Introduction
Summary of the Book Brotopia by Emily Chang. Before moving forward, let’s take a quick look at the book. Picture yourself standing at the doorway of a giant, buzzing workshop where ideas spark and innovation roars ahead at lightning speed. This workshop is the tech world, a place that should welcome every sharp mind eager to shape tomorrow’s tools. Yet, for too long, it has discouraged half its potential talent—women—by overlooking their brilliance and doubting their value. Step inside, and you will see how the industry’s past transformed women from early coding heroes into outsiders, how lopsided cultures and assumptions grew roots, and how workplaces turned unfriendly to those who dare to be different. But you’ll also find sparks of hope: leaders committed to fairness, shifting attitudes, and rising voices demanding inclusivity. Let this journey open your eyes to why a balanced, diverse tech world is not only fairer, but smarter and more promising for us all.
Chapter 1: How Early Computing’s Hidden Sheroes Were Replaced by a Male-Centered Mythology.
Imagine a world where the people working tirelessly behind complex computer systems wore skirts and blouses instead of suits and ties. In the earliest days of computing, this was surprisingly common. Before the modern image of a computer programmer as a shy, awkward guy hunched over a keyboard emerged, the very first programmers were often women. Back in the mid-twentieth century, when computing tasks were considered humble clerical work, women carried out these roles brilliantly. They managed data punch cards, performed intricate calculations, and wrote the earliest coding instructions, all while balancing a society that doubted their intellectual strengths. The U.S. Army’s first computing teams, which helped shape critical wartime strategies, included female programmers who wrote groundbreaking code. Yet, as the field matured, something odd happened: women’s pioneering influence began to fade, gradually replaced by a male-focused image that still affects us today.
One of the earliest examples of women’s quiet genius in computing can be found during World War II. While men marched into battlefields, a number of mathematically gifted women worked tirelessly behind the scenes to operate and program the world’s first electronic computers. These brilliant women were not simply aiding the war effort; they were laying the foundations for the entire digital age. Their names and accomplishments, however, often remained buried in dusty corners of history. In fact, it was a female programmer who played a key role in calculating trajectories for missiles, something that saved countless lives. Another prominent example is Rear Admiral Grace Hopper, a visionary woman who helped program the Mark I computer at Harvard and influenced the creation of more accessible programming languages. Her brilliant mind proved women were uniquely suited to solve complex computational challenges.
This pattern of female trailblazers wasn’t limited to wartime computing. In the 1960s, long before home computers and smartphones, women were pushing the boundaries of what these early machines could achieve. Female mathematicians at NASA ensured that American astronauts like John Glenn could safely orbit the Earth, calculating routes and verifying calculations with remarkable precision. Their work was essential, yet these contributions remained hidden for decades, only recently celebrated in films and literature. They were labeled computer girls in some media, reflecting a time when computing was viewed as delicate, precise, and suitable for women’s perceived strengths in patience and detail. These pioneers shaped an industry that would later ignore their presence and reframe their roles, painting the profession as something inherently aligned with introverted men rather than the balanced mix of talents it truly required.
But as computing gained recognition as a field of intellectual prestige, society’s biases began to shift. This transformation was not accidental. Certain research reports and cultural influences nudged companies and universities toward seeing men as naturally better at the technical tasks involved in programming. Instead of remembering the female computers of early decades as skilled innovators, the narrative flipped. The tech industry, once a welcoming environment for detail-oriented women, gradually became a boys’ club. By the time bulky mainframes shrank into personal computers and programming turned into a high-status career, the contributions of countless women were quietly sidelined. Understanding this historical shift is crucial. It helps us see that our modern stereotypes about who belongs in tech did not arise from thin air, but from a carefully constructed and misleading story that still lingers in Silicon Valley’s towering offices today.
Chapter 2: The 1960s Research That Wrongly Turned Code into a Male-Only Domain.
During the 1960s, as computer programming began to emerge as a respected profession, a harmful study profoundly changed the course of tech’s future. Two male psychologists, tasked with identifying ideal programmer traits, conducted research that favored men and misunderstood the nature of programming itself. Instead of seeing programming as a skill requiring creativity, patience, and clear thinking, their report highlighted characteristics like antisocial behavior and introversion, traits they claimed were more common among men. This was a pivotal moment. Suddenly, the qualities associated with good programming were distorted, no longer including cooperation or clear communication—skills women had demonstrated in abundance. Instead, this report encouraged hiring managers to choose men who fit a narrow personality mold, reinforcing a questionable belief that brilliant coders were moody, awkward males rather than a diverse range of talented individuals.
