PostMag sat down with five trailblazing women in Hong Kong who are excelling at the forefront of scientific and technological innovation.
Here, editor Cat Nelson shares her insights with Florence Chan , co-founder and CEO of AI Guided; Angela Wu, who works as a professor in both the Division of Life Science and the Department of Chemical and Biological Engineering at HKUST; Wendy Lam, the founder of EzyGreenPak; Gina Jiang, serving as the managing director of the Hong Kong Institute of Biotechnology; and Megan Lam co-founder of Neurum Health.
Wendy Lam: I had often been told about the gender disparity in the field, yet when I entered the technology sector post-graduation, I noticed an unexpectedly high number of women participants. However, despite the more accessible entry points for women, climbing up the career ladder remains challenging, with fewer females reaching top management positions such as those found in the C-suite or participating in crucial decisions.
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Currently, we have a software platform, but whenever I attempt to engage in discussions with other leaders or stakeholders, they always ask me to bring my technical person along instead. It leaves me puzzled each time.
However, when contrasted with times gone by? I believe it has become simpler to enter the industry nowadays.
Megan Lam: I concur. A pipeline exists, and I believe that progressively one advantage is that we are inspiring. More females and younger women So we're adding more water to the pipeline, but it has leaks.
It’s quite evident that there is a significant lack of diversity when it comes to how investors envision a tech CEO. This notion often manifests as comments such as “Where’s your tech guy?” or “Do you have a PhD?” Personally, I find myself reflecting on the fact that my rivals typically come from fields like marketing and hospitality management. In reality, I believe I am highly qualified for this role.
I spent six months conducting fundraisers and had even signed the term sheet, putting us in a position to move forward. However, since I was engaged at the time, the investors suddenly changed their stance at the last moment. They claimed that I hadn’t disclosed my upcoming marriage or potential pregnancy within a few months, which they considered a risk. As such, they wanted me to revise my financial models to account for these factors related to motherhood. Ultimately, this led us not to proceed with those investors.
Therefore, many such discussions continue to occur. I am certain that issues like this also cause women to drop out of professional pipelines.
Florence Chan: It's not fair—marriage involves both partners uniting. Why does all the responsibility seem to fall on the woman? How would things change if they posed these questions to the husband as well?
Angela Wu: I am familiar with male founders; they never encounter this question. Definitely not at all.
ML: I nudged my male CTO, the chief technology officer, encouraging him, "Say something."
Gina Jiang: I believe these types of questions remain quite biased toward women. I have come across similar ones previously.
Right now, leading a team, I have female staff who are going to get married or have kids. I think the first thing is to set an example. For instance, I have a staff member who got married last year and is pregnant right now. The message I try to impart to the team is that this is great news. She's expecting a baby, but there's still work that must be done and let's do our best to help her out. What do we do when she's on maternity leave Everyone should be part of the plan. I believe this needs to be implemented more effectively.
ML: I really appreciate what Gina mentioned. Many discussions nowadays surrounding women in STEM fields—such as science, technology, engineering, and math—are often focused on obstacles and problems faced. However, I believe it would be beneficial to highlight practical solutions that have been successfully put into practice. Perhaps we could shift our focus slightly away from emphasizing gender and instead concentrate equally on recognizing the significance, impact, achievements, and measurable outcomes of the work being done within these disciplines.
FC: The issue of stereotypes persists. During my undergraduate studies in electronic engineering, whenever I conducted experiments and touched the equipment, someone would comment, "This is menial work. You shouldn’t handle it; leave it to the guys." Consequently, I’d withdraw. Each time something similar happened, it made me—and other women—take a step backward.
The crucial point came when I launched my own venture. No one else can take this role except for yourself. You have to handle every aspect personally. It dawned on me that the issue before had been my lack of initiative.
AW: I'd like to comment on this topic as well; it's somewhat related to everything you've mentioned.
My grasp of feminism developed gradually, with each stage building upon the last. Initially, it involved embracing the idea expressed by Sheryl Sandberg—that we must strive to secure our seat at the proverbial table. However, simultaneously, I began questioning whether society unfairly criticizes women who aren’t seen as aggressively pursuing their goals. This led me to wonder why women face pressure to push harder just to achieve parity. Eventually, this introspection evolved into contemplating what genuine systemic changes would be necessary to address these issues effectively.
Since these are practical scenarios, correct? As an employer, if I encounter a man who appears very enthusiastic and vocal next to a woman who comes across as quieter, I might lean towards choosing the man. However, how can we tackle this issue? It’s not usually the woman’s fault because she may have been brought up in an Asian culture where expressing her opinions openly or behaving assertively isn’t encouraged among young women.
