Does the boys’ club culture still exist? More specifically, does it exist in your field of work?
Suryansh: I want to preface this by saying that these are just my opinions and at the end of the day, I won’t know the true story. There is a possibility that I can be very misinformed about what women experience in their daily lives. All I can do is try to level the playing field by recognising the privilege that men have in our society.
While progress has been made, the prevalence of the boys’ club culture persists in the modern workplace, contradicting the notion that we have completely moved beyond such dynamics. Numerous studies indicate that this issue remains deeply rooted, underscoring the need for continued efforts to address it. Despite advancements, the problem is often subtle and not readily apparent on the surface.
From personal experience, I have encountered situations that serve as reminders that we still have considerable room for growth. Notably, industries such as the automotive sector, traditionally male-dominated, are witnessing positive changes. Diverse CVs are now commonplace for various roles, reflecting a shift toward inclusivity. Furthermore, the presence of women leaders in different departments and at the helm of businesses is encouraging. Within our organisation, for instance, three out of six heads of departments are women with diverse backgrounds, signifying progress toward a more inclusive and equitable workplace.
“Establishing awareness is key to fostering an environment where everyone understands and acknowledges the significance of issues related to gender, race, age, and nationality. Equally important is the cultivation of leadership that exemplifies values transcending superficial differences.”
Suryansh Vaidya
Director, Vaidya’s Organisation of Industries and Trading Houses; CEO, Vaidya Energy
Founder, Pitstop Inc.
asis: Yes, I think the Boys’ Club Culture still exists because this phenomenon has historical roots across various industries, reinforcing gender disparities in opportunities and treatment. It’s specified by networks through which men are given opportunities based on their connections within the male-dominated group rather than merit.
As my work of field is music production, just like many other areas, the existence of boys’ club culture has been discussed. The field of music production has been male-dominated, with relatively a few women in positions of power and influence.
Lokesh: The persistence of a boys’ club culture varies across different industries and workplaces. Progress has been made in many areas to address gender inequality and foster more inclusive environments. However, it’s important to recognise that the existence and impact of such cultures can differ widely. In some industries, there has been a concerted effort to promote diversity and inclusion, resulting in positive changes. Yet, in certain sectors or specific companies, elements of a boys’ club culture may still persist.
I have personally not seen it in my field of work.
Pradip: We have an inclusive representation of gender and an interesting culture of co-working and co-learning from each other at Youth Innovation Lab. We don’t have a vertical work culture, unlike in other traditional organisations hence I have not seen it. We also have adequate policies and guidelines in place to give a conducive work environment for all. Additionally, our board comprises 60% females, and the majority in leadership from administration, finance, and project is led by women. This has created a great culture of representation and voices for my agency. However, in my field of work, I felt it a few years ago while working at the local government level as it was male-dominated. But now, things are changing, and we can gradually see changes in the right direction. As our generation is becoming more aware of these issues the importance of representation and inclusive leadership and progress has been observed in breaking down gender barriers.
“It’s important to understand that impact matters more than intent. What may seem like a joke to one person can have a serious impact on another as it reflects a culture that has historically marginalised women.”
Aasis Giri
Music Producer
What is your response when people make sexist jokes? Do you think that women take this too seriously?
Suryansh: In all honesty, when I encounter individuals making such statements, it appears that their remarks are not merely intended as jokes or light-hearted banter; rather, they seem to stem from deep-seated misogyny ingrained within our patriarchal society. Addressing such attitudes requires a nuanced approach that goes beyond simply reprimanding or dismissing someone. Instead, I believe it’s crucial to engage in constructive conversations and gently guide individuals away from the ingrained perspectives shaped by their environment. It’s essential to illuminate the pervasive influence of societal norms and expectations on our beliefs, encouraging a shift towards a more equitable and accepting mindset. By fostering open dialogue, we have the opportunity to challenge preconceived notions and broaden perspectives. It’s not about pointing fingers but rather about collectively dismantling the barriers that contribute to inequality.
