Fem Tech Germany Summit, 22 November 2025
Blog
Fem Tech Germany Summit, 22 November 2025
News & Events

Fem Tech Germany Summit, 22 November 2025

Author
Erica Ancobia
CEO & Managing Director
Date Published
January 13, 2026
Read time
3 min
Table of Contents
FemTech Germany Summit, 22 November 2025
What is "FemTech"?
About FemTech Germany e.V.
About the FemTech Germany Summit
Who should attend and where you can get tickets

‍FemTech Germany Summit, 22 November 2025

KUNO will be joining the FemTech Germany Summit 2025, taking place on 22 November 2025 at Delta Campus Berlin. Join us for a one-day deep dive into gender-sensitive care and female-specific conditions, keynotes from a BMFTR speaker and Ida Tin, plus two action-oriented panels.

👉 Get your ticket now and join this exclusive networking event‍

What is "FemTech"?

FemTech stands for “female technology” – products, research, and digital solutions addressing biological and social determinants of women’s health. It spans fertility, menstruation, menopause, maternal care, mental health, and gender-sensitive medicine.

‍About FemTech Germany e.V.

FemTech Germany e.V. is the national association for the FemTech ecosystem, bringing together innovators, researchers, healthcare providers, investors, and policymakers to advance technologies and solutions that improve women’s health. The association promotes gender-sensitive medicine, female-specific health innovation, and equal representation in research, product design, and funding.  

About the FemTech Germany Summit

Under the theme “Throughout a Woman’s Life Cycle,” the summit brings together leaders from research, policy, healthcare, investment, entrepreneurs and civil society to discuss how to close persistent gaps in women’s health through evidence, innovation, and collaboration.

‍

What to expect:

  • Special Welcome Keynote by Prof. Dr. Veronika von Messling, Federal Ministry of Research, Technology and Space (BMFTR)
  • FemTech Keynote by Ida Tin, Clue co-founder and mother of the term “FemTech”

‍

Panel 1: Gender-sensitive care – How to better diagnose and treat conditions that affect all genders but present differently in women through research and innovation. ‍

Panel 2: Female-specific conditions – From menstruation to menopause, how validated FemTech innovation and inclusive care models can improve health outcomes across life stages.

‍

The panels will feature key voices such as:

  • Prof. Gertrud Stadler (Director, Institute for Gender Research in Medicine, Charité Universitätsmedizin Berlin) 
  • Andrea Galle (meine krankenkasse: mkk), Kira Tosberg (Aktionsbündnis Patientensicherheit), 
  • Cora Loh (Bundesverband der Deutschen Industrie), 
  • Dr. Maike Scharp (Gates Foundation), 
  • Deepali Sood (United Nation Population Fund, WomenX Collective),
  • Isabelle Guenou (Co-founder & CEO of theblood), 
  • Dr. Leonie Matt (Medical lead of FEMNA Health), 
  • Shamik Parekh (FemTech Investor), 
  • Matthes Seeling (Investment Director, LBO France).

Who should attend and where you can get tickets

Founders/entrepreneurs, clinicians, health system leader, investors, researchers, policymakers, patient advocates, and of course anyone interested in advancing women’s health with evidence and impact.

Join us in Berlin for a day of insight, dialogue, and collaboration.

👉 Get your ticket now and join this exclusive networking event

Did you find this article interesting?
Feel free to share it with others!

Discover More

Mental health in remote teams: A key factor for stability, performance, and trust
HR & People
KUNO Insights

Mental health in remote teams: A key factor for stability, performance, and trust

Sonja Wehner
Director HR Services
Published on
1.28.2026
X Mins Read

Conclusion and more on LinkedIn

Mental health in remote teams is not an “extra task,” but a central foundation. Those who take it seriously don’t just strengthen their teams – they also enhance the performance and innovative capacity of the entire organization. Tools like nilo make it possible to provide access to mental health support digitally – professionally, confidentially, and flexibly. What truly matters is integration into everyday work: not as an exception, but as a standard.

In our joint LinkedIn series with nilo, we share additional concrete insights beyond the video mentioned above – into our work, our mindset, and our HR structures, including:

‍📌 Questions on how to promote mental health in your team? Contact us directly or book an appointment

‍📌 Follow KUNO on LinkedIn‍

📌 Sign up for our newsletter to not miss any further helpful tips

CoSourcing for one-person HR: When a role wears many hats — and why support makes the difference
HR & People
KUNO Insights

CoSourcing for one-person HR: When a role wears many hats — and why support makes the difference

Erica Ancobia
CEO & Managing Director
Published on
1.28.2026
X Mins Read

What Alternatives Exist – and Where Their Limits Are

Especially for managing directors and leadership teams, the question often arises of how a one-person HR role can be meaningfully supported and relieved.

A brief overview:

  • Interns can help, but they are time-limited and require significant onboarding.
  • Working students bring motivation, but are often only available short-term and focused on completing their studies.
  • Freelancers can provide selective support, but are usually single-person solutions without built-in continuity or backup.
  • Hiring a permanent additional role can be the right step, but is not always realistic – for example due to fluctuating demand or budget constraints.

CoSourcing offers an alternative: access to an entire team, with shared knowledge, built-in coverage, and flexible scaling – without long-term fixed costs.

Preparing for the German Pay Transparency Act: Why pay transparency becomes a strategic HR priority
HR & People
Payroll

Preparing for the German Pay Transparency Act: Why pay transparency becomes a strategic HR priority

Sonja Wehner
Director HR Services
Published on
1.28.2026
X Mins Read

Typical challenges in practice

In practice, three recurring challenges often emerge:

  • Missing or inconsistent compensation frameworks
  • Insufficient data quality in HR and payroll systems
  • Uncertainty in internal communication

The communication aspect in particular is often underestimated. Greater transparency does not automatically lead to greater acceptance. Employees will ask questions, draw comparisons, and expect clear and understandable explanations. In this context, HR takes on the role of translator between numbers, systems, and lived perceptions of fairness.

LEARN MORE ABOUT KUNOKUNO