The impact of that report was felt immediately. Companies began screening applicants for personality types they believed matched the so-called ideal programmer. Women, who had excelled in early computing roles, were now considered less suitable simply because they did not fit a stereotype invented by researchers with limited perspectives. Universities and hiring managers started looking for code-breakers who resembled the antisocial genius, shying away from women who excelled at logical thinking but also valued teamwork and empathy. This shift in hiring standards wasn’t based on solid evidence; it was built on a flawed assumption. Unfortunately, once these biases took hold, they influenced decades of hiring practices, training programs, and workplace cultures, pushing women away from a field they had helped pioneer and opening the doors wide for men who matched the new, skewed template.
This report also influenced how society perceived the field of programming. Soon after, pop culture and media began showcasing programmers as genius males, often socially awkward yet somehow heroically gifted. The story of programming became about lone wolves and brilliant misfits, always male, who battled code rather than collaborated with colleagues. Meanwhile, the thoughtful and highly competent women who had once run mainframes and solved elaborate numeric puzzles were conveniently forgotten. With each passing year, this representation took deeper root, affecting the dreams of young people who looked to the tech world for inspiration. Boys saw paths paved for them in silicon and circuits, while girls—equally intelligent and curious—were increasingly discouraged. This slow cultural drift meant that as personal computers spread into homes, they were pitched more as boys’ toys than as equal opportunity tools.
By the 1980s, the damage was visible in academic corridors. Women who enrolled in computer science programs often found themselves outnumbered and unwelcome. Even highly capable female students began dropping out at alarming rates. Why remain in an environment that doubted their potential? Where professors and classmates assumed a woman’s code needed extra scrutiny or believed she couldn’t handle tough technical challenges? The narrow image of the programmer as an aloof male genius had become self-fulfilling, leaving fewer women in the pipeline, reinforcing the myth that men were naturally better at this work. With each new generation of computer science graduates, the imbalance worsened. This structural tilt molded an industry culture that over time hardened into a boys’ club, setting the stage for the entrenched bro culture and misguided hiring practices that still linger today.
Chapter 3: The Rise of the Nerd, the Brogrammer and Excluding Environments.
As home computers and video games exploded in popularity, the image of the male nerd transformed into a pop culture icon. Movies, TV shows, and advertising campaigns celebrated smart, geeky boys tinkering joyfully with new machines. The narrative often placed them against a background of admiring girls, but rarely girls who shared their tech interests. This storyline strengthened the false belief that coding, gaming, and technological creativity were guy things. As these images circulated, fewer girls were encouraged to try coding at all. Instead, parents, teachers, and toy manufacturers steered them toward other fields, robbing them of equal chances to develop tech talents. By the time these young people reached college, the normality of male-dominated labs and clubs was firmly established. Even if some girls were intrigued, the pressure to step away was overwhelming.
The next phase saw the rise of a new archetype: the brogrammer, a character blending macho bravado with coding smarts. This persona went hand-in-hand with a work-hard, play-hard attitude that often included beer kegs in the office, late-night gaming sessions, and rowdy team-building activities. While it seemed fun and relaxed on the surface, this culture didn’t truly invite everyone to join in. For many women, it felt unwelcoming, sometimes even hostile, making it harder for them to advance in their careers. Workplaces designed around the tastes and habits of young men often failed to consider what would make women feel equally comfortable or valued. Instead, these environments ended up reinforcing old stereotypes, feeding the cycle that kept women from thriving in positions where they could have made a real difference.
These cultural norms also affected where and how business deals got made. In some tech circles, critical meetings or networking events took place at venues that clearly made women uncomfortable—such as strip clubs, hot tubs, or exclusive parties known to blur professional and personal boundaries. Attending these gatherings might help a woman secure funding or a partnership. Not attending might shut her out of lucrative opportunities. But attending could also damage her reputation, subjecting her to gossip or even making her a target for harassment. Thus, women in tech faced a lose-lose situation: risk your comfort and credibility, or miss the big opportunities. This kind of environment is not only unfair; it actively discourages brilliant minds from sharing their talents, slowing innovation and keeping valuable perspectives outside the conference rooms where decisions are made.