I think when a line is crossed it is up to the victim of the joke to draw the line and not the person making the insensitive comments and these boundaries need to be clear and respected. Through education and empathy, we can contribute to the creation of a society that values and respects all genders, fostering a more inclusive and harmonious community.
Aasis: If someone makes a sexist joke around me, I calmly explain why the joke is inappropriate and how it can be harmful. This can be an educational moment for them or I make it clear by telling them what type of language is acceptable and what is not, setting boundaries as it can influence others to think twice before making sexist remarks.
“historical and systemic inequities have disadvantaged certain groups, including women, in the workplace. The goal is to address and rectify these imbalances rather than dismiss concerns.”
Lokesh Pradhananga
Model
What is your response when people make sexist jokes? Do you think that women take this too seriously?
Suryansh: In all honesty, when I encounter individuals making such statements, it appears that their remarks are not merely intended as jokes or light-hearted banter; rather, they seem to stem from deep-seated misogyny ingrained within our patriarchal society. Addressing such attitudes requires a nuanced approach that goes beyond simply reprimanding or dismissing someone. Instead, I believe it’s crucial to engage in constructive conversations and gently guide individuals away from the ingrained perspectives shaped by their environment. It’s essential to illuminate the pervasive influence of societal norms and expectations on our beliefs, encouraging a shift towards a more equitable and accepting mindset. By fostering open dialogue, we have the opportunity to challenge preconceived notions and broaden perspectives. It’s not about pointing fingers but rather about collectively dismantling the barriers that contribute to inequality.
I think when a line is crossed it is up to the victim of the joke to draw the line and not the person making the insensitive comments and these boundaries need to be clear and respected. Through education and empathy, we can contribute to the creation of a society that values and respects all genders, fostering a more inclusive and harmonious community.
Aasis: If someone makes a sexist joke around me, I calmly explain why the joke is inappropriate and how it can be harmful. This can be an educational moment for them or I make it clear by telling them what type of language is acceptable and what is not, setting boundaries as it can influence others to think twice before making sexist remarks.
“It is essential to have an independent authority to enforce a zero-tolerance policy on gender-based discrimination in the workplace. This can motivate people to work freely, and it encourages other co-workers to be mindful of their actions in the workspace.”
Pradip Khatiwada
Founder & Executive Director, Youth Innovation Lab
Regarding the question of some men thinking women take sexist jokes “too seriously”, I think it’s important to understand that impact matters more than intent. What may seem like a joke to one person can have a serious impact on another as it reflects a culture that has historically marginalised women.
Lokesh: Honestly speaking responding to sexist jokes can vary based on the context and the relationships involved. I generally let the person know that such comments are not acceptable and that I prefer a more respectful and inclusive environment. I express that the comment is inappropriate or offensive and explain why it is important to use a calm and assertive tone to communicate. I also take the opportunity to educate the person about why such jokes perpetuate harmful stereotypes and contribute to a negative work or social environment.
It’s important to avoid generalising about how individuals, particularly women, respond to sexist jokes. People’s reactions to such comments can vary widely based on their personal experiences, perspectives, and the context in which the jokes are made.
Sexist jokes, by their nature, can contribute to a hostile or unwelcoming environment. Some individuals may find such jokes deeply offensive, as they can perpetuate harmful stereotypes and contribute to a culture that marginalises and disrespects certain groups. Others may choose to brush off such comments or respond with humour, depending on their personality or the specific situation. It’s crucial to approach these matters with sensitivity and respect for others’ feelings.
Pradip: When I hear sexist jokes being made in front of me, I flag it. If it makes someone uncomfortable it is important to flag that the joke was condescending.
I believe that everyone has a boundary, if that boundary is crossed with condescending jokes a reaction is expected hence, I would not say that women take it too seriously. In any case, if it goes beyond the acceptable line, it must be handled seriously and reported.
What do you think happens when you have a boys’ club culture at the workplace? What are the consequences?
Suryansh: A workplace culture that denies individuals an equal opportunity to contribute, share ideas, and lead their teams is inherently dysfunctional. It is paramount to establish a level playing field where recognition is not contingent on personal attributes, but rather on the merit of one’s work, contributions to the workplace, and impact on society as a whole. Providing everyone with an equitable platform ensures a more inclusive and effective work environment.
