The Problem With "Masculine Energy" in the Workplace
Mark Zuckerberg's new interview reveals a troubling shift in how we discuss workplace culture and norms.
Mark Zuckerberg's Perspective on Masculine Energy
In a recent interview, Mark Zuckerberg highlighted his concerns about the diminishing presence of what he termed "masculine energy" in corporate culture.
He described the current corporate environment as "pretty culturally neutered" and advocated for embracing certain masculine traits, such as aggression, which he believes can have positive effects on workplace dynamics.
Zuckerberg’s comments suggest a belief that corporate environments have moved too far away from traditional masculine attributes, potentially overlooking their value.
However, this perspective risks oversimplifying the complex dynamics of workplace culture and can inadvertently reinforce the very norms that marginalize others. By emphasizing the need for more masculine energy, there's a danger of sidelining the ongoing efforts to create more inclusive and equitable workplaces.
In tech, women comprise only 25% of the workforce and 11% of tech leadership.
The idea that DEI is creating a woman-dominant workforce is false. We still have a long way to go concerning women’s inclusion in the workplace and Zuckerberg’s regressive rhetoric is alarming and disheartening.
Understanding Masculine Norms in the Workplace
Masculine norms in the workplace often emphasize traits like aggression, competitiveness, dominance, and stoicism.
These characteristics are traditionally valued in many professional settings, where being assertive, taking risks, and showing unwavering confidence are seen as essential to leadership and success. While these traits can contribute to certain aspects of workplace productivity, they can also create environments that are exclusionary and hostile to those who do not conform to these norms.
Women, non-binary people, LGBTQ+ individuals, and other marginalized groups frequently find themselves at a disadvantage in such environments. The pressure to conform to masculine norms can lead to the suppression of diverse perspectives and discourage authentic self-expression. This not only stifles innovation but also perpetuates a culture where only those who fit a narrow definition of leadership and competence thrive.
In fact, when women and LGBTQ+ people emulate the same norms that typically get men ahead, they may be admonished for being unfriendly, uncooperative, and “difficult to work with.”
The Impact of Masculine Norms on Women and Marginalized Groups
The emphasis on masculine traits in the workplace often serves to exclude and harm women, non-binary people, and LGBTQ+ individuals. These groups are frequently subjected to higher standards, face microaggressions, and are overlooked for leadership opportunities due to biases that associate leadership with masculine characteristics. This exclusion not only limits career advancement for these groups but also deprives organizations of the diverse perspectives that drive innovation and growth.
During the COVID-19 pandemic, the progress made toward women’s inclusion in the workplace significantly regressed. The pandemic exacerbated existing inequalities, and the road to recovery requires a renewed commitment to fostering inclusive workplaces.
Last week, a parallel conversation emerged with the LA Fire Department Chief, Kristin Crowley, who faced backlash for her department's diversity, equity, and inclusion (DEI) hiring practices.
Chief Crowley is a visibly Queer woman who champions DEI and is greatly qualified for her role. The backlash against Chief Crowley for her DEI initiatives and the constant disrespect of her leadership demonstrates the challenges that women continue to face in traditionally masculine fields like firefighting. Crowley’s experience underscores how deeply ingrained masculine norms can hinder progress toward more inclusive and equitable workplaces.
The Path Forward: Striving for Inclusion
To address issues of masculinity and foster a workplace that is inclusive of all, organizations must:
Critically examine the impact of masculine norms and dismantle the barriers they create.
Embrace diverse leadership styles and promote emotional intelligence.
Create environments where all employees feel valued and supported.
Thanks so much for reading! Here’s what I am up to this Spring:
Speaking at the 2025 Society of Human Resource Management Conference
Working with an organization at the intersection of faith and environmentalism
Hosting a closed workshop on the impact of the election in the workplace.
My books are open and I’d love to work with your organization! You can learn more about me and my services at ciarrajonesconsulting.com