Pathways: A new approach for women in entrepreneurship

Footnotes

1. See Appendix A: mnAI Data Analysis of Scotland’s Incorporations 2022

2. See The Authority Gap, Mary Ann Sieghart

3. See https://www.mnai.tech/

4. See Appendix A: mnAI Data Analysis of Scotland’s Incorporations 2022

5. See Scotgov National Care Service - adult social care: equality evidence review, June 2022

6. See https://www.gov.scot/publications/scotlands-national-strategy-economic-transformation/

7. See Appendix A: mnAI Data Analysis of Scotland’s Incorporations 2022

8. See https://www.investni.com/support-for-business/proof-of-concept-techstart

9. A similar partnership model was successfully deployed in 2020, during the Covid crisis.

10. See https://www.bvca.co.uk/Portals/0/Documents/Research/2019%20Reports/UK_VC_and_Female_Founders_Report_British_Business_Bank.pdf

11. See glossary.

12. See https://yes.org.uk/

13. See https://www.gov.scot/publications/scottish-technology-ecosystem-review/

14. See https://www.gov.scot/publications/scotlands-national-strategy-economic-transformation/

15. See https://www.gendereconomy.org/the-rise-of-femtech/

16. See Invisible Women by Caroline Criado Perez

17. See https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/earningsandworkinghours/bulletins/genderpaygapintheuk/2022

18. See https://www.oecd.org/digital/bridging-the-digital-gender-divide.pdf

19. See Invisible Women, Caroline Criado Perez

20. See https://www.theguardian.com/inequality/2018/feb/17/dirty-secret-why-housework-gender-gap

21. See The Authority Gap, Mary Ann Sieghart

22. See https://theconversation.com/whats-wrong-with-manels-and-what-can-we-do-about-them-148068

23. See Diversity wins: How inclusion matters, McKinsey Report, May 2020 Diversity

24. See Gender Equality In Education, Scottish Youth Parliament Research, Published October 2022

25. See https://www.bbc.com/worklife/article/20210712-paternity-leave-the-hidden-barriers-keeping-men-at-work

26. This accreditation would operate as part of Scotland’s Fair Work Convention. See https://www.fairworkconvention.scot/

27. https://www.womenlobby.org/IMG/pdf/hernetherrights_resource_pack_2017_web_version.pdf The Ripple Effect Online Abuse During COVID, Sept-2020

28. See https://www.gov.scot/publications/misogyny-human-rights-issue/

29. See https://discovery.dundee.ac.uk/ws/portalfiles/portal/67137325/SB_21_73.pdf

30. https://finder.startupnationcentral.org/

https://www.scaleup.nz/?utm_source=callaghaninnovation.govt.nz&utm_medium=scaleup%20page&utm_campaign=callaghan%20innovation%20website

31. See https://discovery.dundee.ac.uk/en/publications/the-impact-of-covid-19-on-scotlands-women-entrepreneurs

32. i.e., a problem that exists at large scale; for example, affecting many people across the country.

33. These have been derived from both existing research and additional research carried out for this report. That work is summarised in Appendix A.

34. See https://www.british-business-bank.co.uk/wp-content/uploads/2022/06/small-business-equity-tracker-2022.pdf

35. See Appendix A: mnAI Data Analysis of Scotland’s Incorporations 2022

36. See https://raeng.org.uk/media/cdvj3jjv/spotlight-on-spinouts-2022-uk-academic-spinout-trends-v2.pdf

37. Appendix B contains the full cause-and-effect tree in its entirety. In chapters 4 through 8 we take each subsection of this tree and consider it in detail.

38. This root-cause analysis is presented in graphical form on page 41.

39. See https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/784324/RoseReview_Digital_FINAL.PDF

40. See “You Should’ve Asked”, by “Emma”

41. See https://www.vhscotland.org.uk/wp-content/ uploads/2016/12/SINGLE-MOTHERS-HEALTH-AND-INEQUALITIES.doc.pdf

42. In interviews conducted with over 30 women considered to be successful entrepreneurs.

43. See https://www.gov.scot/publications/scottish-technology-ecosystem-review/

44. See https://www.gov.scot/publications/scotlands-national-strategy-economic-transformation/

45. See Invisible Women, Caroline Criado-Perez

46. National Strategy for Economic Transformation, https://www.gov.scot/publications/scotlands-national-strategy-economic-transformation/pages/4/

47. For example, see https://discovery.dundee.ac.uk/ws/portalfiles/portal/67137325/SB_21_73.pdf

48. Search Engine Optimisation (SEO). Techniques for improving a website’s relative position in the search results pages of search engines.

49. See Net childcare costs in EU countries, Impact on family incomes and work incentives, 2019, OECD

50. See https://www.e3hub.org/

51. See https://www.growbiz.co.uk/

52. https://www.healthyworkinglives.scot/workplace-guidance/fair-treatment/good-and-fair-work/ Pages/scotlands-recognition-of-good-work-the-fair-work-framework.aspx

53. This root-cause analysis is presented in graphical form on page 58.

54. For example, see https://www.agile-academy.com/en/agile-dictionary/fail-fast/

55. See https://www.womenintech.co.uk/the-history-of-women-in-tech

56. The Gendered Brain, Gina Rippon, Invisible Women, Caroline Criado-Perez

57. See The Rose Review, 2019

58. See www.iiwhub.com and womensbusinesscentre.com

59. See https://discovery.dundee.ac.uk/ws/portalfiles/portal/67137325/SB_21_73.pdf

60. See https://finder.startupnationcentral.org/

61. See https://www.forbes.com/sites/ startupnationcentral/2019/04/17/israel-new-zealand-partner-on-startup-ecosystem-mapping-tool/?sh=5f32cc5f47fc

