at Unanet employee resources group that is focused on supporting and empowering female employees. This group provides a platform for networking, mentorship and professional development opportunities specifically tailored to women.
Unanet actively supports women in technology by fostering partnerships with organizations such as ElevateHER, STEMforHer and other industry initiatives that focus on advancing women’s representation and opportunities in the Architecture, Engineering and Construction (AEC) and GovCon industries.
How do you feel like your voice is heard in the workplace?
Unanet is committed to empowering its female employees by fostering an inclusive and supportive work environment where they have equal opportunities for growth and success. The company recognizes the importance of diversity and gender equality in driving innovation, creativity and overall organizational performance.
Cin7 is an omnichannel, integrated inventory management system designed to streamline stock management.
What does your company do well to support, champion and empower women in the workplace?
At Cin7, we have made significant strides in supporting, championing and empowering women in the workplace through various initiatives and policies. One impactful program is our mentorship program, which pairs experienced leaders with individuals at different stages of their careers. This initiative not only provides valuable guidance and support but also fosters a strong sense of community and professional growth among our female employees. Mentorship for women is a key tool to ensuring equality and equity in the workforce, and this program is helping drive engagement for women as they develop their careers in tech.
Mentorship for women is a key tool to ensuring equality and equity in the workforce.”
We also take great pride in our paid family leave policy, which strives to ensure that new mothers have ample time to bond with their newborns and transition back to work. It was also built to empower new dads to bond and support their partner during this life change. The path to equality is to ensure both caregivers have time to play an active role in this life change. Additionally, we offer comprehensive resources and support for women returning from maternity leave.
How do your colleagues — and in particular company leadership — show that they are allies to women in the workplace?
My colleagues, including our company leaders, actively demonstrate their allyship and support for women in the workplace in numerous ways. The leadership team, especially the women in leadership positions, serve as strong advocates for their fellow female employees. They lead by example, fostering a culture of empowerment, collaboration and mentorship.
On a personal note, leadership has played a pivotal role in shaping my career and fostering my professional growth. Over the course of my tenure, I have held three different positions and have been fortunate enough to receive multiple promotions. Throughout this journey, the guidance and support provided by our leadership team have been instrumental in my success.
From day one, I have been encouraged by our leaders to push myself beyond my comfort zone and continuously seek opportunities to enhance my skills and knowledge. They have created an environment where learning and personal development are highly valued, and they actively promote a culture of continuous improvement.
To fellow women in your field interested in your company, what would you share with them?
To fellow women interested in joining Cin7, I would specifically like to highlight the incredible growth opportunities. Our company is dedicated to nurturing talent and promoting from within, which means there are plenty of chances to take on new challenges, expand your skill set and advance in your career.
What makes the experience even more rewarding is the fact that at Cin7 you will be surrounded by some of your biggest supporters. The culture here is truly empowering and inclusive. I’ve found that my colleagues are not just colleagues; they are mentors, allies and friends who genuinely want to see each other succeed.
Matillion offers a productivity cloud platform that makes data teams more productive and efficient.
What does your company do well to support, champion and empower women in the workplace?
There is support for leadership training for women and there are active communities at Matillion, such as Women in Tech and Matillion Together. We acknowledge that we have more to do to achieve gender balance within Matillion, and there is active dialogue within these communities to improve diversity and inclusion awareness in our workplace.
Our 2022/2023 engineering placement students consisted entirely of men, and we looked into improving our sourcing and interview processes to scrutinize for biases because of this. I am pleased that we achieved an equal gender balance for our 2023/2024 engineering placement student cohort, which enabled opportunities for women to establish a career in engineering. That’s important because this is a field where women are still notoriously low in representation.
How do your colleagues — and in particular company leadership — show that they are allies to women in the workplace?
The leadership team actively acknowledges that we still need more women representation across the company, but we also work towards improving how we hire and retain. In the past year, Matillion has successfully hired women in leadership positions, and these women are challenging the status quo.
Topics on equality are constantly discussed and can sometimes force a re-evaluation of how we work. We create dialogue to enable actions to generate the change we want to see in the workplace.
We create dialogue to enable actions to generate the change we want to see in the workplace.”
To fellow women in your field interested in your company, what would you share with them?
I talk about my experience and vulnerabilities in the workplace, which I hope will encourage others to recognize the challenges women in my field generally go through. The only way to break through the barriers of stereotypes and inequality is by helping others to embrace change. Change is never easy to achieve and does not happen overnight — it takes a degree of persistence. By enabling others to understand our perspectives, we can bring about allies who can help us enforce the changes we want to see. It is essential to have our voices heard. It is crucial to have representation — not by token, but by merit.
Vertafore provides software and critical information to solve business challenges and capture new opportunities in the insurance industry.
What does your company do well to support, champion and empower women in the workplace?
Supporting, championing and empowering women in the workplace is a key pillar at Vertafore. Last year, Vertafore launched a diversity council of a small group of employees focused on bringing diverse perspectives and elevating the voices of our workforce. They work on projects and advise leadership on what’s most important for our diversity, equity and inclusion journey. This council is sponsored by a member of our executive team and one of our key leaders. They both care deeply about this journey for Vertafore! This, in conjunction with employee resource groups (ERGs) such as Women of Vertafore, which I co-lead, helps to foster inclusion, collaboration, informal networking, mentoring and support. Our ERGs focus on both the personal interests and professional needs of the group by hosting roundtable and panel discussions, hosting guest speakers and providing educational information and community spotlights during events like Juneteenth and Women’s History Month. Current ERGs at Vertafore are Women of Vertafore, Black@Vertafore, Queertafore, Vertafore Parent Network and NEXT Early in Career.
How do your colleagues — and in particular company leadership — show that they are allies to women in the workplace?
At Vertafore, my colleagues and company leaders demonstrate their Allyship to women in the workplace through various supportive actions and inclusive practices. They actively foster this environment by promoting diversity and inclusion initiatives, providing diversity training to increase awareness and starting creative ERGs to support women.
Because we believe great people make a great company, we strive to be on the cusp of innovation in both tech and company culture. Leaders actively provide equal opportunities in career advancement, including leadership roles. There are mentorship programs and transparent performance evaluations to ensure that women’s skills and contributions are valued, leading to a more equitable workplace. Moreover, company leaders exhibit Allyship by advocating for gender equality in the decision-making process and in pay equity. They also prioritize work-life balance by offering flexible work arrangements, shown by our flexible-first work environment, parental leave, flexible time off and other benefits that support employees’ personal and professional responsibilities.
Because we believe great people make a great company, we strive to be on the cusp of innovation in both tech and company culture.”
To fellow women in your field interested in your company, what would you share with them?
At Vertafore, we pride ourselves on being a supportive and inclusive work environment that values diversity and champions women’s growth and success. Vertafore’s commitment to diversity and inclusion is evident in the initiatives, not only in the training it provides but also in the ERGs and mentorship programs designed specifically to empower women. They provide and encourage equal opportunities for career advancements. The flexible work arrangements and open-door policies through our HR practices promote work-life harmony, allowing employees to better manage personal and professional responsibilities.
