Yvette Schmitter of Fusion Collective On How We Can Increase Women’s Engagement in Leadership and Management

An Interview With Vanessa Ogle

Time’s ticking, and for me, this is my one and only shot at this thing called life. To be brave and make it something delightful and thrilling. To make it something that makes this world a little better. That’s not a list of values, goals, or big projects. They are orientations — hard-won foundational truths about what keeps me content and invites the best of me forward.

Despite strides towards equality, women remain underrepresented in leadership and management roles across various sectors. In this series, we would like to discuss the barriers to female advancement in these areas and explore actionable strategies for change. We are talking with accomplished women leaders, executives, and pioneers who have navigated these challenges successfully, to hear their experiences, tactics, and advice to inspire and guide the next generation of women toward achieving their full potential in leadership and management roles. As part of this series, we had the pleasure of interviewing Yvette Schmitter.

Yvette Schmitter is the Co-Founder and Managing Partner at Fusion Collective and a former Digital Architecture Partner at PwC. Yvette leads with a bold and inclusive vision: technology must serve everyone — regardless of gender, race, culture, or socioeconomic background. Her superpower lies in demystifying the complex, making technologies like AI and cloud computing not just understandable but transformative. For Yvette, innovation isn’t about shiny new tools; it’s about unlocking potential, leveling playing fields, and ensuring underrepresented voices have a seat at the table where decisions are made.

Thank you so much for doing this with us! Before we dig in, our readers would like to get to know you a bit more. Can you tell us a bit about your “backstory”? What led you to this particular career path?

As a little girl, I was taught to follow a script. My family had a plan for me — a path built out of cultural duty, fear, and dutiful obedience. I was supposed to sacrifice everything for my family, get married, have kids, care for everyone with whatever job, and live quietly in the shadows. Where Bible verses weren’t just read — they were wielded like weapons of manipulation to enforce the expected dutiful obedience. I was taught to fear disapproval and eternal damnation if I dared to step out of line. “Honor thy mother and thy father,” my mother would say, scripture to mold me into the robot in the image she believed I should be. In this world, children were meant to be seen, not heard, and my future was already laid out: assume financial responsibility for my mother for the rest of my life, find a man, get married, and have kids.

I grew up in a household where dreams weren’t encouraged. My grandmother never made it past the 4th grade. There was no room for dreams or space for anything that strayed from the path carved by fear of the unknown and unquestionable duty. But, still to this day, my heart beats faster at the sight of computers and circuit boards, walking past a toy store with Tonka trucks in the window, or listening to Neil deGrasse Tyson talk about space. Technology called to me and kindled a profound enthusiasm for discovering the world, even when those around me refused to see the world through my eyes. But dreaming wasn’t enough. My passion for technology and the drive to break intergenerational trauma-driven legacies and societal expectations turned me into an outsider in my own family.

I faced walls built by societal norms, cultural expectations, and a rigid patriarchy that told me at every turn to “stay in my lane.” My family couldn’t understand why I spent my newspaper route money to go to the junkyard to pick through pieces of junk to build my first computer or used my Girl Scout cookie savings to buy my first Mac (Apple 128K). These acts of curiosity weren’t celebrated — they were viewed as being defiant, which resulted in being criticized and, most times, ended in corporal punishment. I knew what was coming, and when I was told to go “pick your switch,” I became an expert at finding the best branches that didn’t hurt — as much.

Coupled with the sting of welts left on my back and buttocks, I also felt the sting of rejection, the tightness in my chest whenever my dreams were dismissed as dumb, followed by “Who do you think you are?” or panned outright as impossible. I lived in a world surrounded by people committed to smothering my flame and forcing me back into the predictable box where I didn’t belong. Each “no,” every side-eye and every strike from the belt all made me question myself: What’s wrong with me? But after every beating, I chose to stand back up, to push harder, and to dream even bigger.

I was committed to finding my voice in a world that persistently told me that I couldn’t have one. And that’s where my story began — with a young girl who refused to stay in her lane, even when the entire world told her to. Then came the moment that altered the entire trajectory of my life: “Star Wars.”

The first time those luminous yellow words scrolled across the screen, my universe didn’t just expand — it exploded into infinite possibilities. I discovered a galaxy where technology wasn’t just a dream — it was the very fabric of existence, woven into every moment, every adventure. In that world, I could soar as a Rebel Alliance Warrior, race through the forests of Andor on speeder bikes, command an X-wing fighter, or gather around a campfire with beings who looked nothing like me but shared the same burning desire to save the universe.

When that hyperdrive engaged, when those thrusters ignited with brilliant energy, they lit something eternal within my soul. In that moment of clarity, I understood a profound truth: to forge my own path, I had to unlearn society’s limitations and embrace the courage to stand alone. I had to find the strength to be misunderstood, to embody my authentic self fully, and to recognize that greatness requires no one’s permission. What I discovered — what I know for certain — is that being who you truly are is life’s greatest privilege.

Finding my voice wasn’t a gentle journey. How could it be when the world conspired to silence me at every turn? Family, society, and industry all echoed the same crushing message: “You don’t belong here.” But I transformed their rejection into rocket fuel. With every “no,” I whispered to myself, “Just breathe, just wait.” And then I did something revolutionary: I rewrote my story.

I took every brick thrown at me in my path and built an empire of possibility. I focused on what lay within my power — my education, expertise, and unwavering determination. From earning an engineering degree at Tufts University to completing my Master’s at NYU, gathering certifications like badges of honor along the way, I kept building, kept growing, and kept rising. Yes, I was the outsider — in my family, school, and workplace — but that position became my power. I pushed harder, took bolder risks, and chose to shine even when standing alone. And here’s what I know for sure: every time I bet on myself, I won.

My passion for technology transcended mere escape — it became the catalyst for profound personal transformation. The real work wasn’t just mastering systems and code; it was rebuilding my self-worth, learning to trust my instincts, and finally seeing myself through my own eyes rather than through the distorted lens of others’ expectations.

This metamorphosis wasn’t instantaneous — transformation never is. But as I grew into my passion, I discovered something magnificent: my true value, innate worth, and the power of embracing myself on my own terms.

With unwavering determination and a deep sense of purpose, I’ve carved a path that defies conventional boundaries. I began as a management consultant, navigating the complex corridors of corporate America, ascending through ranks that were not always designed for voices like mine and people who look like me. From serial entrepreneurship and startups to global leadership roles at Amazon, each step was a deliberate stride toward a greater vision: impact.

