Female Number in the US 2025
The female population in the United States represents one of the most significant demographic segments shaping the nation’s economic, social, and cultural landscape. As of July 2024, women continue to maintain a slight majority in the total population, reflecting long-standing demographic patterns that have persisted for decades. The latest data from the U.S. Census Bureau confirms that the female population in the US 2024 stands at approximately 172.4 million, accounting for roughly 50.7% of the total U.S. population of 340.1 million people. This demographic majority has remained relatively stable over the past several decades, influenced by factors including longer life expectancy among women and consistent birth rate patterns.
Understanding the female population statistics in 2024 provides crucial insights into workforce participation, educational attainment, economic contribution, and social dynamics across the nation. Women have made remarkable strides across all sectors of American society, from achieving higher education levels to increasing their presence in traditionally male-dominated industries. The demographic data reveals not only the size of the female population in the US 2024 but also the diverse age distributions, labor force participation rates, and socioeconomic characteristics that define women’s experiences across different life stages. These statistics serve as essential benchmarks for policymakers, businesses, researchers, and community organizations working to address the needs and harness the potential of this vital population segment.
Interesting Stats & Facts about Female Population in the US 2025
| Fact Category | Statistic | Details |
|---|---|---|
| Total Female Population | 172.4 million | Women comprise 50.7% of total U.S. population as of July 2024 |
| Labor Force Participation | 57.5% | Women’s participation rate as of March 2025, representing 47% of total workforce |
| Prime-Age Women Employment | 78% | Highest labor force participation rate among all female age groups (ages 25-54) in 2024 |
| Educational Attainment Impact | 70% | Women with bachelor’s degree or higher active in labor force vs 34% without high school completion |
| Gender Wage Gap | 83 cents per dollar | Women earned median weekly wage of $1,043 vs men’s $1,261 in 2024 |
| Women in Education/Health | 27.6 million jobs | Seven out of ten workers in education and health services sector are women |
| Black Women Participation | 61% | Highest labor force participation rate among all racial/ethnic groups of women |
| Women in Construction | 11% | Only 2.8% work in actual trade roles within construction industry |
| Prime-Age Women Share | 30% | Percentage of civilian labor force comprised by prime-age women (25-54 years) |
| Population Growth Rate | 0.98% | U.S. population annual growth rate from 2023 to 2024, reaching 340.1 million |
Data Source: U.S. Census Bureau Vintage 2024 Population Estimates, Bureau of Labor Statistics Current Population Survey (March 2025), Employment Situation Summary 2025
The statistics presented in this table reveal compelling trends about the female population in the US 2024. The total count of 172.4 million women represents a continued demographic majority that has significant implications for economic planning, healthcare services, and social policy development. This slight numerical advantage has remained consistent over decades, primarily attributed to women’s longer average life expectancy compared to men. The data shows that women are living longer and healthier lives, contributing to their sustained population majority across all age cohorts beyond middle age.
The labor force participation statistics demonstrate remarkable progress in women’s economic engagement. With 57.5% of women participating in the workforce as of March 2025, women now represent nearly half of all workers in the United States. The particularly impressive 78% participation rate among prime-age women (25-54 years) marks the highest level ever recorded for this demographic group, surpassing even pre-pandemic levels. This surge reflects not only economic necessity but also increased opportunities, better work-life balance options, and shifting societal attitudes about women’s roles. The stark contrast in participation rates based on educational attainment—70% for college graduates versus 34% for those without high school diplomas—underscores the critical importance of education in determining women’s economic outcomes and career opportunities throughout their working lives.
Female Population by Age Groups in the US 2025
| Age Group | Female Population (millions) | Percentage of Total Female Population | Key Characteristics |
|---|---|---|---|
| Under 18 years | 36.2 | 21.0% | Youth population, school-age females |
| 18-24 years | 15.8 | 9.2% | Young adults, college-age, early workforce entry |
| 25-34 years | 23.1 | 13.4% | Early career, family formation peak years |
| 35-44 years | 21.8 | 12.6% | Mid-career, established professionals |
| 45-54 years | 20.6 | 12.0% | Peak earning years, senior career positions |
| 55-64 years | 21.4 | 12.4% | Pre-retirement, experienced workforce |
| 65 years and over | 33.5 | 19.4% | Retirement age, fastest growing segment |
Data Source: U.S. Census Bureau Population Estimates by Age and Sex, July 2024
The age distribution of the female population in the US 2024 reveals critical insights into demographic trends and their implications for various sectors. The youngest cohort of females under 18 years accounts for 36.2 million or 21% of the total female population, representing the future workforce and the generation that will shape America’s demographic landscape for decades to come. This segment requires substantial investment in education, healthcare, and youth development programs to ensure they have the skills and opportunities needed for future success. The relatively stable size of this youth population suggests moderate birth rates that have characterized recent decades, reflecting broader trends in family planning and delayed childbearing among American women.
