A Silicon Valley CEO reveals her abstruse to accepting advanced in business - dyeing her albino beard brown, and ditching her heels and acquaintance lenses.
Eileen Carey is a acknowledged CEO, in her aboriginal 30s, with gles and amber hair.
But she didn't consistently attending the way she does now.
"The aboriginal time I absolute my beard was absolutely due to admonition I was actomed by a woman in adventure capital," she says.
Carey was told that the investors she was casting to would feel added adequate ambidextrous with a brunette, rather than a albino woman.
"I was told for this accession [of funds], that it would be to my account to dye my beard amber because there was a stronger arrangement acceptance of bistered women CEOs," she explains.
Pattern acceptance is a approach which suggests bodies attending for actomed adventures - or bodies - which in about-face can accomplish them feel added adequate with the perceived risks they are taking.
When she had albino hair, Eileen says she was likened to Elizabeth Holmes, wse aggregation Theranos has been through a lot of controversy.
"Being a bistered helps me to attending a bit earlier and I bare that, I felt, in adjustment to be taken seriously," Carey says.
In interviewing candidates for roles at her sup, Glbreakers, which provides companies with software aimed at alluring and allotment a orted workforce, she's encountered added albino women w accept additionally absolute their beard brown.
"We dissed that there's the fetishisation of blondes," says Carey.
"People are added acceptable to hit on me in a bar if I'm blonde. There's aloof that affair in general.
"For me to be acknowledged in this [tech industry] e, I'd like to draw as little absorption as possible, abnormally in any array of animal way."
It's not aloof beard colour either. Carey has swapped her acquaintance lenses for gles and says she wears adequate "androgynous" clothes to work.
She says, in a male-dominated alive environment, her old attending fabricated it added acceptable she would be flirted with.
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"I appee to be apparent as a business baton and not as a animal object. Tse curve are still beyond actual generally in this e," she explains.
Even so, Carey admits that animal aggravation adjoin women in ignment or added accessible es is all too common.
"There's a botheration in our industry, period, about animal harment," she explains.
At a contempo affair for software aggregation executives, affair were served by paid changeable models, w were "dressed like fairies".
Being one of the few changeable CEOs in the room, Carey says she was in the boyod aback it came to seeing the bearings as inappropriate and unprofessional.
She says her mother, Eileen Sr, has been a mive access on the way she approaches adultod and femininity, and gender issues in general.
Both Carey's mother and her aunt were feminists aback in the 1980s.
"My mom has abbreviate hair, never wears makeup, does not abrasion aerial heels, never wears dresses. That's w she has consistently been," Carey says.
In the accomplished Carey had her beard blow-dried professionally, her nails manicured.
Now she declares herself "very abundant my mother's daughter, area I don't like cutting makeup, and I don't like cutting heels. I aloof like actuality adequate at work."
Carey doesn't feel the aforementioned burden to be feminine as women w were brought up in added acceptable cultures or uselds. "I was actual advantageous that I didn't accept tse gender stereotypes placed on me at a actual adolescent age."
With account belief about ism and gender in the tech industry - from Uber to Google - ertive the headlines, Carey says advisers charge bethink they accept a best about area they work.
Trying to change a ability abandoned from aural a aggregation can be difficult she says, and can advance to advisers activity actual blood-soaked - arch potentially to "a actor papercuts, the micro-aggressions, the little things".
If you appee to try and change a company, again "Be the change you appee to see in the world, which may beggarly sacrificing your claimed activity for a bigotry lawsuit. That's abominably w you accept to change businesses."
Otherwise, she says: "Go area you are activity to be successful."
Companies that aren't inclusive, that don't accomplish es for women in leadership, that accomplish it difficult for women to be retained, are not activity to win in the continued term, she explains.
"Look at the numbers. Attending at the leadership. Talk to women w ignment there. If that doesn't ume like a abode that you can ability your accomplished potential, don't ignment there."
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