Beyond Pride: Addressing Bro Culture in Tech

The Unspoken Rules of Conformity

My earliest recollection of navigating societal expectations dates back to age four. During dress-up time at school, a teacher physically intervened as I approached a costume box. She directly told me that the box was designated “for girls,” and directed me to the “boys’ stuff” elsewhere.

This encounter was initially confusing, as I hadn’t perceived any wrongdoing on my part. However, it sparked a realization: there existed established rules governing social interaction. From that moment, I began adjusting my behavior to align with the parameters of this “game” – a system of unwritten codes dictating acceptable conduct in various settings, including school, work, and society.

Internalizing Restrictions

This ingrained need to conform persisted for years, even after I publicly came out in my twenties. The impulse to self-censor was particularly strong during the initial phases of my professional life. I found myself consistently anticipating how my personality would be received in meetings and business negotiations.

A constant question arose: what aspects of my identity were permissible, and what might cause discomfort or rejection? Essentially, I was gauging the acceptable level of self-expression.

The Tech Industry and Conformity

Considering this personal experience, the prevalence of a “brogrammer” culture within the technology industry – my chosen field – doesn’t surprise me. When individuals are preoccupied with filtering their authentic selves and smoothing out perceived imperfections to fit in, it’s almost inevitable that the voices of minority groups will be marginalized.

This pattern, when followed to its logical conclusion, results in a lack of diversity. Silicon Valley, often lauded as a hub of innovation and disruption, becomes limited to the perspectives of a select few.

Pride as a Counterforce

In this context, Pride Month and its associated celebrations serve as a powerful counterbalance. Pride, symbolized by the rainbow, represents a vibrant expression of freedom, authenticity, and uninhibited self-expression.

As Pride Month concludes, my sincere hope is that we can harness its spirit of open-mindedness to catalyze meaningful and lasting change. We must strive to create environments where individuals feel empowered to be their true selves without fear of judgment or exclusion.

Ultimately, fostering inclusivity benefits everyone, unlocking a wider range of perspectives and driving genuine innovation.

Prioritizing Internal Team Support During Pride Month

While I deeply appreciate Pride and the significance of its associated actions, it's undeniable that certain brands engage in superficial displays of support. This “performative activism” – utilizing the Pride flag for marketing without enacting meaningful internal change – is becoming increasingly common. Similarly, some organizations publicly endorse Pride while simultaneously providing financial backing to politicians who champion anti-transgender legislation.

For leaders genuinely dedicated to workplace diversity, a logical first step is to focus on supporting their existing team. Consider how to cultivate an environment where employees feel comfortable being their authentic selves, irrespective of gender, ethnicity, sexual orientation, or personal preferences.

The Prevalence of Concealment

A 2019 study conducted by the Yale School of Public Health revealed that approximately 83% of individuals identifying as lesbian, gay, or bisexual conceal their sexuality from a significant portion of their lives.

This tendency towards concealment is particularly pronounced in professional settings, where it is intertwined with various discriminatory practices, especially within the technology sector. Nearly 40% of LGBTQ+ employees in tech, as indicated by polling on the anonymous platform Blind, have experienced homophobic discrimination and harassment at work.

Underrepresentation and Discrimination in Tech

Diversity reports consistently demonstrate that major technology companies employ a disproportionately low number of women and underrepresented minorities compared to other industries. This sector frequently labels individuals from non-majority groups as “diversity hires,” perpetuating discrimination in areas such as compensation and career advancement – a reality documented through countless personal accounts shared under the hashtag #SiliconValleySoWhite.

Furthermore, Emily Chang, a Bloomberg Technology anchor and author of “Brotopia,” highlights the systemic marginalization of women within the same industry.

The Power of Authenticity

Addressing these challenges is complex, but I believe authenticity is a crucial component of the solution. It involves abandoning the pretense I once maintained. Discovering the freedom to present myself authentically at work, without fear of judgment, was incredibly liberating.

After years of subconsciously masking my true self – a draining and repetitive cycle – I was finally able to embody the person and CEO I aspired to be. My increasing familiarity with the California tech landscape, coupled with my professional advancement, fostered greater self-assurance.