Today, as the co-founder and Managing Partner of Fusion Collective, I’m not just leading a company — I’m architecting a movement. We’re more than a technology solutions firm. We are bridge-builders, crafting bespoke strategies that transcend traditional boundaries — from information security and homeland security to AI alignment and advanced wireless solutions. But make no mistake: our true north is not just technological innovation but human transformation for everyone.

My path has been a testament to the power of persistent dreaming. Every challenge has been a classroom, every setback a setup for something extraordinary. I’ve learned to find the profound messages hidden within life’s most complex moments. Not all storms come to destroy — some come to clear away the debris, making space for possibilities you couldn’t even imagine.

I’m building more than a career. I’m cultivating a legacy that whispers to every young person who has ever been told, “You can’t,” that they absolutely, unequivocally CAN. My work is about dismantling barriers, creating pathways where none seemed possible, and proving that technology — when wielded with intention and heart — can be a transformative force of equity and empowerment.

Every single day is a continuation of this sacred journey. I’m learning, adapting, and growing — understanding that my greatest work is not just about the technologies we develop but also the human potential we unlock because everyone’s contributions do matter. I stand as living proof that your background, your challenges, and your perceived limitations are not your destiny. They are merely the raw materials from which you will construct your most magnificent self. Because, believe me, hardship is the birthplace of heroism, so we gotta honor our scars as they’ve made you, you.

This is not just a professional path. This is a calling. This is purpose in motion.

My journey transcends mere technological innovation. It’s about wielding technology as a powerful instrument of meaningful, revolutionary change — a change that flings open doors for those who have been systematically marginalized and silenced. Even today, entire communities remain invisible in the rooms where transformative innovations are conceived. Women, particularly Black women, are the visionary architects of this industry’s future, yet we are conspicuously absent from the very conversations that shape our collective destiny.

How can we possibly create solutions that impact humanity when we intentionally exclude the vast majority of human experiences?

My rallying cry is unequivocal: “Nothing about us without ALL of us.”

My legacy is not about what I leave for people but what I plant within them — the seeds of knowledge, the roots of unshakable confidence, and the profound belief that they are not just participants in the future but also its creators. I want every individual to understand that they belong at the table of innovation and that they have the power to transform the world.

The stakes couldn’t be more profound. We are writing the narrative through which future generations will understand themselves — we are the lens, the mirror, the living testament to what is possible when we dare to dream beyond our current limitations.

Can you share the most interesting story that happened to you since you began your career?

Early in my career, I was a technical project manager of a multifunctional team of developers, business analysts, and coordinators. This fairly large, globally dispersed team met quarterly in New York. When I say global, I mean people came from everywhere: EMEA, EU, and APAC.

These quarterly meetings were intense, with many moving parts and a lot to get through. I remember this like it was yesterday. Another team member and I were walking down the hallway to yet another meeting when I heard, “Hey, boss lady!” I turned around, thinking, “Who is yelling this, and who is he talking to?” So, now he’s walking quickly, sprinting in my direction, waving and saying, “Hey, boss lady!”

I’m shocked that he’s running in my direction, and when he stops in front of me, winded from running, he proceeds to tell me about a problem and that he needed to know what to do. I politely told him my name was Yvette, not “boss lady,” and gave him direction. He apologized and said, “Sorry, I didn’t want to mispronounce your name. Sorry.” I smiled slowly and pronounced and enunciated my name. I told him to think of the car Corvette and replace “COR” with “EEE.” From that day on, my Instagram handle has been NYCBOSSLADY.

Can you share a pivotal moment in your career that significantly influenced your path to leadership?

It was early in my career, and like many, I believed that if I did my job well, my efforts would be recognized, and naturally, I would get promoted. That fantasy quickly ended when, time after time, people who did less or performed mediocrely constantly got the job.

The consistent theme for all those who got promoted over me? White and male.

So, I started to watch more closely. It was the coincidental trips to the men’s room, the coffee spot, the weekend plans to play golf, or coincidentally showing up at the same bar on the same night around the same time. Not to mention, there was the friend of a friend connection from school or fraternity. These same people would be promoted, of course, they would become my manager, and they’d take credit for my hard work, and guess what? They get promoted to the next level.

I was sharing this Groundhog Day scenario with one of my mentors, and he said, “While your head’s down doing amazing work, these dudes are taking all the credit to up-level their careers. You need to pick your head up and get in the game.” It was a kick in the gut, but at the same time, it made sense.

The next day, I met with my mediocre manager and hatched a plan that not only got him to his next role but also positioned me to backfill him on his rise. This meant that I had to do more than “do my job,” I had to start thinking strategically, connect the dots, and demonstrate value add that translated into savings, efficiency increases, and increased revenue.

So, I started to look up from my laptop. When I did, I started to find patterns and develop solutions that transcended my “job” and delivered tangible value — and I liked it. A few months later, I was promoted to a managerial role and started my journey of being the manager and leader I wish I had. It became very clear that my leadership style was not only needed but also that the teams I worked with flourished personally and professionally because of it. And from that day, I’ve never looked back.

None of us are able to achieve success without some help along the way. Is there a particular person who you are grateful towards who helped get you to where you are? Can you share a story about that?

There isn’t just one person; I have a small tribe of people who have been instrumental, and I’m eternally grateful for their guidance, advice, and, at times, tough love reality check. Not including my husband, there are three white men who, over the course of my career, brought my name into rooms I didn’t even know existed, presented my qualifications and wins that led to experiences that enabled me to become a serial entrepreneur and to where I am today as a co-founder of a technology company.

Without naming names (because they know who they are), here’s a story that literally changed the direction of my career. I was the delivery leader on a highly complex transformation that was already underway at an airline. By the time our team arrived, things were, let’s just say, not going well. As the delivery leader and how I lead my teams, when things go well, it’s because of the brilliance of the team, but when things don’t go well, the buck stops with me — I’m the single throat to choke.

So, we have a small ragtag team and needed an extra developer. Now, working side by side with the Infrastructure Architect, he and I fixed cloud formation templates and developed the tagging strategy. The Infrastructure Architect is technically brilliant, and his career is riddled with amazing feats. He can program just about anything. So, fast forward, we tag team and pair programming to get the templates and tagging strategy together.

