In-House Counsel

How Low Can They Go? Let’s End Silicon Valley’s 'Pink Ghettos'

A single token woman on a board or in the general counsel office won’t address systemic sexism and sexual harassment.

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“You have to understand,” said my very good friend. “In the next 10 years, it will be impossible for white men to become general counsel or VP of human resources.” Although we are both Silicon Valley general counsels, we’re quite demographically dissimilar — he is a white male in his 50s, I am an immigrant female in her 30s.

“Many companies are still holding onto men in the powerful positions of CEO, CFO, VP of engineering, and VP of product,” he continued. “But they have to give something to women. So, unlucky for me and lucky for you it will be the general counsel, VP of human resources, or VP of marketing roles.”

He may have a point — it’s great to see more women in some leadership roles. But why are women considered “lucky” to be relegated to the certain roles men “give” us? And, why should access to leadership opportunities for women in certain categories be (or even be seen) as a zero-sum game for men?

This increase in female general counsels, VP of human resources, and VP of marketing roles may seem like a solution to the systemic sexism, sexual harassment, and exclusion of women from economic opportunities in Silicon Valley (a.k.a. ValleyGate) and in corporate America generally. So, we may instinctively cling to the first signs of inclusivity we’re thrown. But pink ghettos are not the solution.

First, we need diversity in all positions, especially all positions of power. This means diversity in the boardroom, CEO, CFO, VP of engineering, VP of product, general counsel, VP of human resources, VP of marketing, and all other C-suite offices. A single token woman on a board or in the general counsel office won’t address the systemic sexism and sexual harassment. We need to address the fundamental imbalance of power and money distribution instead of being content with a few successful outliers.

Second, to achieve true diversity, men need to be included in all levels and positions of a corporation, just like women. Otherwise, there is no diversity, merely a transfer of power from one group to another. After all, men are not categorically enemies. In my adventures as a founder of the Women Serve on Boards movement (@BoardsWomen), I have learned that men can be the biggest supporters, advocates, and evangelists for women. Many men in power have confessed that they want their daughters, sisters, and nieces to have the same opportunities as they did. Most men in power also want to do the right thing. And recent events have certainly brought diversity to mind for many men; several have confessed to me in private conversations that they “don’t want to be that Uber guy.”

Three, pink ghettos won’t give any favors to women. In fact, they will undermine our merit, credentials, hard work, perseverance, and ultimately, our legitimacy. Women don’t need an unfair advantage or preferential treatment. And women certainly don’t need any consolation prizes from companies who feel obligated to give “something” to women. Women need equal chances, acceptance, access, privileges, and opportunities to be themselves, in environments where the odds are not stacked against them.

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Women have clearly been historically excluded from many opportunities, especially in leadership, in corporate America, and Silicon Valley. And it may be tempting to fill certain positions with as many women as possible in — even if those positions are less powerful. But these pink ghettos are merely a knee-jerk reaction. And a knee-jerk reaction is never a sustainable, long-term solution to any systemic social problems. Now that we have built a lot of awareness about the systematic exclusion and unequal treatment of women, let’s build a long-term, sustainable, and inclusive solution.

Olga V. Mack is an award-winning general counsel, operations professional, startup advisor, public speaker, adjunct professor at Berkeley Law, and entrepreneur. Olga founded the Women Serve on Boards movement that advocates for women to serve on corporate boards of Fortune 500 companies. Olga also co-founded SunLaw to prepare women in-house attorneys become general counsel and legal leaders and WISE to help women law firm partners become rainmakers. She embraces the current disruption to the legal profession. Olga loves this change and is dedicated to improving and shaping the future of law. She is convinced that the legal profession will emerge even stronger, more resilient, and inclusive than before. You can email Olga at olga@olgamack.com or follow her on Twitter @olgavmack.

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