Why is so hard to hire Womxn Engineers?

Would love to hear ya'lls opinions here as I'm trying to learn more about what people say and what are the actual real problems on this topic. I'm personally not in a position to be hiring anyone at this point, but I've listed below what I've heard from many well-intentioned people who are looking to hire (including my comments/questions underneath):1 - "There are simply fewer womxn engineers out in the world."...people say this all the time. I don't have the readily available statistic, but there are definitely more womxn engineers out in the world than people realize since I know too many great engineers who still have a hard time finding a job. What are these hiring managers missing that would enable them to find amazing womxn engineers?2 - "I've come across some great candidates but they're too junior for my startup needs."...I hear this constantly, and the subtext here is that the startup is unwilling to train more junior engineers. To some extent I can understand this argument if a startup is so small that there might actually be no space for mentorship. At the same time, the tradeoff these startups are making is either 1) lack of diversity; or 2) spending money/time to find and hire their desired talent (see point 3). How do we mitigate this concern?3 - "It's expensive (in time, money or both)."...if points 1 & 2 above are true, then market dynamics would indicate that yes, it's important to put your resources where your mouth is if you want to hire diverse talent. Question on the candidate side: how can we enable diverse talent to get compensated for their role in this equation?Anyone have additional responses to add or thoughts on any of the above?Sending ❤️.