Aasis: I think a Boys’ Club culture in a workplace will exclude or diminish the contribution and presence of women or non-binary individuals as the workplace would turn into an environment where male dominance and values are prioritised mostly. The consequences for this can be huge as it will create limited opportunities for women as the boys’ club often prioritises men, and reduces diversity. A boys’ club culture can foster a place where sexist jokes or comments are normalised.
Lokesh: A boys’ club culture in the workplace can have several negative consequences, both for individuals and the organisation as a whole. A boys’ club culture often leads to gender inequality, with women facing barriers to advancement and opportunities. Such a culture can make women and other underrepresented groups feel excluded, marginalised, or undervalued. This exclusion can lead to a lack of diversity of thought, perspectives, and ideas within the organisation. Employees who feel excluded or marginalised are likely to experience lower job satisfaction and morale. This, in turn, can negatively impact overall team dynamics and productivity. Employees who feel that they are not treated fairly or have limited growth opportunities may choose to leave the organisation. High turnover can be costly for companies in terms of recruitment, training, and loss of institutional knowledge. A boys’ club culture can sometimes lead to incidents of harassment or discrimination, which can result in legal consequences for the organisation. This includes potential lawsuits, damage to the company’s reputation, and financial penalties.
Pradip: One of my mentors used to suggest being inclusive, empathetic, and competitive. When I say inclusive, just imagine the entirety of Nepal being represented within that workspace; when I say competitive, think of the right person for the right work. I have encouraged my team at work to be as empathetic and accountable as possible, making everyone sensitive to their language, conversation, and actions. If there is a boys’ culture at workspace, the consequences would be:
- Impact on productive culture: The team effort becomes extremely negative and unproductive, making the institution less innovative and unprofessional.
- Gender inequality: Boys’ culture in the workspace may manifest in various ways, such as unequal opportunities, pay gaps, and leading towards biased decision-making processes.
- Lack of diversity and inclusion: This culture may inadvertently create an environment where individuals who don’t fit into your conversation or aren’t on the list of your elite zone feel marginalised or excluded.
How can we create safe and equal space for all genders at work?
Suryansh: The paramount concern for me lies in establishing a non-judgemental work environment with minimal biases. A fair policy enforcement system is essential one that doesn’t resort to termination for rule violations but instead focuses on educating individuals to improve. If improvement is not achieved, they should be prepared to face appropriate consequences. Additionally, the system should facilitate open communication, whistleblowing, and an effective reporting mechanism, ensuring that people can express themselves freely and address any issues that may arise.
Aasis: To create a safe and equal space for all genders at work I think we have to enforce clear anti-discrimination policies, provide diversity training, and create a transparent hiring and promotion process. Also implementing pay equity audits, flexible work arrangements, and parental leave. We should also encourage mentorship for all genders, ensure leaders prioritise equality and create reliable reporting and feedback channels to address all the issues and measure progress effectively.
Lokesh: Creating a safe and equal space for all genders at work involves fostering an inclusive and respectful workplace culture. Some of the strategies are to: develop and communicate clear policies against discrimination, harassment, and bias. Ensure that all employees are aware of these policies, and provide avenues for reporting incidents. Implement diversity and inclusion training program to educate employees about unconscious bias, stereotypes, and the importance of creating an inclusive environment. Provide equal opportunities for professional development, mentorship, and advancement. Ensure that promotions and assignments are based on merit rather than gender. Establish open and transparent communication channels for employees to express concerns, provide feedback, and report incidents of discrimination or harassment.
Pradip: In a rapidly evolving society like Nepal, it is important to have and showcase a diverse and inclusive team for a well-rounded impact. There are other ways to create a secure workspace environment, such as implementing inclusive organisational policies, conducting workshops and training sessions to sensitise all on important topics, and, more importantly, fostering an environment where everyone can contribute to their best ability and have work satisfaction. When the work environment is conducive, the productivity and creativity of the institution will also grow. The institution should also create a gender-friendly workspace infrastructure from a gender perspective. It is essential to have an independent authority to handle grievances related to such issues and to enforce a zero-tolerance policy on gender-based discrimination in the workplace. This can motivate people to work freely, and it encourages other co-workers to be mindful of their actions in the workspace.
