You are on Monster or Indeed, or one of the many other online job application forums. You are looking for a technical job in your field. But if you are a woman, would you ever consider using just your initials to land an interview?

In this blog I will review and discuss an article by John Greathouse of the Wall Street Journal, recommending that women in tech industries hide their gender to combat gender bias, along with readers’ reactions. I will also discuss the legal effects of discriminatory hiring and what women (and men) can do if they feel they have been passed over unfairly.

Gender Bias in Hiring

In his article “Why Women in Tech Might Consider Just Using Their Initials Online” writer, investor, and serial entrepreneur John Greathouse recognized that the tech industry, like many other professional subsets, has a gender problem. He quoted Renee Rottner, Assistant Professor at the University of California, Santa Barbara’s Technology Management Program as saying:

“Gender-bias limits us whether we are investors, employers or educators. In studies that reveal gender, but keep the content the same – the same venture pitch, the same resume, the same online course material – women are perceived as less competent than men, even though their performance was identical.

What’s more, these studies find that the evaluator’s gender has little effect – women and men are equally biased in their judgments against women – not exactly a win for gender equality. However, once we accept that we all have these biases, then we are in a position to fix the problem.”

Greathouse acknowledges efforts made in professional orchestras toward diversity. By holding blind auditions, professional music companies were able to remove gender, race, and ethnicity from consideration in evaluating and hiring the most talented musicians.

Hiding Identity to Avoid Gender Bias

But rather than call for the tech industry to make similar changes, Greathouse went on to suggest that women seeking skilled technical positions hide their identities online by using only their initials or gender neutral names. He says:

“In a similar fashion, women in today’s tech world should create an online presence that obscures their gender. A gender-neutral persona allows women to access opportunities that might otherwise be closed to them. Once they make an initial connection with a potential employer or investor, such women then have an opportunity to submit their work and experiences for an impartial review.”

To get around gender bias in employment, raising capital, and obtaining investments, John says “however unfair it may be” women should:

• Eliminate photos from your online profiles
• Identify yourself and your team using initials
• Modify social media accounts like LinkedIn, Twitter, and email to use the same initials and eliminate photos.

Interestingly, Greathouse goes on to say “I am not suggesting that people shun their ethnicity or run from their cultural identities.” He makes no such qualification about turning away from a person’s gender.

Women Respond to Greathouse

The Wall Street Journal received wide criticism for Greathouse’s article and his recommendations. In a subsequent article, “Readers React: Should Women Use Their Initials to Break into Tech?” writer Demetria Gallegos summarizes the response saying:

“The column elicited a strong response on Twitter, with many criticizing the suggestion that individuals take this action when the industry itself is at fault. Others acknowledged the practice and had, in some cases used it themselves.”

Responses called the article out for causing girls and women to be ashamed of their gender. They likened Greathouse’s advice regarding using initials only to mandated burkas or comments that a woman should “not dress like that” if she did not want attention. Many called Greathouse’s comments “mansplaning” – when a man talks condescendingly toward a woman about something he does not fully understand, assuming he knows more on the topic than the listener.

The general consensus was that Greathouse was essentially telling women how to work around implicit gender bias in the patriarchy, rather than expose the problematic industry practices that cause women to be hired less frequently than men. One respondent, “Laine Nooney @ NOPE” who uses the Twitter handle @Sierra_Offline said:

“What we need from you @johngreathouse is to NORMALIZE and SIGNALBOOST respect for women, not give dealing-w-patriarchy protips.”

The overwhelming response caused John Greathouse to rethink his position. Within a day, he had issued the following apology:

“I apologize for the dreadful article I wrote in the WSJ.

I told women to endure the gender bias problem rather than acting to fix the problem. I hurt women and utterly failed to help, which I wholly regret and apologize for having done. Women have a tough enough time having their voices heard and my insensitive comments only made matters worse. I am truly sorry. – John”

Legal Options to Fighting Gender Bias

Women do face implicit gender biases every day when looking for jobs. But they may not have to resort to gender-stripping identities and ineffective text-only profiles to get around the establishment. State and federal laws include protections for job applicants against gender discrimination. Potential employees in male-dominated industries can often work with employment discrimination attorneys to build a case against gender bias in hiring practices. By filing complaints with the Equal Employment Opportunities Commission (EEOC) or in court, women can help change the climate of the tech industry, rather than finding ways to work around it.

At Eisenberg & Baum, LLP, our experienced gender discrimination attorneys know what gender bias looks like, and how to fight it. We will meet with you and discuss your options, both in and out of court. If you believe you have been passed over for a job because of your gender, contact us to arrange a free initial consultation.