Over time, these exclusive environments created a hidden cost that many companies failed to notice. By ignoring the needs and concerns of women, the industry lost talent and fresh ideas. Beyond that, it fostered an atmosphere where disrespect could fester. Cases of harassment and mistreatment emerged as common stories, illustrating what happens when no one challenges a male-centric status quo. Eventually, whistleblowers like Susan Fowler at Uber shed light on the toxic working conditions. When Fowler described being propositioned by her manager on her very first day and receiving no real support from Human Resources, the world took notice. Her experience forced observers to question Silicon Valley’s self-image. Rather than the open-minded and forward-thinking paradise it claimed to be, it appeared to be a place stuck in outdated attitudes, stuck in a Brotopia.
Chapter 4: When Workplace ‘Fun’ and Sexist Rituals Drive Women Away from Tech.
As Silicon Valley startups sprouted like wildflowers, fun perks became a hallmark of the workplace. Free meals, late-night snacks, game rooms, beer taps, and ping-pong tables were common sights. On the surface, these perks seemed enlightened, promising a vibrant work culture where everyone could thrive. But for many women, these well-intentioned benefits carried hidden disadvantages. Often, they encouraged employees to stay late, blurring the line between personal time and office life. This structure worked well for single men who had fewer family responsibilities but was far more challenging for women, especially those with children. Attempting to juggle parental duties, household tasks, and a career in a place that never truly closed felt impossible. Such environments silently pushed mothers—or even just women who wanted a full life outside of work—away from advancing in their careers.
In addition, the stereotypes reinforcing women’s supposed lesser technical ability surfaced in subtle ways. For example, women in tech roles often found their work scrutinized more harshly than their male colleagues’. If a woman wrote a piece of code, some supervisors assumed she should double-check it before it could be trusted. This extra layer of suspicion chipped away at her confidence, slowed her progress, and created a perception that women’s work required special supervision. Yet research, like studies conducted on coding communities, indicates that when code is judged without knowing the author’s gender, women’s submissions are often accepted at higher rates than men’s. This suggests that women can excel in programming when not subjected to prejudice. Still, the bias persisted, making it harder for them to gain respect and recognition in the very field they helped originate.
The tech world’s single-minded emphasis on relentless devotion to work also fueled the problem. Some companies scheduled essential tasks at inconvenient hours or provided dinner at times that encouraged employees to remain at their desks long after the normal workday ended. Meanwhile, expecting mothers and new parents, primarily women, struggled to keep pace. Investors, colleagues, and even clients often questioned a woman’s ability to handle both family life and high-pressure tech work. For instance, a mother starting her own tech company might find herself asked how she planned to care for her children while running a growing business. Her male partner, however, would never face the same probe. These attitudes revealed a deeper issue: women were not viewed as full participants with their own strengths and responsibilities, but rather as exceptions that needed constant justification.
This workplace design, shaped by assumptions and traditions that favored male lifestyles, eventually carved deep barriers for women. Even small details, like the timing of networking events, the expectation to engage in after-hours socializing, or the subtle belittling of women’s technical skills, added up to form a landscape that discouraged their participation. The longer this persisted, the less likely it became that women would want to stay, aim for promotions, or mentor younger generations. Over time, this meant fewer women in leadership roles, fewer female founders, and fewer projects shaped by diverse thought. A self-reinforcing cycle emerged: fewer women entered the field because they saw how previous ones were treated, and the resulting lack of visible role models reinforced the notion that women didn’t belong. In turn, the sector lost out on vital creativity and insight.
Chapter 5: Breaking Down the Family-Unfriendly Structures That Undervalue Women’s Contributions.
When an industry’s culture is designed with one narrow type of worker in mind—often the young, single male with no pressing family duties—it fails to acknowledge the rich variety of human experiences. In Silicon Valley, companies emphasize blending work and personal life, offering gyms, massages, and gourmet meals all on-site, encouraging employees to remain within the corporate bubble. These perks might sound appealing, but they also send a clear message: dedicate your entire life to the job. A man might find it easier to comply if he has fewer caregiving responsibilities. A woman who wants a family life, however, faces more complex choices. The industry rarely acknowledges that employees are people first, each with different priorities. This disregard suggests that caregiving, often still placed on women’s shoulders, is a nuisance rather than a natural part of life.