Now, I had no intention of presenting these to the CTO and his direct reports, all white men and seasoned technologists. The meeting starts, and I kick it off. We do introductions, and then the Infrastructure Architect says, “Yvette is going to present the tagging strategy.” I immediately started to panic, but I will never forget what happened next. As I’m literally hyperventilating in private, he sends me a TEAMS message saying,” You got this — you know it better than I do, so present it. I got you.” This was a defining point. I presented, knocked it out of the park, and at the end of the presentation, received, “See, I told you could do it.”

That day, my technical career shifted from being behind the scenes to leaning into my programming skills and still keeping them sharp today, to now being able to go toe to toe with the best of them with confidence. If it wasn’t for him, I can confidently say I might not be where I am today. This man, who didn’t know me before being thrown into this engagement, saw something in me and believed in me more than I believed in myself at that time.

His throwing me into the flames was the kick I needed. So, I’m eternally grateful for his existence and walking the walk when it comes to creating space and empowering and encouraging women in tech.

Is there a particular book that made a significant impact on you? Can you share a story or explain why it resonated with you so much?

There are several books that I’ve read and consistently go back to, but the one that changed my life is “Can’t Hurt Me” by David Goggins. It resonated and continues to resonate with me because it reinforced something in me that I didn’t understand at a young age, and that was that comfort will kill you.

Growing up, staying quiet, and as I got older, “keeping the peace” always meant that I was the one who paid the price for my emotional well-being and, at times, my physical safety. Still, every time I challenged comfort, the fear and the risk were worth it because, on the other side, it was always magic, something better, bigger, and unimaginably better.

Do you have a favorite “Life Lesson Quote”? Do you have a story about how that was relevant in your life or your work?

Yes, there are two. The first one is, “You gotta risk it if you want the biscuit!” This is in tribute to my Bernese Mountain Dog, Chance.

Chance was my soul dog, best friend, and more than family. His presence in my life taught me every single day what it means to love unconditionally. At the same time, while I loved him dearly — and still do — he was notorious for watching me intently whenever I entered the kitchen. His eyes would follow my every move, and he would pounce on anything edible that dropped to the floor. He was a big boy, and at 145 pounds, he moved fast. He was also so smart that he learned how to open the refrigerator, which is a whole different story, and would frequently counter-surf. If I was rinsing meat in the sink and turned my back for a moment — maybe to answer the phone or use the bathroom — I’d return to find him standing on his hind legs, front paws on the counter, head in the sink, trying to get at whatever was there. No matter how many times I yelled or tried to move him away, he did it over and over again. Why? Because he knew the risk was worth it. Whether it was stealing a lick of turkey or gobbling up an apple pie cooling on the counter, Chance taught me a valuable lesson: not trying at all is worse than the risk of getting caught.

I’ve used his same attitude to remind me that not trying, not asking, and not speaking up will always be a lose-lose situation. But trying, giving it a shot, asking the question, standing up, and speaking up always leads to something better or could even save a life. So, I will always risk it to get that biscuit!

The second is a life lesson learned from yet another dog, but this one is Snoopy, and it goes like this: “You’ll never have time to worry about people who don’t like you because you are too busy loving the people who love you.” For many years, longer than I want to admit, I spent so much time in my professional career trying to prove to people my worth and my value. Swap the word love for “like” or “don’t want to appear difficult” or any other playing small word. I spent way too long trying to convince and/or explain to people who would never, could never, nor want to see my worth or value. I stayed in places too long, surrounded by people who would never see my value, no matter how much I twisted myself into knots, played small, stayed quiet, or took the hit.

The day I found myself exasperated and disillusioned, I remembered this life lesson from Snoopy. From that day forward, I’ve refused to stay in places where I am only tolerated and not celebrated. The lesson here is that everyone has value, but not everyone sees it, so it’s my job to focus my energy and attention on surrounding myself with those who do.

How have you used your success to make the world a better place?

First, let me start by saying that my definition of success doesn’t align with societal norms. My definition of success isn’t defined by the accumulation of material possessions and objects that lose value over time, experiences, or external validation. My definition of success isn’t just what I’ve accomplished in my life but what I’ve inspired others to do.

One of my favorite poems is by George Bernard Shaw because there is a profound truth in his words that illuminates my deepest ‘why’: “This is the true joy in life, the being used for a purpose recognized by yourself as a mighty one; being thoroughly worn out before you are thrown on the scrap heap; the being a force of Nature instead of a feverish selfish little clod of ailments and grievances complaining that the world will not devote itself to making you happy.”

These words echo in my soul because I’ve come to understand this universal truth: our lives belong to the community. As long as we draw breath, it is our sacred privilege — our divine responsibility — to lift others as we climb. And when my time comes, I want to know in the deepest part of my being that I gave everything I had and held nothing back. So, in an effort to help make the world a better place, not only for us today but for future generations, I collaborate with other like-minded individuals and organizations committed to leaving everyone who crosses their paths better than they found them. Because while one woman can make a difference, we can rock the world together.

Regardless of my role in an organization, I’ve held weekly open-door office hours for anyone in the organization to book a 30-minute 1:1 session with me. The agenda is theirs. We can talk about what they watched on Netflix, their next vacation, how to uplevel their weekly meetings with their managers, or just give them the space to vent or even cry. It doesn’t matter if I’m the CEO, a Partner, or an Owner; I make the time available because they are worth it. I know it, and for the ones who reached out and scheduled the time by the end of the call, they, too, knew they were worth it and left empowered to be the best version of themselves. I want to create a world where everyone has an opportunity, and we all have to do it together.

Ok, thank you for that. Let’s now jump to the primary focus of our interview. According to this report, only about 31.7% of top executive positions across industries are held by women. This reflects great historical progress, but it also shows that more work still has to be done to empower women. In your opinion and experience what is currently holding back women from leadership and management?

Honestly, despite this “progress,” it’s still going to take women almost half a century to reach parity for ALL women in corporate America. Over the last decade, the number of women in senior leadership positions has steadily increased, but that’s a bittersweet metric because even at the highest C-suite levels, gains in representation will be nearly impossible to replicate in years to come.

As reported in the 2024 Women in the Workplace report by Leanin.org, at the current pace, it will take 22 years to reach parity in corporate America for white women and 2x as long for women of color. This assumes companies don’t roll back their DEI initiatives, but as we’ve seen, most have excised anything to do with diversity, equity, and inclusion from their brand and business strategies.

