The technology industry is often seen as a beacon of innovation and progress, with companies that are quick to adapt and capitalize on new ideas. However, beneath the surface, many tech companies are struggling with a crisis that can stifle creativity and hinder growth: a lack of diversity.

The Problem with “Bro Culture”

Tech companies are often dominated by a “bro culture” that prioritizes the perspectives and experiences of white males. This can lead to a lack of diversity in thought and approach, which can ultimately limit a company’s ability to innovate and succeed. Telle Whitney, a Silicon Valley startup veteran and co-founder of the Grace Hopper Celebration of Women in Computing, notes that this culture problem is long-standing and can have serious consequences. “As tech firms grow, their processes and hierarchies become hardened, limiting the freedom to experiment or bring new ideas to the table,” she observes.

The Importance of Inclusive Culture

Most business leaders recognize the value of an inclusive culture, but many are hesitant to make the changes necessary to achieve it. “The hard truth is that most leaders don’t want to fundamentally change their workplaces,” Whitney notes. However, creating an inclusive culture is crucial for driving innovation and success. By promoting diversity of thought and experience, companies can tap into a wider range of perspectives and ideas, leading to more creative solutions and better outcomes.

Steps to Promote Diversity and Inclusion

So, how can companies promote diversity and inclusion? Whitney urges leaders to take the following steps:

• Share your company’s vision: Regularly talk about the impact your products have on the market and the world. Discuss the importance of the mission with job candidates and new employees.
• Clearly articulate success: This includes the problems that need to be solved to accomplish the mission. Frequently remind your team what success looks like. Regularly emphasize the opportunities and excitement in doing something that has never been done.
• Be an example: Demonstrate with your behavior how ideas are listened to, challenged, and carried forward. Regularly review your product development thought processes and the evolution of ideas.
• Don’t shy away from challenging conflict: Communicate that negative, aggressive, and disrespectful behavior is not tolerated, emphasize respect instead. Call out microaggressions and aggressive behavior.
• Actively invite everyone to share ideas: All voices need to be heard. Host forums, hackathons, and discussion sessions for employees to present new and novel perspectives and discuss new product and feature ideas.
• Ensure there is a diverse group of role models for employees: This can be encouraged through sending employees to conferences, local meetups, or virtual events where they might meet role models. Solicit advice from staff as to external events they would like to attend.
• Be suspicious of traditional methods that are considered sacrosanct: Challenge assumptions of “how things are done.” Regularly evaluate the success of your processes and consider alternatives. Consider whether your approaches serve all needs, meet all objectives, or work for only certain populations or types of problems.
• Question traditional views of success: Re-evaluate your organization’s preconceived notions of what talent and high potentials look like. Consider which traits and behaviors that you look for in employees might exclude talent from certain groups.

Conclusion

In conclusion, promoting diversity and inclusion is crucial for driving innovation and success in the tech industry. By taking the steps outlined above, companies can create a more inclusive culture that values diversity of thought and experience. This, in turn, can lead to more creative solutions, better outcomes, and a competitive edge in the market.

FAQs

• Q: Why is diversity important in tech?
  A: Diversity is important in tech because it brings different perspectives and ideas to the table, leading to more creative solutions and better outcomes.
• Q: How can companies promote diversity and inclusion?
  A: Companies can promote diversity and inclusion by sharing their vision, articulating success, being an example, challenging conflict, inviting everyone to share ideas, providing diverse role models, challenging traditional methods, and questioning traditional views of success.
• Q: What are the benefits of a diverse and inclusive culture?
  A: The benefits of a diverse and inclusive culture include more creative solutions, better outcomes, and a competitive edge in the market.

New York City is a vibrant mix of energy, culture, and constant motion—but for neurodivergent individuals, that same vibrancy can feel overwhelming. Crowds, noise, and unpredictability often turn a routine outing into a major challenge. That’s exactly why KultureCity launched Let’s Map Neu York—an initiative designed to make the city more inclusive, one sensory-friendly location at a time.

More than just a digital map, Let’s Map Neu York represents a shift in how we design and share public spaces. It’s a movement toward creating environments that acknowledge and embrace the diverse ways people experience the world. From Broadway theaters to cozy bookstores, these places are being reimagined to support calm and comfort for those who need it most.

