We’re thrilled to sit down with Ling-Yi Tsai, an HRTech expert with decades of experience in transforming workplace cultures through innovative technology. Specializing in HR analytics and the integration of tech solutions in recruitment, onboarding, and talent management, Ling-Yi has a deep understanding of how organizations can foster equity and inclusion. Today, we’ll explore her insights on creating supportive environments for women in the workplace, drawing from examples like Kansas State University’s impressive ranking as No. 3 on Forbes’ America’s Best Employers For Women 2025 list. Our conversation will touch on the evolution of workplace policies, the role of strategic planning in equity, and the importance of breaking down barriers for female employees, as well as how technology can amplify these efforts.
How do historical milestones, like being one of the first universities to admit women, shape an organization’s culture and commitment to gender equity today?
Historical milestones are incredibly powerful in shaping an organization’s identity and values. For a place like Kansas State University, being among the first to admit women in the 1860s set a precedent for inclusivity that continues to resonate. It’s not just about the past; it’s a reminder to current leadership and employees that breaking barriers is part of their DNA. This kind of legacy often translates into policies and a culture that prioritize access and opportunity for all, especially for women. It fosters a sense of responsibility to uphold and build on that history through modern initiatives like flexible work arrangements or career development programs. From an HRTech perspective, technology can help track and measure how these values are lived out today—through data on representation, pay equity, and employee feedback.
What role do strategic plans, such as K-State’s Next-Gen plan to become an ‘employer of choice,’ play in advancing workplace equity for women?
Strategic plans are critical because they provide a roadmap for intentional change. K-State’s Next-Gen plan, for instance, isn’t just a catchy phrase—it’s a commitment to creating an environment where employees, including women, want to work and stay. These plans often involve setting clear goals around recruitment, retention, and compensation fairness, which directly impact gender equity. From my experience with HR analytics, I’ve seen how technology can support such strategies by identifying gaps in representation or pay through data analysis, and then tracking progress over time. When an organization prioritizes being an employer of choice, it often means investing in benefits like parental leave or tuition assistance, which disproportionately benefit women who may juggle multiple roles. It’s about aligning vision with actionable, measurable steps.
How can organizations effectively identify and dismantle barriers that hinder women’s success in the workplace?
Identifying barriers starts with listening—through surveys, focus groups, and one-on-one conversations. Common obstacles for women often include lack of access to mentorship, unequal pay, or inflexible schedules that clash with caregiving responsibilities. Once these are pinpointed, dismantling them requires a multi-pronged approach. For example, organizations can implement mentorship programs pairing women with senior leaders or use HRTech tools to ensure transparency in pay structures. Professional development opportunities, like leadership training tailored for women, also make a big difference. On a personal level, fostering a culture where women feel safe to voice concerns about discrimination or work-life balance is key. Technology plays a huge role here—data analytics can highlight where barriers persist, and digital platforms can facilitate support networks or flexible work solutions.
What impact does recognition, such as a high ranking on a list like Forbes’ Best Employers For Women, have on an organization’s efforts to support female employees?
Recognition like a top ranking on Forbes’ list is a powerful motivator. It validates the hard work an organization has put into creating an equitable workplace and boosts morale among employees who see their experiences reflected in such accolades. For leadership, it’s a benchmark that can inspire further innovation—whether it’s enhancing parental leave policies or addressing unconscious bias in hiring. From an HRTech lens, these rankings also provide data points to analyze what’s working and what isn’t. They often encourage organizations to double down on their efforts, knowing that external validation can attract top talent, especially women seeking supportive environments. It’s not just a pat on the back; it’s a call to keep pushing the envelope.
How can technology, particularly HR analytics, help organizations ensure fair pay and improve work-life balance for women?
HR analytics is a game-changer in promoting fairness and balance. On pay equity, technology can run detailed compensation studies to uncover disparities between genders across roles and departments. These tools provide hard data that organizations can act on—adjusting salaries, revising promotion criteria, or setting transparent pay bands. For work-life balance, analytics can track usage of benefits like flexible schedules or remote work options, identifying if women are accessing these at lower rates and why. Beyond numbers, tech platforms can enable solutions like virtual childcare support or wellness programs tailored to employee needs. In my work, I’ve seen how dashboards and predictive models help leaders make informed decisions that directly address women’s unique challenges in the workplace.
What lessons can organizations learn from top employers about building a workforce that reflects diverse perspectives and drives innovation?
Top employers teach us that diversity isn’t just a checkbox—it’s a business advantage. When women are represented at all levels, especially in leadership, it brings varied perspectives that spark creativity and better problem-solving. These organizations often prioritize inclusive hiring practices, mentorship, and continuous feedback loops to ensure women’s voices are heard. They also tend to offer benefits that cater to diverse needs, like extended parental leave or caregiver support, which signal that all employees matter. From an HRTech standpoint, adopting tools to monitor diversity metrics and employee sentiment can help replicate these successes. The key lesson is that fostering diversity requires ongoing commitment—through policies, culture, and tech—to create an environment where everyone thrives.
What is your forecast for the future of gender equity in the workplace over the next decade?
I’m optimistic about the future of gender equity, largely because of the momentum we’re seeing now. Over the next decade, I expect technology to play an even bigger role—think AI-driven bias detection in hiring or advanced analytics for real-time pay equity monitoring. I also foresee more organizations adopting hybrid work models that naturally support women who balance multiple responsibilities. However, progress will depend on leadership accountability and cultural shifts—policies alone won’t cut it. We’ll likely see greater emphasis on intersectionality, ensuring equity efforts address not just gender but race, age, and other identities. My hope is that by 2035, discussions about gender equity will focus less on closing gaps and more on sustaining parity as a norm.