Despite women holding 27% of computing roles in the U.S., Black and Latinx women are critically underrepresented at just 3% and 2%, respectively. Even more concerning, women are leaving tech roles at a 45% higher rate than men. This isn’t because of a lack of interest in STEM. It’s not a pipeline problem; it’s a straight-up culture problem.

We need to hold industry leaders accountable and shift the culture in tech. That starts with inclusivity, equity, mentorship, and equal access to resources. Most recently, at the DealBook Summit here in NYC, Jodi Kantor, an investigative reporter at The Times, prompted the following nine business leaders and entrepreneurs: Lynn Martin (President of the NYSE Group), Reshma Saujani (C.E.O. of Girls Who Code and Moms First), Brooke Shields (model, actress, and entrepreneur), Thasunda Brown Duckett (President and C.E.O. of TIAA), Donna Langley (Chairwoman of NBCUniversal Entertainment and Studios), Diane von Furstenberg (fashion designer, philanthropist, and author), Emma Grede (co-founder and chief executive of Good American and founding partner of Skims), Amy Griffin (founder and managing partner of G9 Ventures) and Brooke Boyarsky Pratt (founder and chief executive of Knownwell).

The views were mixed, but nobody rated the situation above a 6. There are a host of things holding women back, and they fall into three overarching themes:

1. Society/Culture: Despite increased women’s representation and expanded company efforts, the workplace has not improved for women. Per the LeanIn.org report, women’s day-to-day experiences haven’t changed from a decade ago. There’s so much that’s “happened” in a decade, but the mentality and culture have not changed. Coding and cooking are basic life skills, not gender roles, but still, even when I was a partner at an advisory firm, I consistently was asked to take meeting minutes, or when there were no minutes, it was assumed I was getting coffee or assumed to be a role other than a partner from a Sr. Manager or the Executive Concierge for one of the white male partners in the room. For so long, we’ve accepted the crumbs of progress when we need to demand the whole damn cookie. As women, our role at work is not to prove we exist — we already do. Settling for the crumbs of incremental progress will keep us decades behind, and the gap to parity will continue to persist.

2. Scarcity Mindset: When bias happens in the workplace, it strips away a woman’s confidence. When it attacks your confidence, it attacks your competence. It’s a vicious cycle that will only be addressed when we call out unconscious bias as a sisterhood to support one another. As women, we really have to step it up and have work to do to better support other women. Madeleine Albright once said, “There is a special place in hell for women who don’t help other women.” It turns out that might actually be hell on Earth because women just do better when they have other women to rely on, and there’s research that backs it up. A study published in the Harvard Business Review found that women who have a strong circle of friends are more likely to get executive positions with higher pay. “Women who were in the top quartile of centrality and had a female-dominated inner circle of 1–3 women landed leadership positions that were 2.5 times higher in authority and pay than those of their female peers lacking this combination,” Brian Uzzi writes in the Harvard Business Review. Part of the reason why women with strong women backing them up are more successful is because they can turn to their tribe for advice. Women have to face different challenges than men, such as unconscious bias, and being able to turn to other women who have had similar experiences can help you navigate a difficult situation. It’s like having a road map for your goals.

From my personal experience, some of the largest roadblocks to my success have been laid by other women with a scarcity mindset, thinking if I come in, there’s “less” for them. This isn’t pie. There’s plenty for everybody, but some women who have reached the rooms where they are the only ones want to remain the only one and will block and undermine any other woman who is experienced, highly talented, and more than competent. The same thing goes for men who have used networking and the “boys” network to get where they are, but their competency isn’t commensurate with the station they’ve risen. When a woman, especially a Black woman, enters the room with demonstrated experience, street cred, and “get-shit-done energy,” they deem her a threat and then make it their mission to belittle, malign, undermine, and intentionally set her up to fail.

3. Singular Universally Accepted Definition of Great Leadership Being Male: What works for men doesn’t translate into success for women. When a man takes the steps up and takes the lead, he demonstrates ownership and leadership, but when a woman does the same thing, she’s bossy and aggressive. When a man speaks, he’s not interrupted, but when a woman speaks, she’s 3x more likely to be interrupted, and if she stands up for herself, she’s immediately labeled aggressive, or worse yet, if she’s a Black woman, she’s “angry.”

The difference between being labeled assertive or aggressive depends on race and gender. We’ve assumed for too long that the male leadership style represents the best — and that’s 100% false. As women, we have so many exceptional innate leadership qualities in our arsenal that we ignore because we’ve assumed that great leadership is singular, universally the way men lead. We must challenge the status quo of what is deemed great/good leadership. But to do that, we must be willing to be ok with not being liked, being misunderstood, walking away from spaces that don’t serve us, speaking up, standing up, and leaning into our authentic selves and own superpowers.

I tell people this all the time: Anyone can be awesome, but being extraordinary is an everyday commitment, and it will cost you. That’s why it’s called “extraordinary.” It’s easy to sail with the current, choose well-trodden paths, and echo the opinions that resonate with the majority. But the essence of real success — the kind that fills the pages of history and leaves indelible marks on our collective consciousness — stems from the courage to be authentic.

Choosing authenticity means embracing your unique blend of strengths and quirks and allowing them to guide your decisions. It’s about listening to that inner voice, even when it whispers against the winds of convention. Every innovation that changed the world, every piece of art that moved hearts, and every leadership style that inspired generations began with a choice to diverge from the norm. In my opinion, men are not the standard of greatness or righteousness that women should be expected to live up to. Women can do anything and everything we want to.

This might be intuitive to you but I think it will be helpful to spell this out. Can you share a few reasons why more women should become leaders and managers?

From a cultural and organizational perspective, we must focus on inspiring and empowering women to lead companies and countries. Of the 193 heads of state and 500 Fortune Global 500 CEOs, women hold only a paltry 8% of these most influential positions. Let’s shift our focus from the margins to the top of the power pyramid. Otherwise, achieving gender equality might very well take 200 years.

Data doesn’t lie. Grant Thornton’s 2024 report indicates that mid-market businesses expecting profit increases have a higher proportion of women in senior management (35%) compared to the global average of 33.5%. The World Economic Forum emphasizes that gender-diverse leadership teams bring varied viewpoints, fostering innovation and comprehensive decision-making. But here are three key reasons I believe more women should become leaders and managers:

1. Figure-out-ability: The one thing I know for sure is that if you want something done, ask a woman. When push comes to shove, we can MacGyver a solution out of whatever we have on hand — bubblegum, scotch tape, staples, paper clips. We will figure it out. However, it takes years for us as women to unlearn what we’ve been taught and told to be sorry about, and sometimes, we gotta fall so we can rise. We are resilient. I also know this for certain because think about every bad day you’ve ever had — you’re batting 1,000! You’ve overcome every bad day! That’s resilience, and as women, we’ve each conquered dark days in our lives like the moon pierces the night sky. How could you not admire such resilience?