This imbalance of expectations creates a scenario where women have to work twice as hard to prove themselves. Consider how investors and managers often trust male entrepreneurs with big dreams and risky ventures, while questioning how female founders will manage the demands of motherhood. Such doubts do not stem from any proven disadvantage in women’s abilities; they arise from long-standing cultural assumptions. As a result, mothers in tech are forced into defensive positions, constantly needing to justify their reliability and passion. On the other hand, men rarely face similar scrutiny. These dual standards not only discourage women from joining the tech sector but also ensure that those who do find it harder to thrive. Companies lose out on the perspective of highly capable women who could introduce more balanced, family-friendly policies and innovative ideas.
Addressing these issues requires more than just recruiting more women. It demands a complete reevaluation of work policies, schedules, and assumptions about who can excel at demanding technical tasks. Leaders in the industry must acknowledge that talent does not come in one predetermined mold. Genius can wear many faces: the experienced mother who codes elegantly after her kids go to bed, or the ambitious young woman who prioritizes clear communication and teamwork over late-night beer-and-pizza sessions. By appreciating that work-life balance is not a weakness but a marker of maturity and stability, companies can retain a wider range of thinkers. Such recognition encourages policies like flexible hours, quality childcare support, and fair evaluation standards that do not assume a perfect worker is one who can ignore family ties for corporate goals.
When women’s contributions are properly valued, everyone benefits. Companies that build family-friendly structures find they not only keep talented women in the pipeline but also help men who desire healthier work-life blends. This helps cultivate workplace cultures based on mutual respect, empathy, and shared understanding. Over time, these shifts challenge the outdated notion that coding brilliance and technical leadership thrive only under conditions of all-consuming devotion. Instead, they highlight that balanced lifestyles, where employees are allowed to nurture both career ambitions and personal life, lead to more sustainable innovation. Such an environment encourages diverse voices—women, men, parents, singles, people of various ethnicities and backgrounds—to participate fully. Rather than losing half of the talent pool to outdated structures, the tech world can step forward, embracing a richer array of perspectives that spark original ideas and better products.
Chapter 6: The Difficulty of Hiring Women When Bias and Homogeneity Reign Supreme.
If a company’s culture is already shaped by a narrow vision of who belongs, adding new faces can be daunting. Hiring managers, often unintentionally, tend to select people who remind them of themselves. In tech, where many early teams formed from close-knit groups of men who shared similar backgrounds, it became normal to see only more of the same. This process, sometimes called employee mitosis, allowed biases to persist. Claiming to hire purely on merit often hid the fact that merit was defined by the qualities the existing team admired—qualities that aligned with their own interests and habits. As a result, qualified women were overlooked or excluded, and the environment that had taken shape stayed stubbornly the same. This status quo reinforced itself, and companies patted themselves on the back for selecting the best even while lacking diversity.
Challenging this system isn’t easy. Some experts suggest introducing diversity-focused hiring strategies before a company grows too large. For example, bringing in a head of Human Resources early on, who specifically tracks diversity goals, ensures that leaders consciously build balanced teams. Another approach is encouraging employees to refer candidates who come from underrepresented backgrounds, ensuring that new talent doesn’t always match the existing mold. Pinterest is one company that made progress by asking for such referrals, gradually broadening its talent pool. With deliberate action, tech firms can learn to question their assumptions. They can stop making excuses like there aren’t enough qualified women and start recognizing that they have not been looking in the right places or offering the right support. Breaking these patterns requires commitment, patience, and a willingness to admit that old methods were flawed.
If diversity is not embraced, it affects more than just employees. Products created in a cultural vacuum reflect the biases of their makers. When mostly young white males build social networks, for instance, they might not foresee how those platforms could be used to harass or silence minority voices. If they never experienced gender-based intimidation, why would they consider building safeguards against it? Tragically, this leads to environments where women, including female gamers, developers, and writers, face vile threats online. The notorious GamerGate episode of 2014 is an example. Women who criticized sexism in gaming were attacked with horrific messages and personal dangers. A more balanced workforce might have anticipated these abuses, implemented stronger safety measures, and designed community guidelines to protect all users. But a homogenous group often lacks the perspective to foresee such problems.