62. See wekh.ca

63. https://www.mastercard.com/news/media/phwevxcc/the-mastercard-index-of-women-entrepreneurs.pdf

64. This root-cause analysis is presented in graphical form on page 74.

65. See https://strathprints.strath.ac.uk/81609/7/Mwaura_etal_2022_Global_Entrepreneurship_Monitor_Scotland_2021_22.pdf

66. See yes.org.uk/

67. See https://www.gov.scot/news/national-discussion-on-education/

68. See https://www.gov.scot/publications/independent-review-of-qualifications-and-assessment-terms-of-reference/

69. See https://www.founders4schools.org.uk/

70. See https://www.socialenterprise.academy/scot/social-enterprise-schools

71. See https://www.gov.scot/publications/scottish-technology-ecosystem-review/

72. See https://www.gov.scot/publications/scotlands-national-strategy-economic-transformation/

73. See Gender Balance Briefing, Education Scotland, https://education.gov.scot/nih/Documents/Sciences/SCI15_GenderBalanceinSTEM/GenderBalanceBriefing_tcm4-869326.pdf

74. This root-cause analysis is presented in graphical form on page 81.

75. See https://www.bvca.co.uk/Portals/0/Documents/Research/2019%20Reports/UK_VC_and_Female_Founders_Report_British_Business_Bank.pdf

76. Femtech is a term that refers to diagnostic tools, products, services, wearables and software that use technology to address women’s health issues. Femtech companies also provide products that encompass general health conditions that affect more women than men or affect them differently than they affect men, such as osteoporosis.

77. See www.beauhurst.com/blog/uk-femtech-startups/

78. See https://www.british-business-bank.co.uk/wp-content/uploads/2019/01/UK_VC_and_Female_Founders_Report_ British_Business_Bank.pdf

79. https://www.british-business-bank.co.uk/wp-content/uploads/2019/01/UK_VC_and_Female_Founders_Report_ British_Business_Bank.pdf

80. See https://www.morganstanley.com/ideas/trillion-dollar-blind-spot-infographic

81. See www.gov.uk/government/publications/investing-in-women-code

82. See ukbaa.org.uk/wp-content/uploads/2022/06/investing-in-women-code-annual-report-2022.pdf

83. i.e. the most senior grade of investor employed by the firm.

84. https://www.scottishedge.com/

85. https://www.convergechallenge.com/

86. A founder in this context being defined as an employee of the business, holding at least 25% of the founder share capital and to the satisfaction of the development agency, spends at least 20 hours per week actively working in the business.

87. See Appendix A - HCE Research Strathclyde University in conjunction with mnAI.

88. A similar partnership model was successfully deployed in 2020, during the Covid crisis.

89. See www.investni.com/support-for-business/proof-of-concept-techstart

90. Femtech is a term that refers to diagnostic tools, products, services, wearables and software that use technology to address women’s health issues. Femtech companies also provide products that encompass general health conditions that affect more women than men or affect them differently than they affect men, such as osteoporosis.

91. www.gendereconomy.org/the-rise-of-femtech/

92. See Invisible Women by Caroline Criado Perez

93. See Invisible Women by Caroline Criado Perez

94. See https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/784324/RoseReview_Digital_FINAL.PDF

95. For example, see the Rose Review (2019), Mastercard Index for Women in Enterprise (2021) https://www.thegenderindex.co.uk/report/

96. Subsequent to the publication of this report, the University of Strathclyde will also provide further detailed analysis, when it publishes a future paper based on this data.

97. See https://www.british-business-bank.co.uk/wp-content/uploads/2019/01/UK_VC_and_Female_Founders_Report_British_Business_Bank.pdf

98. See https://www.gov.scot/news/creating-a-wellbeing-economy/

99. See https://www.gov.scot/publications/scotlands-national-strategy-economic-transformation/

100. i.e., the most senior grade of investor employed by the firm.

101. Femtech is a term that refers to diagnostic tools, products, services, wearables and software that use technology to address women’s health issues. Femtech companies also provide products that encompass general health conditions that affect more women than men or affect them differently than they affect men, such as osteoporosis.

102. See https://www.gov.scot/news/creating-a-wellbeing-economy/

103. See https://www.mastercard.com/news/media/phwevxcc/the-mastercard-index-of-women- entrepreneurs.pdf

104. See https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/784324/RoseReview_Digital_FINAL.PDF

105. https://discovery.dundee.ac.uk/ws/portalfiles/portal/67137325/SB_21_73.pdf

106. See https://strathprints.strath.ac.uk/47878/

107. When assigning a gender of ownership to a company, the following rules were applied. Where male or female directors are more than 50.1% of the total the corresponding gender is identified and applied as either “female-led” or “male-led”. Where male and female directors are in equal number, a “mixed- led” label is applied. Where unisex directors are identified and there are no other values to indicate a gender preference, an “uncertain-led” label is applied.

108. Incorporated is defined as the number of companies incorporated within Scotland only

109. 2022 is defined as 1st January 2022 to 21st December 2022 inclusive.

110. For the purposes of this review, the attribution of ethnicity is defined as “ethnic-led” or “non-ethnic- led” only. The data has been provided under Section 8 (b) [IT] of the Substantial Public Interest (SPI) conditions and has been modelled by establishing a name’s country of origin, ethnicity, diaspora and country of residence. All data was encrypted using non-reversible SHA-2 digests (header X-Anonymizer = SHA-256) ensuring the highest levels of encryption were used through-out the process.