Therefore, I identified three phases of feminism but remain without a conclusive response. Occasionally, I experience significant doubt regarding the correct course of action.
ML: If I were your student and witnessed how impressive and exceptional you are simply by being true to yourself, it would genuinely have an impact. Personally, as a young woman, experiencing this made a significant difference for me. I believe that setting a good example truly matters immensely.
However, I understand your point—this is a significant and complex problem that can weigh heavily on individuals. Sometimes, when we encourage people to be more assertive ("lean in"), we risk placing the entire burden on each woman. True, we were not invited to sit at the established table, so we made our own. But at what stage do these separate tables come together?
AW: At university, I experienced a moment when I thought, “Hmm, it seems like whenever my work is showcased, it’s usually as part of ‘Women in Whatever’ events. Why aren’t we included regularly? I don’t believe our efforts are inferior.”
However, fortunately, things have shifted somewhat. In the past, conference organizers were typically older men akin to C-suite executives who held significant influence within their industry and naturally invited other men to deliver keynotes. Now, this dynamic has begun to evolve.
Over the past few years, I've observed an improvement as communities have emphasized the necessity of having at least 30% to 40% female involvement or keynote speakers. This shift has allowed me to witness many talented women presenting high-quality work who previously didn’t get the opportunity to speak at such a prominent level.
After listening to them, you might exclaim, “Wow, I had no idea this individual was involved in this field and accomplishing such impressive work.” In my view, the focus shouldn’t be solely on DEI (diversity, equity, and inclusion) or reserving quotas for women. The issue stems from deeper systemic problems. Equality has always been lacking, but discussing 2025 in relation to Hong Kong and Asia makes me realize that this necessary understanding hasn't fully taken root yet.
GJ: We've all experienced this feeling. When I got the opportunity to take charge, I was determined to build my own small world. Gender isn’t important here; neither is your identity. The value lies in what you contribute.
Similar to Angela, I've never been fond of the notion that certain days or topics are exclusively for women. My aim is for the workplace culture within my team to demonstrate this belief. We embrace diversity, with each individual contributing their unique skills and perspectives.
One member of our team is rather introverted, yet they hold a crucial position within the group. During meetings, this person tends to speak in hushed tones, which at first caused me considerable stress. Initially, my thoughts were along these lines: "You should project your voice more since what you say carries weight. It’s hard to make out what you’re saying; we need to be able to hear you clearly.”
However, upon further reflection, I understood that this was her method of expression. During the subsequent gathering, I addressed the group, saying, “Give her your attention; she has something important to share.” I also mentioned to her, “Perhaps you could raise your voice slightly, yet continue using your distinct approach to convey your thoughts.” This improved our discussion considerably.
WL: What I’ve come to understand is to disregard others' opinions. Working in manufacturing—a field that’s deeply rooted in tradition and predominantly filled with men—means many folks have known me from childhood onwards. However, it’s been me spearheading business growth and handling marketing efforts. It’s clear to me what the market demands.
FC: Everybody, whether they're female or not, ought to have confidence in their own abilities. In many Asian communities, we often get advice suggesting careers as teachers, lawyers, or office workers. We frequently hear that we should conform to certain roles. I feel somewhat remorseful about following others' guidance excessively, similar to what Wendy pointed out.
ML: Throughout various phases of this flawed system, multiple kinds of solutions can be implemented—such as establishing policies or frameworks designed to handle scenarios like maternity leave.
However, I agree with what Florence mentioned. It truly all starts with high school students. A study conducted by The Women's Foundation examined 42 schools across Hong Kong and found that the city produces fewer female graduates in STEM fields when compared to the global average.
The factors identified include the misguided notions that "boys inherently excel" and that one must exert more effort. This has become an integral part of their self-identity as learners, believing that "I am simply not as capable as boys."
AW: Clearly, my focus leans more towards the educational aspect. After giving it considerable thought, I find it challenging to come up with an effective solution.
I don’t believe that STEM is superior to other fields, as individuals of all genders may have interests in humanities and social sciences. I’m reluctant to encourage girls to pursue STEM, since I felt pressured myself when my family pushed me towards it.
GJ: I completely agree with you. In my own experience, I blend elements from various fields such as medicine, science, technology, and art. The quality of our work improves significantly when we incorporate human aspects and empathy. This approach is particularly crucial in my field since we’re developing cell therapies for treating patients.
AW: Occasionally, I ponder if reversing things—making it acceptable for men to enter sectors typically dominated by women—might create better equilibrium. I'm curious if such research exists.
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The article initially appeared on the South China Morning Post (www.scmp.com), which serves as the premier source for news coverage of China and Asia.
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