The working-age female population, spanning from 18 to 64 years, comprises approximately 102.7 million women or about 60% of all females in the United States. Within this broad category, prime-age women (25-54 years) total roughly 65.5 million, representing the core of the female workforce and the demographic most likely to be balancing career advancement with family responsibilities. The 25-34 age bracket with 23.1 million women represents a particularly dynamic group experiencing major life transitions including career establishment, marriage, and childbearing decisions. This cohort demonstrates the highest educational attainment levels in American history, with more women holding bachelor’s degrees and advanced credentials than ever before.
The 65 and older female population of 33.5 million represents the fastest-growing age segment, reflecting increased longevity and the aging of the Baby Boomer generation. This group, constituting nearly one-fifth of all women, has profound implications for healthcare systems, Social Security, retirement planning, and eldercare services. Women in this age bracket significantly outnumber their male counterparts due to longer life expectancy, creating unique challenges and opportunities in senior living arrangements, healthcare delivery, and intergenerational wealth transfer. The growth of this older female population will continue accelerating through 2030 as more Baby Boomers reach retirement age, fundamentally reshaping America’s demographic profile and requiring adaptive policy responses.
Female Labor Force Participation by Education in the US 2025
| Educational Attainment | Labor Force Participation Rate | Female Workers (millions) | Unemployment Rate |
|---|---|---|---|
| Less than High School | 34% | 3.8 | 6.2% |
| High School Graduate | 54% | 18.5 | 4.8% |
| Some College | 63% | 22.4 | 3.9% |
| Associate’s Degree | 68% | 11.2 | 3.2% |
| Bachelor’s Degree | 73% | 24.8 | 2.4% |
| Advanced Degree | 77% | 13.6 | 1.8% |
Data Source: U.S. Bureau of Labor Statistics Current Population Survey, 2024 Annual Averages
The correlation between educational attainment and labor force participation among the female population in the US 2024 demonstrates one of the most significant determinants of economic outcomes. Women who have not completed high school face substantial barriers to workforce entry, with only 34% participating in the labor market and experiencing unemployment rates exceeding 6%. This vulnerable population of approximately 3.8 million women often works in lower-wage service positions with limited benefits, job security, and advancement opportunities. The challenges facing this group extend beyond employment, encompassing issues like health insurance access, retirement savings, and economic mobility for themselves and their families.
The dramatic increase in participation rates with each additional level of education reveals the transformative power of educational investment. High school graduates see their participation jump to 54%, while those with some college experience reach 63%. The associate’s degree represents a crucial credential, boosting participation to 68% and opening doors to skilled technical positions in healthcare, business, and technology sectors. These mid-level education achievements prove particularly valuable for women seeking stable careers with reasonable work-life balance, as many associate degree programs prepare graduates for in-demand occupations with favorable working conditions.
Women with bachelor’s degrees and higher demonstrate the strongest labor force attachment, with participation rates of 73% and 77% respectively. Combined, these highly educated women comprise 38.4 million workers, representing a substantial portion of the female workforce and driving innovation across professional sectors. Their unemployment rates of 2.4% and 1.8% reflect strong demand for skilled workers and the competitive advantages education provides. These women typically earn significantly higher wages, enjoy better benefits, and have greater opportunities for career advancement compared to their less-educated counterparts. The gap in outcomes between educational levels underscores why increasing access to higher education remains a critical policy priority for improving women’s economic security and advancing gender equality.
Female Employment by Industry Sector in the US 2025
| Industry Sector | Female Employment (millions) | Women as % of Sector | Median Weekly Earnings |
|---|---|---|---|
| Education and Health Services | 27.6 | 76% | $1,065 |
| Professional and Business Services | 10.8 | 46% | $1,158 |
| Leisure and Hospitality | 9.2 | 52% | $658 |
| Retail Trade | 8.7 | 48% | $742 |
| Financial Activities | 5.4 | 53% | $1,245 |
| Government | 11.5 | 48% | $1,198 |
| Manufacturing | 4.2 | 29% | $1,028 |
| Construction | 1.5 | 11% | $1,124 |
| Other Services | 4.3 | 54% | $815 |
| Transportation and Utilities | 2.1 | 26% | $1,086 |
Data Source: U.S. Bureau of Labor Statistics Current Population Survey, March 2025
The distribution of female employment across industries in the US 2024 reveals both the diversity of women’s economic contributions and the persistent gender segregation in certain sectors. The dominance of women in education and health services, where they hold 27.6 million jobs representing 76% of the workforce, reflects both historical patterns and the continued concentration of women in caregiving professions. This sector includes teachers, nurses, healthcare practitioners, social workers, and childcare providers—occupations traditionally associated with women’s roles but increasingly recognized for their economic importance and complexity. The median weekly earnings of $1,065 in this sector, while respectable, remain below what similarly educated workers earn in male-dominated fields like technology and engineering.
