Men keep coming from outside. Startup growth and women career growth

Hello community, I recently joined a startup where I'm really happy. Our leadership team is 6 people, all white males with very long careers in large tech. The company has grown quite a bit since I joined two months ago and a pattern keeps emerging: more white males with 20+ years of experience in large tech (including retired people) keep joining and getting positions closer to strategic decision making. My career in tech is not too long, but I had more than 10 years of experience in strategy and managing teams so when I joined this growing startup, I had my personal career growth in mind. More importantly, it's not about only me. There are women (and men) that are high performers and have been at the company for a long time but who are not considered to higher level roles. Our CEO and leaders are great to work with and I think they mean well. That is way, I want to have a constructive conversation with them about career growth opportunities and inclusion. What is your advice on how to manage this situation? How would you go about raising awareness around unconscious bias? Other women in the company are also frustrated with this situation and want to speak up, but I'm not sure if our voice is stronger as a group or as individuals. Thanks everyone!

Sorry if this is considered necroposting, but I just joined and only saw this today. I was in a very similar situation several weeks ago. To me, the answer to your question depends on how many other women there are at the company, men willing to sign on the proposition, the seniority of the people involved. I believe if there are sufficient numbers of frustrated people or sufficiently senior frustrated people, then a group tactic is likely to be best. But in my situation, there is only one other woman at my company, and neither of us holds a management position. So we chose to speak to our company leaders as individuals while coordinating what we were going to say with each other.Our first step was that she talked about this with Leader A, who she had better rapport with, while I made similar points with Leader B, who I had the better rapport with.We then shared the outcomes of the meetings with each other, which helped us prepare for the subsequent meetings we had where she talked to Leader B while I talked to Leader A.