There is a proverb: once bitten, twice shy.
If we want our teams to be broadly representative of our communities and recruiting the best people for the roles, it’s clear that we cannot put the weight of solving the problems that lie behind such experiences and choices on the underrepresented individuals themselves.
I’ve been reading the comments and it seems clear to me that many of the commenters are either unaware or dismissive of the reasons that a woman might say that she would not join a team that was otherwise only men.
Without acknowledging the data, and failing to provide any useful hypothesis for why it is the way it is (apart from “it’s not called design” or some kind of gender-based competency model or perhaps a hand-wavey “but we shouldn’t discriminate; it’s their preference”), resistance to whatever we as professionals and leaders choose to do about it will be the norm.
And it’s hard to force people to deploy critical thinking when they believe they benefit from not doing so.
My own theory is that many men benefit from single gender bro spaces (where other forms of diversity are also highly constrained) and this rather than genuine lack of empathy or creative thinking lies at the bottom of gatekeeping and making teams and working environments toxic enough to drive women who dare to enter away.
The guys who early on in my career were dismissive of women in tech roles who have changed their tunes significantly tend to have had a daughter with an aptitude for STEM. Perhaps they’ve got skin in the game and somebody who shares what it’s like coming into difficult study and work environments?