While men and women alike are finding renewed hope that their stories of  sexual harassment, violations, assaults and abuses will spark real change—both in the workplace and out—the “bro culture,” as it’s commonly referred to, is deeply entrenched in the tech industry.

In August, we saw a different but equally disturbing side of that culture when Google engineer James Damore posted a memo outlining his opinions on why the company’s goals of attracting and retaining more female workers were, essentially, wrong. His explanation for the gender gap in tech was this: There are biological differences between men and women that make them either more or less suited to or interested in technical, engineering and leadership positions. And women, he argued, with their “stronger interest in people rather than things,” their propensity for “neuroticism,” and their “higher levels of anxiety” are biologically less suited for said work.

If these allegations, apologies and memos tell us anything, it’s exactly what not to do and say in the workplace. In this blog post originally published on NCWIT’s website, authors Catherine Ashcraft and Beth Quinn share insights on what kinds of steps can be taken moving forward to foster a healthy workplace. These findings should provide useful context as more funders step up efforts to support diversity and inclusion.

Read the source article at MEDIA IMPACT FUNDERS