Phoebe Gates, the 22-year-old daughter of Bill and Melinda Gates and a Stanford graduate, is forging her own path as an entrepreneur in Silicon Valley. Yet, despite her high-profile background, Gates faces the same outdated questions that have long challenged women in business-specifically, how starting a family might affect her commitment to her company.
Gates and her co-founder, Sophia Kianni, launched Phia, an AI-driven app that helps shoppers compare fashion prices. During fundraising, investors questioned both founders about their plans for having children. Gates sought advice from her mother, Melinda Gates, who bluntly told her, "Get up or get out of the game".
This experience is not unique to Gates. Recent studies show that gender stereotypes continue to shape the experiences of women founders and professionals, even at the highest levels. Eloïse Eonnet, head career coach at The Muse, notes that despite progress, assumptions about women's long-term dedication to their careers-especially regarding motherhood-still surface frequently. Eonnet hears from women leaders who are asked how they will "manage it all" or are passed over for roles simply because they might have children.
Data supports these anecdotes: The Muse’s 2024 Women’s Workplace Experience Report found that 42% of women have faced gender-biased or inappropriate questions during hiring, with women in executive roles experiencing this even more often. These questions, Eonnet explains, are not about genuine curiosity but are rooted in persistent biases and narrow definitions of leadership21.
The "motherhood penalty" is also well documented. Research by sociologist Shelley Correll and others shows that mothers are often viewed as less competent and committed, making them less likely to be hired or promoted and more likely to be paid less than women without children or men. Iris Bohnet, professor at Harvard Kennedy School, emphasizes that these perceptions remain a significant barrier .
The broader outlook is concerning. According to the 2025 Women in the Workplace Survey by Fairygodboss, 79% of women believe that recent rollbacks in diversity, equity, and inclusion (DEI) initiatives by companies and the government will negatively impact opportunities for women. Women with advanced degrees are particularly worried about the decline in leadership and mentorship opportunities.
Moving Forward
Experts recommend that employers avoid asking personal, discriminatory questions about family planning practice, which is often illegal. Instead, the focus should be on building workplaces where everyone can thrive. For women, preparation is key: being aware of stereotypes, coming prepared for negotiations, and clearly demonstrating their value through achievements and innovative ideas are all important strategies.
Eonnet further advises women to stay true to their values and be selective about where they invest their talents. If an environment routinely questions their commitment based on gender or life choices, she says, it reflects the limitations of that organization and the individual’s abilities. Women are encouraged to seek out communities that recognize leadership is defined by impact, integrity, and vision, not outdated norms.