Creating Inclusive Workplaces

However, one shouldn’t need to reach a leadership position to feel empowered to express their full identity. As research indicates, the consequences of suppressing one’s true self extend beyond personal limitations. Despite progress in diversity conversations, the professional world remains largely homogenous.

It is often populated by individuals unable or unwilling to reveal their complete and genuine selves. This lack of authenticity hinders innovation and creates an environment where true inclusion remains elusive.

The Significance of Empathetic Listening and Openness

For technology sector leaders, a commitment to fostering authenticity is paramount. Without actively addressing this crucial aspect, diminishing the prevalent “brogrammer” mentality within the industry will remain a significant challenge.

This type of environment not only cultivates unspoken anxieties, exhaustion, and stress, but also negatively impacts financial performance. Studies consistently demonstrate a correlation between employee happiness and increased productivity. Furthermore, organizations with diverse leadership teams exhibit enhanced profitability, innovation, and problem-solving capabilities.

The ability to express one’s true self at work is a key driver of both success and personal fulfillment. But how can tech CEOs and management teams cultivate such an atmosphere? A comprehensive, two-pronged strategy is essential.

Firstly, initiatives promoting authentic expression must be formalized through company policies. Leaders should empower their teams to actively encourage employees to bring their complete selves to the workplace. Assigning responsibility for fostering inclusivity and ensuring all voices are heard is a vital step.

At GumGum, this is achieved through the STRIDE (Seeking Talent Representation Inclusion Diversity & Equity) Council. Composed of employees from all departments, locations, and seniority levels, council members dedicate a portion of their paid work time to proposing concrete improvements to the company’s diversity and inclusion practices.

Furthermore, unconscious bias training is crucial for promoting authentic expression. Recognizing that even subtle judgments occur – for instance, a reaction to unconventional attire – is the initial step toward mitigating their influence. This awareness fosters understanding of how bias inevitably shapes workplace decisions.

Secondly, genuine business authenticity hinges on the actions of CEOs and senior management. Today’s climate of “cancel culture” can make leaders overly cautious, prioritizing a polished image and avoiding perceived missteps.

While professionalism is undoubtedly important, I have consistently prioritized openness as a CEO. I actively showcase all facets of my personality, even those that might be subject to scrutiny. This commitment stems from my personal experience with a concealed identity; the fear I once felt regarding my sexuality now motivates me to embrace my true self.

By doing so, I aim to empower those around me to do the same. It’s insufficient to merely state a desire to move beyond a homogenous work culture. Leaders must demonstrate that individuality is valued and accepted. For example, my fondness for bold fashion choices leads me to confidently participate in Zoom meetings wearing a vibrant fedora.

Presenting oneself authentically often involves a degree of vulnerability, and acknowledging this is important. CEOs should openly share their struggles with identity, their personal challenges, and the aspects of themselves they might typically conceal. This includes acknowledging failures – CEOs are, after all, human, and that humanity should be celebrated in the pursuit of authenticity.

Individuals need to feel safe sharing their vulnerabilities without fear of judgment. A question I frequently pose to employees, whether during interviews or when initiating new projects, is simply, “What concerns you?”

Everyone experiences fear, and by addressing this question, you gain access to an individual’s vulnerable side. They might express anxieties about failure, making incorrect choices, or disrupting established norms. Recognizing these emotions is a powerful way to grant people permission to be their authentic selves.

A Pivotal Moment for the Technology Sector

The observance of Pride Month exists within a broader context of inclusivity and the liberty to express one's identity. Organizations that publicly support Pride without genuinely embodying those principles are not only perceived as insincere, but also potentially harm their own standing. Pride should not be viewed as a commercial venture, and those brands that leverage the associated messaging without genuine commitment are overlooking a significant opportunity.

Underneath the outward displays of LGBTQ+ Pride lies a substantial number of workplaces requiring the very values championed by the Pride movement. Integrating these values into the daily fabric of professional life presents a considerable challenge. However, enabling individuals to feel unconstrained by societal expectations at work represents a crucial initial step towards a much-needed transformation.

Having personally experienced the distress of concealing my authentic self, I am dedicated to preventing others from enduring the same hardship. Currently, I present a more genuine version of myself at work than I previously felt capable of. This simple action serves as an invitation for my colleagues to do the same.

It is through our collective exploration of what authenticity signifies within a business setting that the cycle of pretense can be broken, and truly productive work can commence.