In a world increasingly shaped by technology, leaving out half the population’s voices just doesn’t make sense. Think about the possibilities: a more diverse engineering team could invent better tools for communication, healthcare, education, and entertainment. Different viewpoints spark creative solutions to tricky problems. Yet, the long-standing practice of hiring people like us makes it harder for women, and other marginalized groups, to break in and help. Slowly, some companies are waking up to this reality. They’re realizing that diversity is not merely a public relations buzzword, but a critical factor in success. With concerted effort—from adjusting referral practices to adopting inclusive interview methods—tech can become a field that welcomes women wholeheartedly. When that happens, we can expect fewer blind spots in the products we use every day, and a fairer, more intelligent digital world.
Chapter 7: Challenging the Status Quo and Shaping a More Inclusive Tech Future.
Change in such a deeply rooted culture doesn’t come overnight, but it is possible. It starts when influential people begin questioning why things are the way they are. Investors, company founders, and seasoned executives can set new standards. Instead of accepting sexist jokes or shrugging off biased hiring decisions, they can refuse to invest in startups that lack diverse leadership. Mentors and managers can actively support promising female talent by ensuring they receive high-profile projects and fair performance reviews. Educational institutions can highlight the stories of female computing pioneers, inspiring girls to see themselves in these roles. Change also grows from public pressure; when whistleblowers share their experiences, it sends a signal that the community must respond, not ignore. Social media, journalism, and films can reveal the hidden truths and push the industry toward more inclusive policies.
These changes need support at all levels. Consider the importance of peer groups and professional networks that focus on women in tech. Such communities provide safe spaces for sharing advice, offering mentorship, and building confidence. This helps break the isolation that many women feel when they are one of the few in their department or company. It also encourages them to collaborate, start new ventures, and challenge old norms. Over time, as more women gain visibility and achieve leadership positions, the face of the industry begins to shift. Younger generations of girls can see themselves becoming top engineers, product designers, data scientists, or CEOs without having to fight against invisibility or outdated expectations. With each success story, a new narrative takes shape—one that includes everyone, rewarding skill, vision, and cooperation rather than superficial stereotypes.
Governments and non-profit organizations can also play a role. Grants, scholarships, coding boot camps for underrepresented groups, and early introduction of computing concepts in schools can even the playing field. When girls learn about coding just as early and as eagerly as boys, the pipeline problem begins to fade. When companies publicly report their diversity data, accountability rises. Transparency creates pressure on leaders to set measurable goals and find real solutions. Little by little, these efforts carve out a smoother path for women, ensuring that they do not have to constantly prove their worth in an environment stacked against them. Instead, women become integral parts of teams who understand that software, platforms, and devices are all better when designed by a cross-section of the world’s population. Balance breeds breakthroughs, and breakthroughs fuel a brighter future.
As the wheel of progress turns, those who once shut women out might realize how much potential they’ve wasted. A truly inclusive tech environment would eliminate the fear of judgment based on gender and emphasize the quality of ideas. Imagine a world where the brightest minds collaborate regardless of background, creating products and services that serve everyone. Companies that embrace this vision will attract stronger, more passionate teams. Their products will find wider audiences, resonating with customers who feel understood and valued. The cycle of exclusion can reverse. Instead of stories about brilliant women being hidden or disregarded, we can celebrate their contributions openly. By pushing back against status quo thinking, we can create a tech culture that respects talent, nurtures diversity, and sets new standards for fairness and creativity that benefit the entire planet.
Chapter 8: Embracing Gender Diversity as a Pathway to Greater Innovation and Profit.
Diversity isn’t merely a moral ideal—it’s a practical strategy that can supercharge innovation and financial success. When teams are made up of people who think differently, come from various life experiences, and understand different customer needs, they tend to produce more creative solutions. Consider how empathy, often more readily attributed to women due to cultural norms, can be a secret weapon in understanding what customers want. While stereotypes are flawed, empathy itself is a powerful trait that helps designers and programmers craft user-friendly interfaces, inclusive games, and helpful online services. By welcoming more women into tech teams, companies tap into a richer pool of insights, avoiding one-dimensional thinking and surprising blind spots. This, in turn, can lead to better products that reach bigger markets, pleasing investors and customers alike.
