The problem may or may not be gender linked: there's a good chance that at least part what you are facing stems from implicit sexism, just based on the general tendencies in both academia and industry, but saying for certain would require more information.
Regardless of the source of the problem, however, it's a problem and it needs to be dealt with. I would recommend, however, focusing on the outcome you want to achieve (being welcomed as a participant in discussion) rather than the question of cause and intention. If you focus on the outcome, then you've got something objectively measurable, whereas if you focus on the cause then you may be opening things up for debate.
I would recommend starting your communication on the matter by email, for two reasons:
- With email, you can take time to edit your communication carefully, to deliver exactly the message you want. This is especially important if you're feeling hurt and upset, since many of us make communication choices that are not particularly productive when feeling that way.
- It creates a record, which may be useful later if your advisor disregards you.
If your advisor responds sympathetically, then you can move on to the question of how best to address your concerns. Just knowing that the problem is happening may be enough. More likely, though, you and your advisor may want to add some "helper" structures that can help break up the pattern that is currently happening, such as having you give short presentations or having you raise your hand to signal when somebody is talking over you and needs to show more respect.
If your advisor dismisses your concerns, on the other hand, then I think it would be time to consider switching advisors, especially given the difference of experiences you've had elsewhere.