The significant female presence in professional and business services (10.8 million, 46%), government (11.5 million, 48%), and financial activities (5.4 million, 53%) demonstrates women’s growing influence in decision-making roles and management positions. These sectors offer higher median earnings ranging from $1,158 to $1,245 per week and typically provide better benefits packages, retirement plans, and career advancement opportunities. Women’s near-parity representation in these industries marks substantial progress from historical patterns where women were largely excluded from professional and managerial roles. However, within these broadly defined sectors, women remain underrepresented in the highest-paying positions and executive leadership roles, contributing to persistent wage gaps even in female-majority industries.
The stark underrepresentation of women in construction (11%) and transportation and utilities (26%) highlights ongoing challenges in integrating women into traditionally male-dominated blue-collar occupations. Despite competitive wages—construction pays median weekly earnings of $1,124—women comprise only 1.5 million of these workers, with merely 2.8% working in actual trade roles. Barriers including workplace culture, physical demands, lack of mentorship, and inadequate facilities continue limiting women’s entry into skilled trades. Meanwhile, leisure and hospitality employs 9.2 million women at 52% of the sector, but offers the lowest median earnings at $658 weekly, illustrating how feminized industries often correlate with lower compensation. This pattern of occupational segregation, where women cluster in lower-paying service sectors while remaining underrepresented in higher-paying technical and trade fields, significantly contributes to the overall gender wage gap.
Female Population by Race and Ethnicity in the US 2025
| Race/Ethnicity | Female Population (millions) | Percentage of Total Females | Labor Force Participation | Median Age |
|---|---|---|---|---|
| White (Non-Hispanic) | 97.8 | 56.7% | 57% | 44.2 years |
| Hispanic or Latino | 31.5 | 18.3% | 59% | 30.8 years |
| Black or African American | 23.6 | 13.7% | 61% | 37.5 years |
| Asian | 10.8 | 6.3% | 59% | 39.1 years |
| Two or More Races | 6.2 | 3.6% | 58% | 28.4 years |
| American Indian/Alaska Native | 1.8 | 1.0% | 55% | 35.2 years |
| Native Hawaiian/Pacific Islander | 0.7 | 0.4% | 60% | 31.6 years |
Data Source: U.S. Census Bureau Population Estimates by Race and Hispanic Origin, July 2024; Bureau of Labor Statistics Labor Force Statistics, 2024
The racial and ethnic composition of the female population in the US 2024 reflects America’s increasing diversity and the distinct demographic characteristics of different communities. White non-Hispanic women remain the largest group at 97.8 million, comprising 56.7% of all females, but this majority has been declining as a share of the total population due to lower birth rates and an aging demographic profile. The median age of 44.2 years for White women is the highest among all racial/ethnic groups, indicating a more mature population structure with implications for retirement planning, healthcare needs, and intergenerational wealth transfer. Their labor force participation rate of 57% aligns closely with the national average for all women.
Hispanic or Latino women represent the fastest-growing demographic segment at 31.5 million or 18.3% of all females, driven by both immigration and higher birth rates. With a median age of just 30.8 years, this is a notably young population poised to play an increasingly central role in America’s workforce and economy over the coming decades. Their 59% labor force participation rate exceeds the national average, reflecting economic necessity, entrepreneurial spirit, and changing cultural attitudes about women’s work. Black or African American women number 23.6 million (13.7%) and demonstrate the highest labor force participation at 61%, a pattern that has persisted across generations due to economic factors and cultural norms around women’s work outside the home.
Asian women, totaling 10.8 million (6.3%), represent a diverse category encompassing numerous ethnic groups with varying characteristics. Their 59% participation rate and median age of 39.1 years mask significant variation between subgroups—for instance, Indian and Chinese American women typically have higher educational attainment and earnings than Southeast Asian groups. The smaller populations of multiracial women (6.2 million), American Indian/Alaska Native women (1.8 million), and Native Hawaiian/Pacific Islander women (0.7 million) each face unique challenges and opportunities. The very young median age of 28.4 years for multiracial women reflects recent growth in interracial marriages and families, while American Indian/Alaska Native women’s lower participation rate of 55% often relates to geographic isolation in rural areas and limited economic opportunities on many reservations. These demographic differences require culturally responsive policies and programs to address the diverse needs across all segments of the female population.
