When I went to medical school, women represented one third, or less, of all medical school students. Data now indicates women’s medical school enrollment is outpacing men’s – with incoming medical school classes comprised of 50 - 60% women. The health information technology (HIT) sector has not followed the evolution of the medical profession we serve. HIMSS data disappointingly shows that today women comprise a smaller percentage of hospital CIOs, 25% today, compared with 32% a decade ago. A report by the Harvard School of Public Health reveals even more alarming information about women in leadership across the health care industry as a whole, quoting a 2013 report by Rock Health finding that although woman make up the majority of the health care workforce, they hold only 19 percent of hospital CEO positions, and head only 4 percent of health care companies. NextGen Healthcare has made progress over the last few years, but we still have much work to do. Currently, 25% of our organization’s leadership team (VP and above) is comprised of female leadership. Changing these ratios takes time and requires deliberate planning and preparation. Leadership teams need to take a proactive and purposeful approach to this problem since it is not sufficient to simply believe that parity among men and women is the desired state. At NextGen we have taken a very active approach through engagement of our Women in Technology employee resource group to set the standards for ensuring we have female candidates as part of every senior leadership candidate role.