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Charleston panel urges more funding, mentorship and workplace supports for women
Summary
At the City of Charleston Commission on Women’s March 23 "State of the Women 2026" panel, leaders called for tangible investments — from honoraria and capital to mentorship pods and workplace supports for menopause — and highlighted community networks like Charleston Women in Tech.
CHARLESTON — Leaders at the City of Charleston Commission on Women’s March 23 "State of the Women 2026" panel urged concrete steps to support women across careers and life stages, calling for more direct funding, stronger mentorship networks and workplace policies that acknowledge women's health needs.
Panelists opened by describing the paths that shaped them: Dr. Tamara Butler, executive director of the Avery Research Center for African‑American History and Culture, said her leadership began "my origin story from the playground giving pep talks to global strategists," tracing the arc from childhood community work to roles in education and culture. Dr. Sheranda Atkins, founder of Psych My Way, described practical, clinical concerns and the intersection of hormones and mental health with workplace participation. Audrey Gibson, who runs early‑stage programs for TechStars, highlighted Charleston Women in Tech’s growth — "an organization of over 3,000 women" — as an example of local network building. Adora, founder of a tech ecosystem serving underrepresented communities, described translating an athletic background and immigration experience into tech entrepreneurship: "I was I was born from in Nigeria and I had to come into America," she said.
Why it matters: panelists pushed against symbolic support and asked for money and infrastructure that enable sustained participation. "Exposure don't keep my lights on," Butler said, calling for honoraria, travel support and funding that lets women stay in leadership roles. Speakers described persistent gaps in access to capital for women entrepreneurs, technical mentorship shortages and limited institutional supports that make it harder for women to accept promotions or remain in demanding roles.
Health and work: a clinician on the panel cited research linking midlife and menopausal symptoms to labor‑market effects, saying "around two‑thirds of working women with menopausal symptoms report a negative impact on work performance" and that nearly half of midlife women change how they work to cope. Panelists urged employers and local policymakers to consider supports ranging from flexible schedules to explicit leave or accommodation policies so experienced staff are not forced to reduce hours or decline advancement.
Practical steps: speakers favored low‑barrier, tangible actions — mentor pods and triads, resume reviews, low‑cost stipends for students and micro‑grants, introductions to investors, and simple hospitality such as ensuring food and communal spaces for students. Panelists also urged more women in investment roles, noting that women‑owned startups receive a small share of venture capital even though evidence shows high performance for female‑led companies.
Next steps and logistics: the Commission approved last month’s minutes (with a spelling correction to the facilitator’s name) by voice assent, scheduled the next monthly session for April 27, and adjourned. The panel discussion will remain available on the commission’s channel for viewers who missed the live event.
The commission did not take legislative action at this session; the discussion focused on community programs, workplace practices and voluntary investments to support women's leadership and retention.