What are some boundaries that can help navigate the boys’ club culture?
Suryansh: Primary among our strategies is the comprehensive education of all members within the organisation regarding such issues. It is crucial to hold up a mirror to individuals, as some may not readily recognise the existence of these problems. Establishing awareness is key to fostering an environment where everyone understands and acknowledges the significance of issues related to gender, race, age, and nationality. Equally important is the cultivation of leadership that exemplifies values transcending superficial differences. We strive to provide role models who appreciate individuals for who they are, irrespective of gender, race, age, or nationality. These leaders serve as beacons, guiding the organisation towards a culture that values and respects the diversity inherent among its members.
Aasis: Some boundaries that can help navigate the boy’s club culture are that we should speak up against exclusionary practices, push for merit-based recognition and opportunities, establish clear anti-harassment policies, demand diverse representation in meetings and leadership roles, reports of inappropriate behaviour through official channels and more.
Lokesh: Navigating a boys’ club culture can be challenging, but setting clear boundaries can help individuals establish their expectations and promote a more inclusive environment. Here are some boundaries to consider:
Communicate when a comment or action is inappropriate or offensive. Use assertive but calm language to express your discomfort and set boundaries. Emphasise the importance of professionalism and equal treatment for everyone. Set expectations for fair and inclusive behaviour in meetings, projects, and day-to-day interactions. Proactively build professional relationships and networks with colleagues, both within and outside your immediate team. Seek mentorship from individuals who can help you navigate any challenge related to the boys’ club culture. Understand your legal rights and protections in the workplace. Actively contribute to creating a more inclusive culture by suggesting and participating in diversity and inclusion initiatives.Pradip: Institutional culture is crucial for making the workspace respectful for everyone. Setting standards in the workplace is crucial to make it inclusive, respectful, and collaborative. It’s essential in any workspace that individuals refrain from making jokes or crossing professional boundaries. Therefore, establishing communication standards in the workspace and emphasising the importance of inclusivity and diversity are crucial. This involves creating awareness conducting sensitisation program, and implementing institutional communication standards to address inappropriate or offensive language, jokes, or comments. Having a support system to advocate for inclusivity and diversity within the workspace, providing mentorship for professional growth, and navigating workplace challenges are equally important. In an incident of discriminatory behaviour or exclusion, there must be a mechanism for grievances or recording through which confidentiality is maintained, helping in the documentation of the issue for further actions. Everyone should be aware of their rights and protections in the workspace, making everyone accountable and ready to take leadership when required.
“Boys will be boys” and bro codes are often delivered as cool and manly. Where does this stem from and what does it say about you?
Suryansh: I have always been puzzled by the mainstream acceptance of a certain statement and how it has evolved to shield boys, men, and the male gender, especially in the face of mistakes. I acknowledge the initial intention; however, it seems that this notion has been taken to an extreme. All of us must acknowledge our mistakes, level the playing field, and strive for a life marked by equality and equity. Recognising our errors is a fundamental step toward fostering a fair and just society where everyone can live on equal terms. I just don’t understand what it means. That statement holds no value to me.
Aasis: The term “boys will be boys” and bro codes stem from stereotypical views of masculinity that condone irresponsible or macho behaviour. This perspective is often used to excuse inappropriate behaviour, being cool with acceptance of gender norms that can be harmful or dismissive of liability. Using these terms may indicate an unconscious approval of these dated stereotypes and a lack of awareness of their insinuation.
Lokesh: The phrases “boys will be boys” and “bro culture” are often associated with traditional gender stereotypes and can contribute to the perpetuation of certain behaviours and attitudes. These expressions may stem from deep-seated cultural norms and expectations about masculinity, which can have both historical and contemporary roots.
