It wasn’t until I was in my early 30s that I realized I am the quintessential bias interrupter. I grew up being described as “rebellious” and “stubborn.” As an adult, I began renaming myself as “outspoken” and “assertive.”

Indignance was in my blood as a hot-headed (excuse me, passionate) Korean American daughter of immigrants. I was a far departure from the submissive, quiet Asian American woman depicted in media. In other words, for my fellow colleagues expecting me to make myself small and subservient, I was too “combative” for their liking. As one can imagine, this created significant barriers when it came to promotions or job opportunities.

Comparatively, Seattle is a place where it is easier to become successful as a woman. There are more women-owned businesses in Seattle than any other state (and I believe this data reflects Seattle’s progressive politics). And I would never consider living elsewhere for the sole reason that Seattle is dense in its Asian-owned businesses.

But what nags at me is that my own experiences fighting for a management position as an Asian American woman were still wrought with adversities. The wealth distribution in Seattle shows that those who have the most affluence are still white families. Those with inequitable access to opportunities for building generational wealth are still chained to educational, career, and social systems that continue to favor white, cisgendered, heterosexual men.

The system may be easier in Seattle, but the system still exists.

The system may be easier in Seattle, but the system still exists. Sheryl Sandberg’s Lean In quotes the “Vice President of Works Hybrid.” The VP states, “A president of a tech company said something that stuck with me. She said, ‘Women are hired for what they have done. Men are hired for what they can become.’” There is no exception to this rule in Seattle.

The solution to improving Seattle’s opportunities for women should not be oversimplified to more women-owned businesses. The solution is more women of color in those big corporations, which take up so much real estate in our city and overinflate the median household income while housing access quickly worsens.

The solution is more government-funded grants to support women entrepreneurs. But the solution is also mentorship. What does it look like for white women or white men who are already in positions of power and success to mentor a woman of color to succeed? What does it mean to reframe our educational system, so we no longer see our students of color pushed out of academia so the ones furthest away from educational justice can experience academic success and be set on a positive career trajectory?

If we want to cultivate more opportunities for women, we need to start in K-12 and higher education to ensure our students are career-ready to be prepared to demand better opportunities that they will most likely not be readily offered. The solution is, and always will be, more investment in our youth.

This feature is part of our annual Trailblazing Women series, honoring 10 women who turn challenges into progress and lead with courage, vision, and grit.