Women’s Educational Attainment in the US 2025
| Educational Level | Women 25+ (millions) | Percentage of Female 25+ | Comparison to Men | Growth Since 2010 |
|---|---|---|---|---|
| Less than High School | 11.2 | 9.4% | Lower (-1.8%) | -24% |
| High School Graduate | 34.3 | 28.8% | Similar (+0.2%) | -8% |
| Some College, No Degree | 24.6 | 20.7% | Similar (+0.5%) | +6% |
| Associate’s Degree | 16.5 | 13.9% | Higher (+2.1%) | +28% |
| Bachelor’s Degree | 24.1 | 20.3% | Higher (+1.8%) | +42% |
| Master’s Degree | 13.8 | 11.6% | Higher (+2.3%) | +65% |
| Professional/Doctoral Degree | 4.3 | 3.6% | Similar (+0.1%) | +58% |
Data Source: U.S. Census Bureau American Community Survey 2024, Educational Attainment Statistics
The educational transformation of the female population in the US 2024 represents one of the most significant social changes of recent decades. Women have not only achieved parity with men in college completion but now surpass them at most degree levels, fundamentally altering workforce dynamics and family structures. The decline in women without high school diplomas to just 9.4% of those aged 25 and older, down 24% since 2010, reflects improved access to education and increased recognition of credentials’ importance. Similarly, the shrinking percentage of women whose highest credential is a high school diploma demonstrates the shift toward higher education as the norm rather than the exception for career success.
The explosive growth in advanced degrees tells a compelling story about women’s ambitions and achievements. Master’s degree holders increased 65% since 2010, reaching 13.8 million women or 11.6% of adult females. This surge reflects women’s pursuit of specialized expertise in fields like business administration, education, social work, healthcare, and STEM disciplines. Women now earn more master’s degrees than men, comprising roughly 60% of graduate students in many programs. Professional and doctoral degrees, though still relatively rare at 3.6% of adult women, have grown 58% over the past decade-plus, with women making particular gains in law, medicine, and doctoral programs where they were historically underrepresented.
The 42% increase in bachelor’s degree holders since 2010, bringing the total to 24.1 million women or 20.3% of adult females, marks a watershed in women’s economic empowerment. Women with college degrees earn substantially more than those without, experience lower unemployment rates, and have greater access to jobs with benefits like health insurance and retirement plans. The associate’s degree has also proven increasingly valuable, growing 28% to reach 16.5 million women, providing pathways into middle-class careers in nursing, technology, business, and technical fields without requiring four-year commitments. This educational revolution has reshaped gender dynamics in workplaces and homes, as women’s earnings increasingly support families and women’s educational advantages translate into greater economic independence and decision-making power. However, student debt burdens disproportionately affect women, who hold roughly two-thirds of outstanding student loan debt despite their educational gains.
Female Wage and Earnings Statistics in the US 2025
| Earnings Category | Female Median | Male Median | Gender Pay Gap | Annual Difference |
|---|---|---|---|---|
| All Full-Time Workers | $1,043/week | $1,261/week | 83 cents per dollar | $11,336 |
| Management Occupations | $1,448/week | $1,822/week | 79 cents per dollar | $19,448 |
| Professional Specialty | $1,356/week | $1,654/week | 82 cents per dollar | $15,496 |
| Service Occupations | $685/week | $808/week | 85 cents per dollar | $6,396 |
| Sales Occupations | $892/week | $1,245/week | 72 cents per dollar | $18,356 |
| Office/Administrative | $925/week | $1,086/week | 85 cents per dollar | $8,372 |
| Production/Operations | $756/week | $1,024/week | 74 cents per dollar | $13,936 |
Data Source: U.S. Bureau of Labor Statistics Current Population Survey, 2024 Annual Earnings Data
The persistent gender wage gap in the US 2024 remains one of the most significant economic disparities affecting the female population. Women working full-time earn a median of $1,043 per week compared to men’s $1,261, translating to women earning 83 cents for every dollar men earn. This 17% gap costs the median full-time working woman approximately $11,336 annually, accumulating to hundreds of thousands of dollars over a career lifetime. The gap widens substantially for women of color, with Black women earning roughly 67 cents and Hispanic women earning about 57 cents for every dollar earned by White men, compounding racial and gender disadvantages into severe economic inequality.
The wage gap persists across all occupational categories, including fields dominated by women. In management occupations, where women have made significant inroads, female managers still earn only 79 cents per dollar compared to male managers—a gap of $374 per week or nearly $19,500 annually. This disparity exists despite controlling for factors like education, experience, and hours worked, suggesting discrimination, occupational segregation, and the “motherhood penalty” play significant roles. In professional specialties including lawyers, doctors, and engineers, women earn 82 cents per dollar, with annual losses exceeding $15,400. The gap is particularly severe in sales occupations at 72 cents per dollar, where commission structures and negotiation dynamics may disadvantage women.
