‘Bro culture’ isn’t a new phenomenon. Since the dawn of capitalism ‘bro culture’ has existed in business. And as you've probably heard, that's not a good thing...
But what exactly is ‘bro culture’ and why is it an issue?
What exactly is ‘bro culture’?
‘Bro culture’ describes a culture that prioritises young macho men with obnoxious and toxic behaviour above all else. The average ‘bro’ tends to be a hustling guy who places winning and success above respect for others. ‘Bros’ operate in an environment of excessive partying and bullying. Harassment of colleagues is the everyday norm.
Companies with a ‘bro culture’ encourage excessive partying as a motivating tool. Managers scream and yell in a culture of blame and the office is generally a toxic pot of gossip and negative chatter. You get the picture.
Common signs of bro culture at work
Bro culture in the workplace is instantly recognisable, and in a nutshell describes a culture dominated by over-confident, arrogant, obnoxious men. The gender pay gap and sexual harassment at work cases are proof that it still exists.
And the lack of inclusivity doesn't stop there. A huge 61% of women of colour reported changing aspects of their personality due to their workplace environment - including the language they use, their hairstyle or topics they talk about.
It’s a shocking state of affairs - and sad indictment of the continuing existence of the lack of equality and the remaining presence of ‘bro culture’ in business today. Common signs of ‘bro culture’ at work can include:
● A clear preference for men in leadership positions, and in the leading of company discussions
● An inconsistent gender pay gap, favouring ‘bros’ (men)
● Little value or respect given to parental leave
● Inappropriate comments being swept under the carpet
● A lack of action in response to concerns raised by women
● Outright discrimination against women
And unfortunately, that’s just the tip of the iceberg.
Bro culture is more common in some industries than others
Business cultures representing young, brash, (generally white) hyper-competitive men are particularly common in certain industries (usually in those where women are under-represented). In the Silicon Valley (Google, Uber) ‘bro culture’ is very much alive. In some ways ‘bro culture’ has become synonymous with the tech industry, largely because of the lack of women and diversity in that sector.
This is where terms like ‘tech bros’ and ‘crypto bros’ (related to cryptocurrency businesses) have sprung from.
The problem with ‘bro culture’
On top of the common signs of ‘bro culture’—all of which are pretty grim reading—you only have to take a look at the big tech players like Google to realise that the routine harassment of women still goes on. Former Google employee, Loretta Lee, says she was subjected to ‘lewd comments, pranks and even physical violence’ on a daily basis between 2008 and 2016.
Media exposure of ‘bro culture’ in big business has made the problem feel worse, but is the growing transparency (a result of the digital age) and whistleblowing (Weinstein and the #MeToo campaign) making it feel worse than it actually is? For sure, the problem is being rooted out. Sadly, it is far from being stamped out—meaning the problems with bro culture still exist.
Bro culture values speedy growth
The problem for start-ups is in understanding the benefits of organic growth. Many businesses set out with high hopes of quick success. It’s what ‘bros’ are good at and why start-ups tend to attract and recruit the ‘wrong’ type of employee. Many start-ups get recruitment wrong at the start, employing those they think will bring them the most sales. But, ignoring the brash behaviour that often goes hand-in-hand with soaring sales figures is counter-productive.
‘Bro culture’ is toxic
Start-ups need investors...and these can often be 'bros'
‘Bro culture’ is an issue for start-ups and fledgling small businesses largely because they need investment. Unfortunately, many venture capitalists are bros. The New York Times ran an article on how ‘bro culture’ is ruining start-ups.
“The bro CEO does what you’d expect an immature young man to do when you give him lots of money and surround him with fawning admirers — he creates a culture built on reckless spending and excessive partying.”
Diversity is not a priority for start ups, or bro culture
Tech start-ups tend to be male-dominated sectors where, as the US’ Silicon Valley has shown, ‘bro culture’ has a tendency to flourish. It’s no surprise since only one out of five engineering or computer degrees in the UK are being awarded to women.
Just a quarter of women work in computer-science industries, according to research. Additionally, only a meagre 15% of women of colour hold entry-level positions in tech, compared with 35% of white men.
In the US, recent diversity research proved that sadly, managerial and professional roles of the tech industry are still overwhelmingly white and male. It's safe to say that tech remains a hugely underrepresented industry, with lots of work still to do.
Start-ups may not set out with the intention of creating a toxic workplace, but in recruiting a skewed demographic of men, who perhaps mirror the 'go-getters' who started the company, they are inadvertently reinforcing the ‘bro culture’ cycle.
Start-ups with bro culture tend to lack a focus on HR
Most entrepreneurs start out as a one-person band or in partnership. Recruitment happens when founders are overloaded. Effective HR just isn’t a priority for many start-ups. But, as a result, unconscious gender bias can unwittingly inform recruitment decisions. Without effective HR, bad seeds can quickly grow. It’s almost inevitable when there isn’t a sharp moral compass in operation.
Start-ups are vulnerable to ‘bro culture’ creeping in before they’ve even noticed what is happening. Leaders especially need to take a close look at how they are running their businesses and how they're behaving.
How to say ‘no’ to ‘bro’ culture, and put your people first
The key to creating a strong, non-bro culture is to be inclusive, open, and dedicated to putting your people first. Looking after the wellbeing of your employees is a big part of that.
As part of our People First Culture Series, we looked into what wellbeing supports employees are looking for from your organisation, whether home working is helping or hindering employee wellbeing, and much more…
Author: Sarah Benstead
Sarah is a Product Marketing Specialist here at Breathe. Always innovating, she loves writing about product releases in an engaging & informative way. When she's not coming up with new ideas, she enjoys long walks with her dog, Clifford.