2. Diverse Perspectives: ​​The world’s population is 50% women, but why is it that in the U.S., approximately 74.2% of product designers are men, while women constitute about 25.8% of the profession? Think about this — every time you go to a stadium or theater, the longest line? Women’s bathroom. We represent 50% of the population, which means the products developed for use need to be taken into consideration — men AND women. I believe increasing the number of women in leadership roles will bring about this much-needed viewpoint to challenge the status quo of doing what’s always been done, which clearly did not consider or include the perspective of women. Again, I’m going to come back to data. Today, Nielsen reports that women control an estimated $31.8 trillion in worldwide spending, a figure projected to grow, with women expected to control 75% of discretionary spending globally within the next five years. In the U.S. alone, women have an estimated purchasing power of $10 trillion and influence or control 85% of consumer spending. These stats alone prove the significant role women play in driving economic activity and shaping market trends both domestically and internationally.

3. Emotional Intelligence: While it’s been thrown around as a buzzword, female leaders excel in fostering trust and loyalty. In addition to being soft skills, women’s emotional intelligence and empathy are strategic advantages that contribute to quantifiable success. Empathetic leaders’ teams report 76% higher engagement and productivity, according to studies, since emotional intelligence encourages cooperation, loyalty, and trust. As an illustration of how empathy can spur resilience and excellent performance, consider New Zealand, which not only handled the COVID-19 crisis brilliantly under Jacinda Ardern’s compassionate leadership but also won praise from all across the world for putting human welfare and economic stability first.

Here is the main question of our interview. Can you please share “5 Things We Need To Increase Women’s Engagement in Leadership and Management?” If you can, please share an example or story for each.

My response is based on us, WOMEN, owning what we need to do. We need to be our own heroes of our story. Being a leader isn’t a trend for women; we are 50% of the population and control 85% of consumer spending. Leadership for us is a necessity. When women rise, the world gets infinitely better, more colorful, bigger, inclusive, and more balanced. So, that means it starts and ends with us rejecting the rules that don’t work for us, writing our own playbook, unlearning what we’ve been taught to be sorry about, and, most importantly, stop asking for permission to be great so we can just do it.

1. Stop the “Nice Girl/Pick Me/Like Me/I’m Sorry” Syndrome

Women have been conditioned to be polite, to smile when we don’t feel like it, and to nod when in agreement when we really want to disagree. We’ve been socialized NOT to be confident, and if we do act confidently, more often than not, people don’t like it and start using words like pushy, bossy, and/or aggressive to describe you. So, let’s be crystal clear: being nice and needing to have everybody like you aren’t leadership qualities — they are societal survival tactics to fit in. Authentic leadership requires confidence in your capabilities (i.e., knowing your worth, your value, and what you can do and have done), assertiveness (i.e., saying no, knowing NO is a complete sentence, and not letting anyone tell you about YOU), and a willingness to make hard decisions. Stop apologizing for eating lunch, taking a bio break, or arriving late to a meeting because life was “life-ing” or another meeting ran over.

Here’s a tip: the next time you want to say “sorry” for being late to a meeting, turn it around, make it empowering, and say “thank you for waiting.” Why? Because your presence is so critical, they clearly couldn’t start the meeting without you. Don’t come in with your head down apologizing; come in powerful, knowing precisely who you are. Own your space and voice, and stop apologizing for knowing your worth. In reality, other people liking you is a bonus; liking and loving yourself is the real prize.

So remember, you are not for everyone, and everyone is not for you, and that’s 100% okay because that is what makes life so special.

2. Build the Right Networks

It’s good to know “who you know,” but that won’t be enough. Having over 5,000 people in your LinkedIn network is great for platform metrics, but how “real” is your network? Your network needs to be real, not just a bunch of people who think you’re fun to have on a Zoom call or street cred to validate in their network.

You need to make connections that challenge, support, and elevate YOU. This means building genuine relationships, not transactional clicks, with people who look like you and those who don’t. Be in the room because you deserve to be there, not because you’re someone’s token (female, female in tech, black female in tech, etc.). Stop playing checkers with your networks and start playing chess because every network should be a launchpad for your success. This goes back to point #1: you don’t have to accept everyone’s connection request because “you don’t want to appear to be mean.”

3. Champion Work-Life Balance Without Guilt

Life is too short to (1) play small with your greatness and (2) live for work because, at the end of the day, in work, you are easily disposable and quickly replaceable. The hustle culture and grinding it has sold us is a lie. We don’t need to sacrifice our health, family time, or sanity to climb the ladder. Leaders show up better when they show up whole. Balance isn’t a myth; it’s a necessity.

Think of it this way: if something happened to you, who would be more devastated, your job or spouse/son/daughter/parents/friends/dog? So, set goals that align with YOUR values. We live in a culture obsessed with titles, status, and achievements. It drives many to sacrifice everything — even themselves — to go after the next title or pay raise versus something meaningful to them. Your value is not what you do but who you are. So, before you pull an all-nighter working on a PowerPoint or crunching numbers, ask yourself, “Is this what I really want, and what did I say no to do this?” So, find your flow, don’t let anyone guilt you into thinking you’re not working hard enough just because you’re making time for yourself, and make sure your goals are aligned with your values.

4. Mentorship, Not Just Sponsorship

Here’s the thing: the role you never heard about or the shortlist for a role happens when sponsors push your name ahead while mentors help you level up. More often than not, women are left out of the sponsorship game, which means we end up waiting for someone to “tap us” for leadership roles instead of actively seeking out opportunities to shape our paths.

So, don’t just ask for sponsorship; seek mentorship from leaders who have walked the walk. But also remember mentorship is a relationship. Walking up to someone you have never met before and asking them to be your mentor is a disservice to you and the person you are asking to be your mentor. Mentorship is a commitment, an investment. Yes, we need women to mentor more women so more women will rise together, but we have to be smart about it.