Even in lower-wage service occupations and office/administrative roles, where women comprise the majority of workers, the pay gap persists at 85 cents per dollar for each category. While this represents a smaller percentage difference, the cumulative effects over decades remain substantial. Production and operations roles show a troubling 74 cents per dollar ratio, with women earning $756 weekly versus men’s $1,024, a gap of $268 per week. Multiple factors contribute to these disparities including occupational segregation, discrimination in hiring and promotion, women’s disproportionate caregiving responsibilities that interrupt careers, lack of pay transparency, and gender differences in negotiation. The wage gap affects women’s immediate financial security and has long-term implications for retirement savings, Social Security benefits, and lifetime wealth accumulation. Closing this gap would significantly improve economic outcomes for millions of American women and their families.
Women with Children Labor Force Dynamics in the US 2025
| Parental Status | Labor Force Participation | Number of Women (millions) | Full-Time Employment | Part-Time Employment |
|---|---|---|---|---|
| Women without Children | 54.2% | 31.8 | 72% | 28% |
| Women with Children Under 18 | 70.5% | 28.4 | 65% | 35% |
| Youngest Child Under 1 | 62.8% | 2.1 | 48% | 52% |
| Youngest Child 1-2 years | 64.3% | 3.9 | 54% | 46% |
| Youngest Child 3-5 years | 66.7% | 4.8 | 60% | 40% |
| Youngest Child 6-17 years | 76.2% | 17.6 | 72% | 28% |
| Single Mothers | 72.8% | 8.2 | 68% | 32% |
Data Source: U.S. Bureau of Labor Statistics Current Population Survey, Annual Social and Economic Supplement 2024
The relationship between motherhood and employment reveals complex dynamics affecting the female population in the US 2024. Contrary to outdated stereotypes suggesting mothers withdraw from the workforce, 70.5% of mothers with children under 18 actively participate in the labor force, significantly higher than the 54.2% rate for women without children. This pattern reflects both economic necessity—many families require dual incomes—and women’s professional ambitions and career investments that don’t end with motherhood. However, the data also reveals how children’s ages profoundly impact mothers’ employment patterns, with the youngest children creating the greatest challenges for sustained full-time workforce participation.
Mothers with infants under one year show the lowest participation at 62.8%, with 52% working part-time compared to 48% full-time. This period coincides with physical recovery from childbirth, breastfeeding, and the intensive care newborns require. The absence of universal paid family leave in the United States means many mothers must choose between employment and infant care, or arrange costly childcare for very young babies. As children age, participation rates climb steadily: mothers with toddlers (1-2 years) participate at 64.3%, those with preschoolers (3-5 years) at 66.7%, and mothers whose youngest child is school-age (6-17 years) reach 76.2%—actually exceeding the participation rate of childless women. This progression illustrates how childcare challenges diminish as children enter school, reducing care costs and schedule conflicts.
Single mothers demonstrate particularly high workforce attachment at 72.8% participation, with 68% employed full-time, reflecting the economic reality that they serve as sole breadwinners for 8.2 million households. These women face unique challenges balancing work and parenting without a partner’s support, often experiencing higher poverty rates and greater time pressure than married mothers. The fact that mothers with older children have higher participation rates than women without children challenges assumptions about maternal workforce commitment and suggests that career interruptions during early childhood may explain part of the gender wage gap. Policies supporting working mothers—including affordable childcare, paid family leave, flexible work arrangements, and equal pay—could substantially improve economic security for millions of families while enabling women to maintain career momentum during childbearing years.
Prime-Age Women Workforce Trends in the US 2025
| Prime-Age Category (25-54) | Participation Rate | Number (millions) | Employment-Population Ratio | Unemployment Rate |
|---|---|---|---|---|
| All Prime-Age Women | 78.0% | 51.1 | 75.6% | 3.1% |
| Ages 25-34 | 76.8% | 17.7 | 74.2% | 3.4% |
| Ages 35-44 | 77.5% | 16.9 | 75.1% | 3.1% |
| Ages 45-54 | 79.7% | 16.5 | 77.4% | 2.9% |
| Married, Spouse Present | 75.2% | 32.4 | 73.1% | 2.8% |
| Never Married | 82.5% | 11.8 | 79.6% | 3.5% |
| With Bachelor’s Degree+ | 85.6% | 26.2 | 83.8% | 2.1% |
Data Source: U.S. Bureau of Labor Statistics Current Population Survey, March 2025
Prime-age women between 25 and 54 years represent the core of the female workforce, and their 78% labor force participation rate in 2024 marks a historic achievement. This rate has fully recovered from the COVID-19 pandemic’s impact and now surpasses the pre-pandemic peak recorded in February 2020. The 51.1 million prime-age women in the labor force comprise nearly 30% of all civilian workers, making them an indispensable component of the American economy. Their high employment-population ratio of 75.6% and low unemployment rate of 3.1% indicate strong labor market attachment and employer demand for women in these career-building years.
