The corporate playbook sold us a lie: that success is a straight line upward, measured in promotions and paychecks. But at 40+, you’ve earned the right to rewrite the rules. Midlife leadership isn’t about climbing – it’s about curating. Like a master gardener pruning an overgrown tree, you now discern which branches (roles, goals, relationships) bear fruit and which drain vitality.
If there is an area in which innovations are inserted in the social sphere, it is the legal world. Three pioneers in Spanish law, Clara Campoamor (1888-1972) , Mercedes Formica (1916-2002) and María Telo (1915-2014), faced problems that had existed for centuries and introduced changes with the aim of eradicating them in a sustainable way in space and time, creating value for society, so it can be said that they were true social innovators.
The new study, ‘Women Founders in European Deep Tech Start-ups’ reveals that women founders in the field receive less total funding compared with men founders. According to the study, women
are underrepresented in deep tech start-ups, with less than one quarter (24%) of deep tech start-ups created in 2022 having at least one woman in the founding team. 7,165 start-ups founded since
2010 were analysed as part of the study using the Dealroom database (a global provider of data and intelligence on start-ups and tech ecosystems) across 37 European countries.
Today, we’re excited to introduce María Cruz Díaz de Terán Velasco, a law professor and advocate for women’s empowerment. Her passion for mentoring has helped entrepreneurs grow, thrive, and turn their ideas into reality. Curious to hear her story? Let’s dive in!
For a long time, we asked female leaders to act… like men. For a long time, the only women that managed to reach key positions were the pioneers, who opened and led the way with a machete (yes, I’m talking about the jungle of companies) and who only had men as models. So, to feel accepted in this very masculine world, they replicated their behaviors on their colleagues.
And when women started becoming models for the new generation, it was no surprise that they had a management style that was… masculine.
I’m writing these things because I’ve been there myself!
In the high-stakes environment of executive committees and direction teams, every voice should be heard and valued. However, women in these roles often face the subtle sting of unconscious bias and the banalization of their input during meetings. It’s a pervasive issue that can undermine not only the contributions of women leaders but also the decision-making process as a whole.
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