5. Embrace the Power of Saying No

Here’s an unpopular but real truth: women say “yes” (1) because they are afraid of not being liked, (2) they want to show everyone they are a team player, (3) out of obligation because, well, they are a woman, or (4) we don’t want to let anyone down. Here’s a newsflash: saying no isn’t a sign of weakness; it’s actually a sign of leadership. Before you say yes, ask yourself, am I saying NO to myself? There are ways to say no strategically that don’t derail your career.

So, prioritize your time, energy, and goals. If something doesn’t serve your bigger picture, as the theme song from the movie Frozen says, “Let it go, let it go!”

In your opinion, what systemic changes are needed to facilitate more equitable access for women to leadership roles?

In my opinion, three key themes call for courageous and deliberate action. This change is not only feasible but essential. The world benefits when women gain equal access to and are placed in leadership positions. It’s not just about creating more opportunities for women; it’s about building an inclusive and prosperous future for everyone.

1. Redefine the Leader Archetype

We don’t need research to tell us this because it’s our shared lived reality. However, according to research, the traditional leadership archetype perpetuates the “think leader, think male” bias, which argues that leadership traits are typically associated with men. Because of this bias, women, specifically black women, are woefully underrepresented in leadership roles, and leadership philosophies that deviate from conventional male norms are not given the respect they deserve.

Leadership continues to be evaluated using antiquated, one-dimensional archetypes. The “traditional” leadership style, which emphasizes characteristics like hostility, domination, and an unrelenting focus on output at all costs, needs to be dismantled. As a leader, you have an incredible opportunity to change someone’s life every single day. Empathy, emotional intelligence, a CEO and growth mindset, honesty, trustworthiness, teamwork, flexibility, and resilience are some of the core required traits of true leadership. We must dispel the myth and stereotype that leadership requires a particular appearance (i.e., callous, white, and male) and make room for women who lead with compassion and care, uplifting the entire community. Reorganize leadership pipelines to promote women who might not conform to the traditional norm but who provide vital emotional intelligence, a range of viewpoints, the capacity for inclusive leadership but most importantly the competence to do the job. One of the greatest strengths of our society is our diversity, and we are more innovative as a result. Allocate leadership positions that represent the diversity and depth of human experience that is not only limited to the male experience.

2. Address the Gendered Power Structure

Let’s be honest: women’s access to the networks, mentors, and sponsors necessary for job advancement is thwarted by systematic bias. Full stop. The informal, covert power networks that influence executive prospects typically exclude women, especially women of color. This produces the vicious hamster wheel loop of women’s lack of representation at the top, which denies us access to opportunities and top decision-makers.

We must deliberately dismantle discriminatory practices and broaden the scope of who is permitted, not allowed, to sit at the table to open those rooms. We need to recognize the diversity in diversity. We must find a way to do more than just “encourage” businesses to establish pipelines that actively foster diversity rather than merely acknowledging it, diversify mentorship, and increase sponsorship programs. Research, such as those by Catalyst and Credit Suisse, shows that companies with higher female representation in leadership roles often outperform on financial metrics. Diversity is acknowledging our differences; inclusion is incorporating those differences, and inclusion ensures everyone’s voice is heard.

3. Equity Isn’t Equal, and That’s the Point

While equity focuses on providing everyone with the resources they need to prosper, equality aims to treat everyone equally. Women, particularly women of color, have various starting places and persistently encounter diverse obstacles for just being a woman of color, which must be recognized by the systems that purportedly support their growth. Pay disparities, unequal access to high-profile projects, microaggressions, tone policing, and gaslighting, which result in daily workplace trauma coupled with the unseen labor that women frequently perform at work, must all be addressed.

Businesses need to move beyond equality and begin making equity investments. This will entail specialized leadership development courses more than once a year, readily available materials, adaptable workplaces that hold people accountable, and caregiver-friendly regulations. Until we consider the obstacles that women, particularly marginalized women, confront, we will continue to uphold a system that is skewed by design.

What strategies have you found most effective in mentoring and supporting other women to pursue leadership positions?

Personal ones that have been battle-tested and hard-won from my own journey. It took me a while, but when I found my purpose, not the reason, I realized I’d just maybe been assigned this mountain to show others it could be moved. So, I share my personal journey, not just focusing on the accolades, standing on podiums and titles. I talk about the crawls and climbs through the valleys to the top of mountains, which are just the bottom of the next mountain to climb.

Anyone can look good and talk about how great they are when everything is perfect in this world, awash with curated perfection and highlight reels. And unfortunately, most leaders focus here. But the true lessons in perseverance, resilience, grit, grace, and compassion are how you respond when you are on trial and on fire. Can you still lift and lead? Hardship is the birthplace of heroism, and we need to honor our scars because they make you, you.

So, I’m not sure if I would call these strategies more than tips that worked from the battlefield. In the end, being a strong leader doesn’t require me to give up my blackness or femininity. Instead, I use all of my strengths — confidence, empathy, resilience, and authenticity — to demonstrate to the world that great leadership can take many forms, including my own.

1 . Get Good With You: Know Thyself

People have to know who they are before they can make a difference. Einstein once said, “If you judge a fish by its ability to climb a tree, it will live its entire life feeling stupid.” Now, let’s just think about that. We live in a world that is constantly telling you who you should be, and if you don’t know who you truly are, you’ll spend your life feeling lost, continually measuring yourself against an impossible standard. It’s like sailing in a rudderless ship going in whichever direction the wind or someone’s map takes you. Worse yet, you’ll start to believe that you’re either too much of everything that’s wrong or not enough of everything that’s right.

But here’s the absolute truth from my lived experience: Your identity is yours and yours alone to define, protect, and express. If you don’t claim, communicate, and defend it, someone else will tell you who you are — and their version will never do you justice. This is your life’s work — figuring out who you are, standing firm in that truth, and never apologizing for it. It’s the most meaningful work you’ll ever do, and when you do it, nothing can stop you.

So, define your identity with conviction, protect it fiercely, and then let the world know exactly who you are. Your power lies in that truth. And make sure you don’t start seeing yourself through the eyes of those who don’t value you. Know your worth even when they don’t.

How to start? Don’t apologize for existing or taking up space in the world or having a well-considered opinion. Remember, your responsibility is to yourself first, but recognize society’s message is to shame us, as our responsibility should be to one’s family, and then make us feel guilty for what we want. Recognize the conflicting message of valuing yourself and why you matter versus the conflicting message of serving others and putting other people first. Find the balance between the two, and then write down the top three things that are important to YOU.