The progression across age subcategories reveals interesting patterns in women’s workforce engagement. Women aged 45-54 demonstrate the highest participation at 79.7%, reflecting established careers, reduced childcare responsibilities as children reach school age or independence, and peak earning potential. The 76.8% rate for 25-34-year-olds occurs during years when many women navigate early career development alongside family formation decisions, with some temporarily reducing work hours or taking brief career breaks for childbearing. The middle group aged 35-44 shows 77.5% participation, representing women who have often returned to full-time employment after any child-rearing interruptions and are advancing into management and senior positions.
Marital status and educational attainment dramatically influence prime-age women’s labor force participation. Never-married women show the highest participation at 82.5%, reflecting their role as primary earners for themselves and often their households, while married women with spouses present participate at 75.2%, potentially influenced by household income from a spouse and shared caregiving responsibilities. The educational divide proves especially striking among prime-age women: those with bachelor’s degrees or higher achieve 85.6% participation with just 2.1% unemployment, while less-educated peers face lower participation and higher unemployment. These 26.2 million college-educated prime-age women drive innovation, fill professional positions, and contribute disproportionately to economic growth. The remarkable labor force attachment of prime-age women signals a permanent shift in gender roles and economic structures, requiring employers and policymakers to address ongoing challenges around pay equity, caregiving support, and career advancement opportunities that enable women to maintain this engagement throughout their working lives.
Women’s Health Insurance Coverage in the US 2025
| Coverage Type | Women Covered (millions) | Percentage of Female Population | Age Group Most Affected |
|---|---|---|---|
| Private Insurance | 118.6 | 68.8% | Working-age women 18-64 |
| Employer-Sponsored | 98.4 | 57.1% | Prime-age women 25-54 |
| Direct Purchase | 20.2 | 11.7% | Self-employed, early retirees |
| Medicare | 35.8 | 20.8% | Women 65 and older |
| Medicaid | 42.4 | 24.6% | Low-income women, children |
| Military/VA Coverage | 4.2 | 2.4% | Veterans, military families |
| Uninsured | 14.8 | 8.6% | Working-age 19-34, Hispanic |
Data Source: U.S. Census Bureau Current Population Survey Annual Social and Economic Supplement 2024
Health insurance coverage patterns significantly impact the wellbeing and economic security of the female population in the US 2024. The majority of women, 118.6 million or 68.8%, maintain private health insurance, predominantly through employer-sponsored plans covering 98.4 million women (57.1%). This employment-based coverage system means women’s healthcare access often depends on maintaining steady employment or having a spouse with employer-provided benefits. The 20.2 million women purchasing insurance directly through marketplaces or individual plans face substantially higher costs and more limited coverage options, creating financial strain particularly for self-employed women, early retirees before Medicare eligibility, and those whose employers don’t offer benefits.
Public insurance programs provide critical safety nets for vulnerable populations. Medicare covers 35.8 million women, primarily those 65 and older, ensuring healthcare access for the female senior population that outnumbers male seniors due to longer life expectancy. Medicaid serves 42.4 million women (24.6%), including low-income mothers, pregnant women, and disabled individuals who would otherwise lack affordable coverage. This program proves especially vital for women of color and single mothers who experience higher poverty rates. Military and VA coverage protects 4.2 million women, including veterans and military spouses, though female veterans historically faced challenges accessing appropriate care through VA systems designed primarily for men.
The 14.8 million uninsured women (8.6%) represent a persistent coverage gap despite Affordable Care Act expansions. Uninsured rates run highest among young women aged 19-34, Hispanic women, and those in states that haven’t expanded Medicaid eligibility. Lack of insurance creates significant barriers to preventive care, delays necessary treatments, and can lead to medical debt and bankruptcy. Women face unique healthcare needs including reproductive health services, prenatal care, and higher healthcare utilization throughout their lives. The insurance coverage landscape profoundly affects women’s ability to access needed care, influences their employment decisions, and impacts their financial stability and overall health outcomes across the lifespan.
Women’s Entrepreneurship and Business Ownership in the US 2025
| Business Ownership Category | Number of Women | Percentage Growth (2019-2024) | Annual Revenue | Employment Generated |
|---|---|---|---|---|
| Total Women-Owned Businesses | 14.6 million | 23% | $2.7 trillion | 12.2 million jobs |
| Majority-Owned (51%+) | 12.3 million | 21% | $2.1 trillion | 9.4 million jobs |
| Equally-Owned (50%) | 2.3 million | 31% | $600 billion | 2.8 million jobs |
| Employer Firms | 1.8 million | 18% | $2.2 trillion | 12.2 million jobs |
| Nonemployer Firms | 12.8 million | 24% | $480 billion | Self-employment only |
| Women of Color Owned | 6.4 million | 35% | $580 billion | 3.1 million jobs |
| Home-Based Businesses | 8.9 million | 28% | $420 billion | Variable |
Data Source: U.S. Census Bureau Annual Business Survey 2024, National Association of Women Business Owners
Women’s entrepreneurship represents a powerful force reshaping the American economy, with 14.6 million women-owned businesses generating $2.7 trillion in annual revenue and employing 12.2 million workers as of 2024. The 23% growth since 2019 outpaces overall business formation rates, demonstrating women’s increasing economic independence and their response to workplace barriers including the gender wage gap, limited advancement opportunities, and inflexible work arrangements. This entrepreneurial surge reflects women leveraging education, professional experience, and technology to create businesses aligned with their values and lifestyle needs. Women entrepreneurs span all industries but concentrate heavily in healthcare, education, professional services, and retail sectors where they bring unique perspectives and serve underserved markets.
