MONTH BY HAVING.
>> AUTHENTIC CONVERSATIONS
ACROSS ALL OF OUR PROGRAMMING
HONORING THE POWERFUL
ACHIEVEMENTS STORIES AND
HISTORY OF THE
LGBTQ COMMUNITY. THE TEAM
BEHIND DIGITAL PLANET RESEARCH
INITIATIVE THAT STUDIES THE HIM
PACKED OF DIGITALIZATION AND
EMERGING TECH STUDY
THE PATTERN SOME LGBTQ PLUS
TALENT IN THE TECH INDUSTRY
HERE TO DISCUSS THE FINDINGS
FROM THE SURVEYS DEAN BHASKAR
CHECK
OR RTA THE FLETCHER SCHOOL AT
TUFTS TEEN WELCOME BACK TO THE
SHOW ALWAYS SUCH A PLEASURE TO
TALK TO YOU ONE THING THAT
STOOD OUT IN THE SURVEY WAS THE
PERCENTAGE WOMEN
IN TECH WHO IDENTIFIES AS LGBTQ
PLUS IT'S GREATER THAN THE
PERCENTAGE OF MEN IN IDENTIFY
THE
SAME WAY I'VE NEVER SEEN THAT
WITH WOMEN ACTUALLY PERFORMING
MORE THAN MEN WHEN IT COMES TO
TECH OR TECH SECTOR WHY DO YOU
THINK THIS IS WHAT YOU
ATTRIBUTING THIS TO.
>> YES SO THIS REALLY AN
INTERESTING PARADOX RIGHT
BECAUSE WE'VE ALWAYS HEARD
ABOUT THE FACT THAT THERE ARE
FEWER WOMEN IN TECH AND WOMEN
TEND TO FACE MORE
DISCRIMINATION INTACT. WE FOUND
IT SURPRISING WHEN WE FIRST DID
THE ANALYSIS THAT.
OFF. ALL OF WOMEN
WHO IDENTIFY AS YOU BEAT IT TO
THE PERCENTAGE OF THOSE
WHO SELF-IDENTIFY. G B T Q
WOMEN IS HIGHER THAN THE
PERCENTAGE OF MEN WHO
SELF-IDENTIFY G B T
Q MET. WAS KIND OF US OUGHT SO
THEN WHAT WE DID WAS
WE COMPARED. AND THIS ISN'T THE
TECH INDUSTRY. SO WE
COME BACK BACK WITH THE OVERALL
POPULATION IT TURNS OUT THAT
MORE
HAVE COME OUT AS A THAN MEN SO
ACROSS THE UNITED STATES,
ACCORDING TO A
GALLUP POLL. WE OF
1.5% DIFFERENCE MEAN WOMEN WHO
HAVE COME OUT THAT MEANT SO
THERE IS THERE IS A GAP OVERALL
HOWEVER IN THE TECH INDUSTRY
THAT GAP IS MUCH
INTERESTINGLY IN THE BIG HUBS
LIKE SAN FRANCISCO AND NEW
YORK. BOSTON AND
SAN JOSE. THE GAP IS WIDER.
SO THE REASON WHY WE TAKE
THAT'S THE CASE
IS THAT GAY MEN WOULD COME OUT.
A FEAR
DISCRIMINATION MORE.
>> BEN GIVE WOMEN PARTICULARLY
IN TECH. SO THEY TEND TO KEEP
THEIR SEXUAL AND THEY HAVE AN
INCENTIVE TO BUILD OUT MORE
IN A COUNTRY LIKE TECH WHICH
TENDS TO HAVE A BIT OF A
BRO CULTURE WE SEE THE SAME
PATTERNS IN
OTHER INDUSTRIES. I WILL PRO
CULTURE LIKE A SPORTS WE SEE
THIS AND GOT IN WOMEN WHO ARE
OUT RELATIVE TO MEN
WERE UP.
>> THIS IS SO FASCINATING DEAN
I HAVE TO ASK THOUGH AS LGBTQ
PLUS AWARENESS AND EQUALITY
GROWS DO YOU THINK WE COULD SEE
THE NUMBERS BETWEEN MEN AND
WOMEN EVENTUALLY LEVEL OUT.
>> I WOULD CERTAINLY HOPE SO I
WOULD CERTAINLY HOPE SO BECAUSE
BEING LGBTQ BECOMES MORE WIDELY
ACCEPTED YOU WOULD EXPECT THAT
THESE GAPS TO COME DOUBT.
BUT THE SURPRISING THING
IS THAT EVEN TODAY WE HAVE IT
PRETTY DISTINCT UP
AND IT'S ALSO SURPRISING THAT
IT IS AN INDUSTRY LIKE TECH
WHICH IS SUPPOSED TO
BE PROGRESSIVE AND
FORWARD-LOOKING ADD THAT IT'S
AN INDUSTRY LIKE THIS. WE SEE
MEN FEEL MORE HESITANT
TO BRING THEIR FULL SELVES TO
THE WORKFORCE.
>> SO WOMEN LIKE YOU MENTIONED
ARE FEWER INTACT. THIS IS
SOMETHING WE TALK ABOUT A LOT
HERE ON THIS NETWORK, BUT WOMEN
LIKE YOU MENTIONED ARE MORE
OPEN ABOUT BEING PART OF THE
LGBTQ COMMUNITY DEAN.