2 . Unapologetically Own Your Power

Being a woman, particularly a woman of color, has more than likely made you question your tone because of unrelenting tone policing and questions of your competency and authority at work. The problem is that leadership is a talent, not a gendered attribute. Truth be told, being a woman doesn’t diminish our capacity to take initiative, lead with conviction, and make difficult choices.

So, own your power unapologetically. Be confident in your decisions, and stop apologizing for being a wickedly smart, strong, confident leader. Take pride in your strength, stop feeling bad about being a strong, authoritative person, and have faith in your judgment. Be confident in your instructions, succinct, and unambiguous in commanding respect. Don’t fall for the stereotypical expectation that women should be nice. Instead, let your authority come naturally. Command respect by being clear, concise, and confident in your directives. Let your authority flow naturally without cowering to the stereotypical expectation that women should always be gentle, nurturing, or “nice.”

Jack Nicholson said it best, “I am who I am. Your approval isn’t needed.”

3 . Boundaries, Boundaries, Boundaries

Women are often expected to be altruistic, flexible, and constantly available, leading to exhaustion and an increased risk of immune deficiency diseases — up to 80% of cases affect women more than men. This expectation also contributes to blurred boundaries in the workplace. To counteract this, it is essential to define your boundaries clearly and establish them firmly from the outset. You can’t be everything to everybody and nothing to yourself. This means you not only need to establish limits and make your worth known, but you also need to HOLD FIRM to your boundaries.

For example, if you say you are not available at 5 PM but consistently accept and attend meetings at all hours of the night, that’s not really a boundary. The power of boundaries is if you uphold them. So, in this example, if you’ve told people you are not available after 5 PM, and you get a meeting invite for 7 PM, instead of going on autopilot and accepting, inquire about the meeting purpose, your required attendance because this is outside of your “boundary.” Then YOU get to decide if this is critical and your attendance is needed (meaning they can’t have the meeting without you, and this is the only time that works, etc.). You should never be expected to consistently exceed expectations without regard for your time or mental well-being.

In both your personal and professional life, being a leader entails establishing clear limits on what you will and won’t put up with. Although women are frequently expected to “do it all,” YOU must respect your time and effort if YOU want others to respect your leadership. Personally, my cape rolls up at 5 PM because I know that (1) I do not hold the nuclear codes, (2) I am not a cardiac or brain surgeon where saving lives is what I do, and (3) I know for a fact that I’m not the only person in the company who can answer/provide input/guidance to whatever task is at hand. So, set boundaries, assign tasks, and give others the freedom to assume accountability. Leadership isn’t about bearing the burden of the world oneself; it’s also about empowering others.

4 . Empowered Women Empower Women

A long time ago, I came across a quote by Eleanor Roosevelt that left an indelible mark on my soul: “For our own success to be real, it must contribute to the success of others.” Combined with John Quincy Adams’ words, “If your actions inspire others to dream more, learn more, do more, and become more, you are a leader,” it aligns with my North Star and encapsulates why I do what I do. A boss may have the title, but a leader has the people.

In my opinion, true leadership is about making others better as a result of your presence and empowering them to climb alongside you. I like to say to women, “The water’s warm, come on in.” The “I need to be the only one at the table” scarcity mindset destroys everyone. Instead, be a mentor to other women, support them, and bring them along for the ride.

As the tide rises, we need to remember not all boats are built equally. Genuine leadership isn’t about reaching the top, hoarding the rewards, and abandoning others but about creating an environment where others can not only thrive but succeed and lead. The goal is not to live forever because no one gets out of here alive but to create something that will — a legacy that continues to pay it forward for generations to come.

How would you advise a woman leader about how to navigate the challenges of being a woman in a leadership role within a male-dominated industry?

The first thing women say to me is, “Wow, you are so confident.” And my response is always, “I didn’t start out this way.” In a male-dominated industry, being a woman leader isn’t just about playing the game just to survive — it’s about thriving, changing the game, and lifting others as you rise. We are the blueprint, and the world is waiting for us to lead the way.

5 . Find Your Voice

This will require inner, cathartic work, and it will take time because you are finding a voice in a world that tells you not to have one. It won’t happen overnight, be easy, pretty, or pain-free. It takes YEARS for women to unlearn what we’ve been taught to be sorry about.

We’ve been taught from an early age to dream about planning our wedding, not taking over the world. You will ugly cry. You will start to see things that can’t be unseen. The people around you will change, most likely reduce in size. Your inner peace will become non-negotiable, and suffering in silence will cease to be a viable option. You will stop looking outside for someone to validate you because now you KNOW you’ve always been smart; your thoughts matter, and you deserve the best. You will stop waiting for “someone” to come along and give you your worth because now you know it’s been there all along. You will stop letting other people’s perception of you get in the way of you being the best version of yourself. But you have to be willing to do the work to get there.

When you decide you are worthy, badass, smart, lovable, creative, determined, resilient, and powerful — when you decide you deserve true friendship, commitment, and true and complete love with healthy and prosperous people — then and only then your world will change. You will be forced to let go of the life and all the things no longer serving you or your higher self for the life that does. But, YOU need to do the work, and once you do, as Oprah Winfrey said, “you will step out of the history that is holding you back and step into the new story you are willing to create.”

6 . Own Your Voice and Expertise

Being heard is the first obstacle in a male-dominated field. Instead of waiting to be welcomed, create your own seat at the table. Better yet, if you don’t see a path for what you want, make it yourself.

Historically and still today, high-achieving women — particularly women of color — have been judged and valued by what we do, not who we are. We are expected to consistently demonstrate competence in a sea of mediocrity.

Dispute that story. Forge your own inner truths, and become more aware of your own innate magic, the value YOU have, and the gifts only YOU can share. Don’t let people who don’t know your value tell you how much you are worth. Know who you are and what you bring to the table. OWN IT unapologetically. Remind yourself: “I am not a fake nor a fraud; I have put in the work, and I will not waste precious energy doubting my worth or capabilities. I deserve to be here.”

So, own your experience, expertise, and magic, and speak confidently. Even if your voice shakes — speak. STOP apologizing for being great, knowing your stuff, your experience, and overall badassery! Remember who you are, lead from your area of expertise, and ensure your efforts have an impact.