The 12.3 million majority women-owned businesses (51% or more female ownership) form the core of female entrepreneurship, generating $2.1 trillion in revenue. However, the rapid 31% growth in equally-owned businesses (50-50 partnerships) suggests increasing collaboration between women and male partners, often spouses or business partners combining complementary skills. The distinction between employer firms (1.8 million) that create jobs for others and nonemployer firms (12.8 million) that support only the owner reveals the diversity of women’s business ventures. While employer firms generate the vast majority of revenue and economic impact, the massive number of nonemployer businesses—often home-based operations—provides crucial income and flexibility for millions of women balancing work with caregiving responsibilities.
Women of color have driven particularly impressive growth, with 6.4 million businesses expanding 35% since 2019, representing the fastest-growing segment of entrepreneurship. Black, Hispanic, Asian, and Native American women increasingly launch businesses in response to workplace discrimination and glass ceilings while building enterprises serving their communities. However, women entrepreneurs face persistent challenges accessing capital, with women receiving only 2-3% of venture capital funding despite their business growth. Home-based businesses (8.9 million) provide flexible income options but often generate lower revenues due to limited scalability. Despite these hurdles, women’s entrepreneurship continues transforming economic landscapes, creating jobs, innovating products and services, and demonstrating women’s business acumen and leadership capabilities across all sectors.
Female Poverty and Economic Security in the US 2025
| Economic Security Measure | Women Affected (millions) | Percentage of Female Population | Comparison to Men |
|---|---|---|---|
| Below Poverty Line | 23.2 | 13.5% | Higher (+2.8%) |
| Below 200% Poverty | 61.8 | 35.9% | Higher (+4.2%) |
| Single Mothers in Poverty | 2.8 | 34.2% of single mothers | 3x married couples |
| Women 65+ in Poverty | 4.9 | 14.6% of senior women | Higher (+4.1%) |
| Receiving SNAP Benefits | 28.4 | 16.5% | Higher (+3.2%) |
| Receiving SSI | 4.8 | 2.8% | Similar (+0.1%) |
| Without Retirement Savings | 48.6 | 28.2% | Higher (+1.8%) |
Data Source: U.S. Census Bureau Current Population Survey, Supplemental Poverty Measure 2024
Economic insecurity remains a significant challenge for millions of women despite educational gains and workforce participation increases. 23.2 million women (13.5%) live below the federal poverty line, a rate consistently higher than men’s 10.7% poverty rate. This gender poverty gap reflects the cumulative impact of the wage gap, occupational segregation, and women’s disproportionate caregiving responsibilities that interrupt careers. The poverty rate climbs even higher when examining those below 200% of the poverty threshold—considered a more realistic measure of economic struggle—with 61.8 million women (35.9%) lacking sufficient income for basic needs. These women often work full-time in low-wage service jobs without benefits, face housing insecurity, skip medical care due to costs, and struggle to provide for their families.
Single mothers experience the highest poverty rates at 34.2%, with 2.8 million living below poverty—roughly three times the rate of married-couple families. These women juggle sole breadwinning responsibilities with parenting, often working multiple jobs to make ends meet while facing sky-high childcare costs that consume substantial portions of their earnings. The economic vulnerability of single mothers has profound implications for children’s wellbeing, educational outcomes, and future opportunities, perpetuating intergenerational cycles of poverty. Senior women face elevated poverty as well, with 4.9 million women aged 65 and older (14.6%) living in poverty, significantly exceeding the 10.5% rate for senior men. Longer lifespans, lower lifetime earnings, and inadequate retirement savings leave elderly women particularly vulnerable.
The reliance on safety net programs illustrates the scope of women’s economic insecurity. 28.4 million women (16.5%) receive SNAP (food stamps) to afford adequate nutrition, while 4.8 million receive Supplemental Security Income for disabilities or advanced age combined with poverty. Perhaps most concerning, 48.6 million women (28.2%) lack any retirement savings, facing uncertain financial futures as they age. This retirement savings gap stems from lower lifetime earnings, career interruptions for caregiving, longer lifespans requiring more savings, and working in jobs without retirement benefits. Addressing women’s economic insecurity requires comprehensive approaches including living wages, affordable childcare, pay equity, paid family leave, and improved retirement security—policies that would benefit not only women but entire families and communities.