Empirical evidence supports this idea. Studies show that companies with balanced leadership teams—where women hold between 40 to 60 percent of the top positions—often see higher profits and stability. This isn’t magic; it’s logic. When decisions are informed by multiple viewpoints, risk-taking is more measured, and solutions are more likely to address real-world problems rather than theoretical ones. Diverse teams are better at spotting trends, avoiding pitfalls, and challenging each other’s assumptions. This healthy internal debate generates robust strategies. Meanwhile, customers vote with their wallets, and the businesses that understand and respect them attract loyalty and trust. With so many potential benefits, it’s perplexing that the tech industry took so long to recognize that embracing women is not just about fairness, but also about building the strongest, most competitive companies possible.
For a concrete example, look at companies that have begun tackling harassment problems seriously. By creating tools that protect all users—especially those who face targeted abuse—platforms become safer, more inviting spaces. The result? Larger user bases, more positive community interactions, and improved brand reputation. Another example is the gaming industry. When companies actively discourage toxic behavior and foster inclusivity, they attract more female gamers, broaden the player community, and increase their revenue. These success stories prove that doing the right thing and doing the profitable thing can be the same move. Encouraging women’s involvement in every stage of product development means finding overlooked markets, anticipating long-term trends, and building platforms people trust. With every step toward equal representation, the tech world grows more intelligent, humane, and resilient, leaving behind the old, narrow-minded playbook.
Ultimately, gender diversity is a key component of a thriving, future-ready tech industry. It breaks down harmful myths that once seemed untouchable, reminding everyone that brilliance knows no gender. As women make their mark, old narratives crumble, and new possibilities emerge. In a world where technology shapes how we communicate, learn, work, and play, it’s dangerous and wasteful to exclude half the population’s voices. When we embrace the talents and insights of women, we become better problem-solvers, more responsive innovators, and kinder stewards of digital spaces. The outcome is an ecosystem where respect and ambition go hand in hand. Instead of clinging to outdated stereotypes, we can write a new chapter—one where the spark of female programmers, entrepreneurs, engineers, and thinkers leads us toward smarter inventions, greater prosperity, and a more united global community.
All about the Book
Discover the truth about Silicon Valley’s gender divide in Brotopia by Emily Chang. This insightful exposé reveals the systemic issues women face in tech, inspiring transformation and equality in the digital age’s most influential sector.
Emily Chang is an acclaimed journalist and author, known for her powerful insights into the technology industry and gender equality, advocating for women’s rights and representation in the tech world.
Tech Executives, Human Resource Professionals, Diversity and Inclusion Officers, Investors, Students in STEM Fields
Reading about technology trends, Engaging in discussions on gender equality, Networking in professional tech circles, Participating in coding boot camps, Attending tech-related conferences
Gender inequality in the tech industry, Workplace harassment, Lack of representation of women in leadership roles, Systemic biases in hiring and promotion processes
Change is possible, but it requires effort from all of us.
Tim Cook, Sheryl Sandberg, Michelle Obama
Book of the Year – Tech and Society, Best Non-Fiction – Silicon Valley Book Awards, Spotlight Award – Women in Tech Initiative
1. How does tech culture impact women’s careers today? #2. What challenges do women face in tech industries? #3. How can mentorship empower women in technology? #4. Are there effective strategies for breaking gender barriers? #5. What role do male allies play in gender equality? #6. How does the concept of Brotopia affect women? #7. What biases exist within Silicon Valley’s hiring practices? #8. How can companies foster more inclusive environments? #9. What historical events shaped the tech industry’s culture? #10. How does networking differ for women in tech? #11. What are the consequences of a homogenous workforce? #12. How can education empower young girls in tech? #13. What examples of successful women leaders can inspire others? #14. How can we challenge stereotypes about women in tech? #15. What are the benefits of diversity in tech teams? #16. How can women navigate Silicon Valley’s competitive landscape? #17. What policies can support women’s advancement in tech? #18. How does storytelling influence perceptions of women in tech? #19. What is the significance of women’s voices in innovation? #20. How can we create a more equitable tech future?
Brotopia, Emily Chang, tech industry women, gender equality in tech, silicon valley culture, women in technology, feminism in tech, startups and gender, diversity in tech, women empowerment, male-dominated industries, technology and society
https://www.amazon.com/dp/0735219538
https://audiofire.in/wp-content/uploads/covers/2970.png
https://www.youtube.com/@audiobooksfire
audiofireapplink