7 . You Be You: Take Advantage of Your Own Leadership Style

Honestly, I’m not sure about you, but male leaders don’t need to be replicated in the world anymore. So, embrace your unique qualities. Balance authenticity and adaptability to become the best version of yourself.

To be authentic is to be at peace with your imperfections and loving yourself unapologetically. Why spend your time on Earth being a watered-down version of yourself so people can like you or fit the status quo? Courage is the best protection a woman can have. Women often lead in more collaborative and emotionally savvy ways, and these attributes are equally as significant as the more conventional ones that are frequently applauded in male leaders. The privilege of a lifetime is being who you are, which means always being a first-rate version of yourself and not a second-rate version of someone else. Stop twisting yourself in knots and conforming to a mold that was never intended for you.

So, make the most of your authenticity — you do you, Scooby-doo! Your authenticity is your strength. Lead unapologetically with compassion and inclusivity. In the end, the right people will recognize that individual style is the future of leadership.

How do you balance the demand for authoritative leadership with the stereotypical expectations of female behavior in professional settings?

Gingerly! As a black woman, I grew up and live in a world that constantly tries to get me to second-guess myself, and when I don’t, there are plenty of folks standing around screaming from the back, questioning everything I say, don’t say, and do. If I don’t smile from ear to ear, I’m angry; if I’m succinct, I’m aggressive.

Here’s the deal — I refuse to shrink to make others feel comfortable or take responsibility for their feelings of mediocrity or feelings of inadequacy. I’m not intimidating; you are intimidated, and there’s a difference that sounds like a “you” problem. The truth is, you don’t have to become smaller to please other people. Once you shed your distorted lens and self-doubting beliefs, there’s a good chance you’ll discover you are pretty awesome, and the light burning within you is a far more accurate reflection of who you are than the stories you’ve been fed and told yourself.

I surround myself with reminders in my office, from a stress ball shaped in the form of a rock that says “you rock” or a button that, when pressed, says “you are a badass,” to starting every morning reading through some of my professional wins over my career. I do this before I flip open my laptop or get on a call. By my first meeting, my head is held high, and I feel energized and ready. I’ve created the space where I lead without reluctance. I stand in my experience and expertise because no one can tell me what I can or can’t do. I’m coming from a place where I will leave whoever crosses my path better than I found them.

The world may think I should apologize for my competence, but I don’t allow them to do so; instead, I remind them that women, specifically girls and women of color, hold the visionary power to revolutionize our industries, economies, and culture because I’m here to feed the lions, not entertain the sheep.

You are a person of great influence. If you could inspire a movement that would bring the most amount of good for the greatest number of people, what would that be? You never know what your idea can trigger.

Tech for Good, Tech with Heart.

William Gibson said, “The future is already here — it’s just not evenly distributed,” and he’s absolutely right. In the whirlwind of digital transformation, it’s easy to get caught up in the “next big thing” — artificial intelligence, blockchain, automation — all promising revolutionary change. But let’s be honest: how often does that shiny new tech actually benefit everyone? If we create products and solutions that don’t include all voices, we set ourselves up for failure. After all, a “smart” solution that works for only some isn’t really smart, is it?

Digital inclusivity isn’t just a feel-good ideal; it’s the foundation of a future-ready organization. Companies that overlook this are like builders constructing a bridge halfway, expecting everyone to cross it without question and safely. But here’s the catch: today’s savvy users can spot that incomplete bridge from miles away, and they’re holding brands accountable. When innovation is genuinely inclusive, it becomes more effective, profitable, and compelling to consumers. That’s why we must ask ourselves the hard questions. Yes, it’s easier to juice than to hit the gym. The answers may not be easy, but they’re essential for a digital future that serves everyone.

Artificial intelligence will help us build a better world. We’ve already seen the progress, and we’ve only witnessed the first chapter of the generative AI revolution. Today, we have models that have empowered people to work and create in new ways, but it’s just a scratch to the surface of what’s possible — though not everyone benefits equally from it. We have the power to bridge societal divides with emerging technologies like blockchain, artificial intelligence, and data analytics, benefiting the greatest number of people. Technology is an effective vehicle for change, whether it’s expanding access to healthcare, education, or employment opportunities. But to benefit everyone — not just the wealthy — it must be used purposefully. The only way we’re going to fix the world is together. The world will never change if we remain divided, and it’s not solely women, Black people, or people of color’s burden to create the world we all say we want.

Here’s the thing — we all must commit to doing the right thing, no matter who’s watching or how hard it may be. We do it because it’s the right thing to do. Albert Einstein said it best: “The world is a dangerous place to live, not because of the people who are evil, but because of the people who don’t do anything about it.” People should be empowered, not exploited, by technology. We must create initiatives that ensure no one is left behind by providing them with access and the skills they need to thrive in a tech-driven future.

Time’s ticking, and for me, this is my one and only shot at this thing called life. To be brave and make it something delightful and thrilling. To make it something that makes this world a little better. That’s not a list of values, goals, or big projects. They are orientations — hard-won foundational truths about what keeps me content and invites the best of me forward.

How can our readers further follow your work online?

People can follow me and my work on my website, www.yvetteschmitter.net, Instagram @nycbosslady, or LinkedIn.

Thank you for these fantastic insights. We greatly appreciate the time you spent on this.

About The Interviewer: Vanessa Ogle is a mom, entrepreneur, inventor, writer, and singer/songwriter. Vanessa’s talent in building world-class leadership teams focused on diversity, a culture of service, and innovation through inclusion allowed her to be one of the most acclaimed Latina CEO’s in the last 30 years. She collaborated with the world’s leading technology and content companies such as Netflix, Amazon, HBO, and Broadcom to bring innovative solutions to travelers and hotels around the world. Vanessa is the lead inventor on 120+ U.S. Patents. Accolades include: FAST 100, Entrepreneur 360 Best Companies, Inc. 500 and then another six times on the Inc. 5000. Vanessa was personally honored with Inc. 100 Female Founder’s Award, Ernst and Young’s Entrepreneur of the Year Award, and Enterprising Women of the Year among others. Vanessa now spends her time sharing stories to inspire and give hope through articles, speaking engagements and music. In her spare time she writes and plays music in the Amazon best selling new band HigherHill, teaches surfing clinics, trains dogs, and cheers on her children.

Please connect with Vanessa here on linkedin and subscribe to her newsletter Unplugged as well as follow her on Substack, Instagram, Facebook, and X and of course on her website VanessaOgle.