There is no such thing as being normal. We are all different in some way. Normal is not a question of biology and genes. It is a question of social agreement, environment, and context. You can try to hide and change your weirdness, or you can embrace it.
To have more women in IT, we need to give them more female role models to follow. It means giving more women a chance to succeed in technology to show the little girls a potential future.
Standing up to bullies is a risky proposition. However, that doesn’t change the fact that standing up to bullies is a moral responsibility of every leader and, in fact, of every decent human being. In the end, life is too short to spend it around jerks and bullies.
Instead of hiring those similar to you, hire those whose values align with the company’s values, regardless of their cultural and educational background and lifestyle choices. When values drive your interview process, you still hire the right people, but they won’t be all the same.
To build more diversity into the organization, design the recruitment process in a way that mitigates unconscious biases. You will create a more equitable hiring practice, give everyone a fair chance, and ultimately build a more diverse organization.
Focusing on diversity can significantly improve your success in the job market by expanding the talent pool available to you. Be more open-minded and inclusive and you will find many great candidates who will do a fantastic job once they get a chance.
Most of the bias in an organization doesn’t spur form bigotry, racism, or outgroup derogation. It is merely a convenience that is at fault. We prioritize what is comfortable, what is known, and therefore we favor those in our in-group.