The phrase “boys will be boys” might be a way of excusing or downplaying certain behaviours, often associated with stereotypical masculinity, as natural or inevitable. From an early age, individuals are socialised into gender roles that prescribe specific behaviours for boys and girls. The notion of “boys will be boys” may reflect societal expectations that excuse or normalise certain behaviours in males, reinforcing the idea that they are inherently more prone to certain actions. What it says about individuals who use or endorse such phrases is that: The use of these phrases can indicate an adherence to traditional gender norms and a willingness to perpetuate stereotypes about how men and women should behave. Individuals who embrace or perpetuate such expressions may be resistant to the idea of challenging traditional gender roles and promoting greater gender equality. In some cases, the use of these phrases may reflect a lack of awareness about the broader implications of reinforcing traditional gender norms and the impact they can have on individuals and society.Pradip: In a patriarchal society like Nepal, there are lingering linkages that reflect aggression, insensitivity to issues, and stereotyping, often perceived as cool or manly. These linkages are influenced by our culture and assertiveness, glorified as a historically influenced masculine ideal. However, this concept has largely changed in our generation. I believe we should train our empathy muscles more, expressing authentically to contribute to the creation of a more equitable and diverse society where we find happiness in people and mutual success.
Do you think the equality debate at work is overhyped and women tend to play the gender card to suit their needs? How then do we create a truly equal space where meritocracy is more important?
Suryansh: It’s not overhyped; rather, I see it as a societal concern extending beyond the confines of the workplace. While there are diverse individuals worldwide, a few may exploit genuine issues. I believe it’s crucial to appreciate individuals at a profound level, beyond superficial traits. A more open-minded and inclusive society would undoubtedly contribute to greater success. Our true worth extends beyond race, gender, or demographics; recognising this truth is essential for paving the way toward a genuine meritocracy.
Aasis: The pursuit for workplace equality is a response to historical and systemic imbalances, rather than an overhyped issue. While individual incidents may vary, the extensive push for equality ensures fairness for all genders. Creating a truly equal space involves implementing unbiased hiring and promotion practices, providing equal pay for work, implementing transparent conflict resolution methods, and prioritising a culture of respect. Meritocracy must be enclosed within a structure that consistently finds and eradicates biases, ensuring opportunities are based on achievement and ability without gender-based prejudice.
Lokesh: The discussion around gender equality in the workplace is a complex and multifaceted topic that involves addressing historical disparities, cultural norms, and systemic biases. It’s essential to approach this conversation with nuance and sensitivity, recognising that experiences can vary among individuals and across different contexts. Acknowledge that historical and systemic inequities have disadvantaged certain groups, including women, in the workplace. The goal is to address and rectify these imbalances rather than dismiss concerns. Meritocracy should be about creating equal opportunities for everyone to succeed based on their abilities. Unconscious bias can influence decision-making processes. Implement training program to raise awareness about biases and encourage fair and impartial evaluations of individuals, irrespective of gender. Implement flexible work policies that accommodate diverse needs, including those related to caregiving responsibilities. This helps level the playing field and allows individuals to balance work and personal responsibilities. Ensure transparency in compensation practices to eliminate gender pay gaps.
Pradip: I believe it will still take time to maintain equity in the workspace, as there are a few sectors that are yet to be well-prepared for gender balance. In my work, we strive to hire more female developers. I believe the equality debate must remain strong to break the systemic challenges still in practice. At Youth Innovation Lab, we employ the following approaches to create an equal space for everyone, prioritising meritocracy:
- Addressing unconscious bias in hiring, promotion, and performance evaluation by focusing on skills, competencies, and commitments rather than gender.
- Providing work-life balance through flexible hours and a work-from-home culture to encourage a supportive work environment.
- Creating a learning space and co-creation by removing bureaucratic processes within the institution, making it a more open and collaborative space for youths and young professionals to enjoy.
- Promoting inclusive leadership and company culture, opening space for dialogues and sharing to help each other in times of need.
- Understanding boundaries, sensitising on the policies and processes in place, and awareness about consequences.