SO WHAT DOES THIS TELL US ABOUT
THE SURVEY AND MEN IN TECH.
>> FIRST OF ALL THE WAY WE DID
THIS ANALYSIS WAS NOT BY
SERVING PEOPLE. THIS IS BY
LOOKING 17 MILLION RESIDENTS.
SO THIS IS WHAT PEOPLE HAVE
DISCLOSED IN THAT JOB
APPLICATIONS
AND RESIDENTS. YOU KNOW MANY
MEN DON'T WANT TO IDENTIFY, BUT
THEIR SEXUAL ORIENTATION OR TO
DEFY THEIR PARTY OPENED OF A
CLUB OR
YOU KNOW A SORORITY YOU KNOW
SOME OTHER KIND OF AN
ASSOCIATION THAT IDENTIFIES A
SEXUAL IDENTITY.
>> YOU MENTIONED THE GAP IN
MAJOR HUB CITIES LIKE NEW YORK
SAN FRANCISCO, YOU MENTIONED
BOSTON. SO WHAT CLEAR PATTERNS
AS THE STUDY REVEAL WITHIN THE
TECH INDUSTRY.
>> WHAT IT AND THIS IS YOU KNOW
WE'RE STILL TRYING TO. GET TO
THE BOTTOM OF THIS SCHOOL
REALLY TRY AND UNDERSTAND WHAT
KIND
WHAT PLACE YOU KNOW MIGHT
BE OFFERING YEAH AND I TAKE IT
YOU KNOW THE FACT THAT THE
MAJOR HUBS THOUGH TECH TEND TO
GO TO
YOU KNOW OFFICERS AND
THEY ARE IN A SORT OF SOCIAL
ENVIRONMENT. THEY ARE TRYING
YOU KNOW BEAL PART OF THE
ORGANIZATIONAL MORE SO WHEN I'M
IN A BIG HUB LIKE SAN FRANCISCO
OR BOSTON OR NEW YORK.
THE PERSON IS IF YOU LOOK AT
DIFFERENT FROM THE NORM.
THEY TEND TO
HAVE A GREATER MOTIVATION, THE
HEIGHT THAT DIFFERENCE
AND THAT COMES OUT MORE IN
PLACES WHERE THERE ARE MORE
PEOPLE CLUSTER SEEMS KIND OF
PARADOXICAL BUT THAT'S THE WAY
THE DATA SEEMS TO COME OUT.
>> THIS IS ONE OF MANY
SITUATIONS THAT I HEARD WHERE
WOMEN OUTNUMBER MEN, ESPECIALLY
IN TECH SO WHAT STEPS CAN TECH
COMPANIES TAKE TO LEVEL OUT THE
FIELD HERE.
>> ONE THING THAT THE COMPANIES
CAN CERTAINLY DO YOU KNOW COME
OUT AND
THEY ARE. YOU KNOW THEY WILL
NOT TOLERATE DISCRIMINATION OF
ANY KIND.
ARE SHOULD BE ENCOURAGED TO.
YOU KNOW HAVE LEADERS WITHIN
THE TECH COMPANIES, YOU KNOW
COME OUT THEMSELVES,
YOU KNOW QUARANTINE EVERYBODY
FEW LEADERS AFFECT COMPANIES
WITHOUT TIM COOK CEO
APPLE A STANDOUT BUT THEY'RE
VERY FEW SO AS PEOPLE FEEL
MORE. EMPOWERED TO BRING THEIR
FULL SELVES TO WORK WE'RE GOING
TO SEE THAT YOU KNOW HAPPENING
MORE AND MORE. I THINK THERE'S
AN OTHER ISSUE WHICH IS BEYOND
JUST A SEXUAL ORIENTATION
ISSUES AND THAT HAS TO DO WITH
THE UP. YOU KNOW THE CULTURE OF
THESE TECH COMPANIES
THEMSELVES. AND TO THE EXTENT
OF THIS CULTURE DISCRIMINATES
AGAINST WOMEN, IT ALSO
DISCRIMINATES AGAINST WE ARE
MET AND SO THAT CULTURE NEEDS
TO THROUGH A SERIES OF
INITIATIVES WHEN
THIS BUILDING. BUT THEN THESE
COMPANIES ONE FINAL THING I'LL
SAY IS THAT AS WE KNOW THAT
TECH COMPANIES TO THE PANDEMIC
YOU
KNOW PEOPLE I'VE BEEN WORKING
REMOTELY AND AS WE GO AHEAD AND
DO THIS POST PANDEMIC THEY ARE
GO TO ALLOW MORE PEOPLE TO
FIELD AND THE FLEXIBLE SETTING.
NOW WE DON'T KNOW WHETHER THAT
MIGHT ACTUALLY CREATE
OPPORTUNITIES FOR PEOPLE TO
COME OUT BECAUSE YOU KNOW
THEY'RE NOT BEING PUSHED INTO
YOU KNOW ONE CORPORATE OFFICE
TOGETHER WITH ALL
CO-WORKERS. THERE AND
INDIVIDUAL OF WHAT PLACES AT
HOME OR IN YOU THE CAFE AND
MIKE
YOU KNOW GIVE THEM A LITTLE BIT
COURAGE TO YOU KNOW BE THEIR
FULL SELVES SO THIS IS YOU KNOW
PART OF THE WAIT AND SEE