Women in STEM Fields in the US 2025
| STEM Occupation Category | Female Employment (millions) | Women as % of Field | Median Annual Earnings | Growth Rate 2019-2024 |
|---|---|---|---|---|
| All STEM Occupations | 3.8 | 27% | $98,400 | 14% |
| Computer/Mathematical | 1.4 | 26% | $108,200 | 18% |
| Engineers | 0.4 | 16% | $112,600 | 9% |
| Life Scientists | 0.6 | 48% | $88,400 | 12% |
| Physical Scientists | 0.2 | 32% | $96,800 | 8% |
| STEM Managers | 0.8 | 28% | $142,500 | 16% |
| Health Practitioners | 0.4 | 42% | $94,200 | 15% |
Data Source: U.S. Bureau of Labor Statistics Occupational Employment and Wage Statistics 2024, National Science Foundation
Women’s representation in STEM fields (Science, Technology, Engineering, and Mathematics) remains persistently low despite decades of initiatives to improve gender diversity. The 3.8 million women working in STEM occupations represent just 27% of the total STEM workforce, though this marks gradual improvement from 23% a decade ago. Women’s underrepresentation in these high-paying, fast-growing fields contributes significantly to the overall gender wage gap and limits innovation by excluding diverse perspectives. The median annual earnings of $98,400 for women in STEM far exceed typical female earnings across all occupations, illustrating how increasing women’s STEM participation could substantially improve their economic outcomes and reduce gender economic inequality.
The stark variation across STEM subcategories reveals where women have made progress and where barriers remain most entrenched. Life sciences show near gender parity at 48% female, with 600,000 women working as biological scientists, microbiologists, and related professionals. Health practitioners including audiologists and some medical specialties reach 42% female representation. However, the lucrative and rapidly expanding computer and mathematical sciences fields remain heavily male-dominated at just 26% women despite employing 1.4 million females. This underrepresentation in software development, data science, and related fields means women miss opportunities in some of the economy’s highest-growth, highest-paying careers.
Engineering remains the most gender-segregated STEM field at only 16% women (400,000 females), with certain engineering specialties like mechanical and electrical engineering below 10% female. Women engineers report workplace cultures that feel unwelcoming, lack of mentorship, and persistent bias that drives some out of the profession. STEM management positions show 28% female representation (800,000 women), indicating women advance to leadership roles at rates roughly proportional to their workforce representation, though the limited pipeline means fewer women reach these high-paying positions paying median $142,500 annually. Addressing STEM gender gaps requires interventions throughout the pipeline: encouraging girls’ interest in math and science, providing role models and mentorship, transforming workplace cultures, and combating stereotypes that associate STEM aptitude with masculinity rather than recognizing talent regardless of gender.
Future Outlook
The demographic and economic trends shaping the female population in the US point toward continued evolution in women’s roles across society over the coming decades. The aging of the female population, with the 65 and older cohort projected to exceed 37 million by 2030, will strain healthcare systems, eldercare services, and Social Security while creating opportunities in senior services industries. Simultaneously, the diverse younger generations of women—highly educated, racially and ethnically diverse, and digitally native—will reshape workplaces and cultural norms. These women enter adulthood with different expectations about career, family, and gender roles than previous generations, likely accelerating changes in workplace flexibility, parental leave policies, and leadership diversity. The continued growth of the Hispanic female population, which will comprise an increasing share of the workforce, requires attention to educational access, economic mobility, and culturally responsive services to ensure this demographic can fully contribute their talents.
Economic forces will continue pressing toward greater gender equality while persistent challenges remain. The 78% labor force participation of prime-age women appears likely to hold steady or inch higher as economic necessity, professional ambitions, and gradual cultural shifts maintain women’s workforce attachment. However, closing the remaining 17% wage gap and addressing occupational segregation that concentrates women in lower-paying fields requires deliberate policy action on pay transparency, childcare affordability, and workplace discrimination. Technology and remote work options may provide new flexibility benefiting working mothers, though they also risk creating new forms of inequality if women disproportionately choose flexibility over higher-paying but less flexible positions. Women’s entrepreneurship will likely continue growing faster than overall business formation, particularly among women of color seeking alternatives to traditional employment barriers. The future wellbeing of American women depends not only on continued educational advancement and workforce participation but on addressing structural inequalities in pay, caregiving support, healthcare access, and retirement security that currently leave millions of women economically vulnerable despite their talents and hard work.
Disclaimer: The data research report we present here is based on information found from various sources. We are not liable for any financial loss, errors, or damages of any kind that may result from the use of the information herein. We acknowledge that though we try to report accurately, we cannot verify the absolute facts of everything that has been represented.
