Stop adapting, start leading: stop being a chameleon and stand out

By Wendy Stonefield, London Hub Executive, AND Digital

But where is this getting us? Success for women in tech shouldn’t result from dampening their identity to blend into their environment, whether in tech or any other sector. They should be encouraged to forge their own path, redefining what success looks like in the industry by paving their own way authentically rather than retracing footsteps already taken.

The effect of being a chameleon

With only 26% of tech roles being held by women and only 5% occupying leadership roles, it’s unsurprising that for women looking to advance in tech, following in the footsteps of a leading woman in the industry is next to impossible.

So naturally, to thrive in a male-dominated environment, women adapt their behaviours accordingly to mirror those of the people around them, specifically those close to them who are successful in leadership positions of their own.

For many, the ability to seamlessly adapt to their environment and merge with the company culture is directly correlated with how successful they feel in their career. While this can be perceived as an adaptive strategy that may prove fruitful to gain short-term acceptance, engaging in what can be described as ‘covering’ behaviours at work only reinforces the very stereotypes that marginalise women at work. For example, feeling as though they have to join conversations that aren’t of any particular interest to them, like the cricket score on Monday, purely to seem more relatable to their male counterparts.

Research shows that there is a clear positive correlation between feelings of authenticity and job satisfaction and engagement, with those who are most fulfilled in their roles feeling so because they can be freely themselves at work to the extent that any male colleague can be.

For women to truly feel successful, they need to feel most like themselves and therefore need to feel safe and comfortable to be completely authentic at work.

Authentic lead-her-ship

Showing up to work freely as yourself is something that must be encouraged for all women in, whether in tech or any other sector, but this example needs to be set by those women at the top.

Truly effective leadership is rooted, not in authority, but in authenticity, and when women leaders in tech are free to embrace their unique professional styles, they set an example that grants permission for others to do the same, fostering inclusivity and cultivating trust.

Authenticity isn’t a privilege reserved for those in leadership roles, however, but should be cultivated from the very start of one’s career, as it can serve as the catalyst that breaks down hierarchical barriers and propels women into leadership positions.

While upskilling and developing strong technical skills is crucial to success, a study conducted by AND Digital found 76% of women in tech leadership attribute their success to the confidence they have in their own, original leadership style and the ways in which it has subsequently empowered those in their teams.

Chameleons cause DEI to DIE

With many organisations abandoning their DEI initiatives altogether, it is crucial now more than ever for individuals to champion inclusivity independently, irrespective of how companies choose to approach DEI efforts.

Yet in DEI discourse, what is often overlooked is the pressure to conform and the implications this pressure has on DEI efforts.

For women in tech, blending into what is a predominantly male-dominated environment means forgoing aspects of their character and identity simply because it makes them ‘less relatable’ or even ‘less likeable’ in a culture dominated by men.

Where socialisation is often a significant factor in career progression, being liked and accepted goes far beyond appeasing oneself, but becomes essential to the achievement of one’s goals and career ambitions.

But in order to break the glass ceiling and finally see the equality in tech we’ve long been striving for, we cannot  achieve this by adapting to the very environment that is career inhibiting and is holding us back from seeing true inclusion.

Being a chameleon arguably holds women back from achieving their ambitions because by adapting to the environment that is suppressing them, while they are furthering their own professional agendas, they are doing so at the cost of DEI agendas.

Keep chameleons out of work

Success in tech cannot be defined by our ability as women to fit in – but should be defined by the ways in which women show up to work authentically and true to who they are, irrespective of whether or not this makes them stand out in a male-dominated sector. For an industry that thrives on innovation, this innovation needs to be across both technology but also culture and cannot come at the sacrifice of inclusion. 

Women have the power to pave the way for more inclusive innovation in tech while empowering the next generation to thrive in an industry which values diversity, creativity and genuine impact.

Let’s keep the chameleons in the zoo where they belong and out of the workplace.