Reimagining NYC for Everyone

At its heart, Let’s Map Neu York isn’t about changing New York—it’s about expanding access to it. As KultureCity Executive Director Uma Srivastava puts it, “Inclusion starts with understanding. It’s about creating spaces where people truly feel like they belong.”

The spelling—Neu York—isn’t just stylistic. It’s symbolic. It nods to neurodivergence and the effort to see NYC through a different lens. The initiative launched with 125 sensory-inclusive certified locations, complete with trained staff, sensory bags, and social stories to help set expectations. But it’s not just about formal certifications—local ambassadors have added personal touchpoints: quiet cafes, hidden parks, and serene spots that won’t show up on tourist guides but make all the difference.

A Personal Mission

For Broadway star and KultureCity board member Christopher Jackson, the mission is personal. After his son C.J. was diagnosed with autism, everyday outings took on new weight. “Every environment suddenly required planning—restaurants, airports, theaters—we didn’t know if it would be manageable or too much,” Jackson shares.

Best known for his roles in Hamilton and In the Heights, Jackson knows the power of public spaces, especially in the arts. “Inclusion isn’t just about entry. It’s about the experience,” he says. “For many neurodivergent people, accessibility is about lighting, crowds, sound—it’s the sensory load, not just physical barriers.”

Changing the Way People Navigate the City

For Sean Culkin, an autistic advocate and early adopter of the map, the impact was immediate. “I’ve always loved New York, but it was exhausting. I’d burn out quickly,” he explains. “But with Let’s Map Neu York, I can plan my day better. I finally have a sense of control—it’s a reminder that there are calm places, even in the chaos.”

What’s Next?

KultureCity isn’t stopping at NYC. The goal is to take Let’s Map nationwide—and the organization is calling on businesses to join the movement. Certification is straightforward: staff training, offering sensory bags, and creating a “social story” to help visitors prepare. Coffee shops, bookstores, boutiques—any space can take part.

Visibility is also a key part of the mission. When Let’s Map Neu York took over the big screens in Times Square, it wasn’t just a campaign—it was a public declaration: “We see you.” And that kind of visibility, says Jackson, creates belonging.

Srivastava echoes that sentiment: “We want people to feel confident exploring the city, knowing they’ll find places to pause, recharge, and continue their day. NYC doesn’t have to be overwhelming.”

FAQs

What is Let’s Map Neu York?
It’s a sensory-accessibility initiative by KultureCity to make NYC more inclusive for neurodivergent individuals through a curated map of sensory-friendly spaces.

How can businesses get involved?
By becoming KultureCity-certified. This includes staff training, sensory bags, and social stories to help neurodivergent guests feel more comfortable.

Is it just for New York City?
No. KultureCity plans to expand the initiative across the country and invites cities and businesses nationwide to join.

Where can I access the map?
The digital map is available via the KultureCity website.

The 2025 Met Gala theme, “Superfine: Tailoring Black Style,” celebrates the essence of Black dandyism, taking inspiration from style trailblazers like André Leon Talley, Dapper Dan, Langston Hughes, and James Baldwin. In tandem with the Costume Institute’s exhibition, the theme pays homage to the art of fine tailoring and the enduring style of Black men—from the 18th century through the Harlem Renaissance of the Roaring Twenties to present day. While the Met Gala primarily highlights this tradition through a lens of masculinity, it’s essential to recognize the often-overlooked contributions of women, particularly masculine-presenting lesbians, who were also pioneers of this style.

The Emergence of Female Dandies in the 1920s

During the 1920s, as jazz and blues dominated mainstream entertainment and echoed through every speakeasy from 110th Street to 155th in New York, a small group of women began embracing masculine attire—not just on stage, but in their everyday lives. Black queer artists and intellectuals played a pivotal role in shaping this style of dandyism. Like many queer people in early 20th-century America, they often had to hide their sexualities and gender identities. However, for masculine-presenting lesbians, their performance of masculinity—viewed as a kind of spectacle, much like modern-day drag—allowed for a degree of visibility and acceptance. By defying traditional notions of “masculine” and “feminine” dress and behavior, they carved out space for themselves.

Gladys Bentley: A Pioneer of Masculine Lesbianism

At famed speakeasies the Clam House and the Ubangi Club, Gladys Bentley became a prominent figure behind the piano and in front of it. Clad in a white three-piece suit with a trailing coat, a towering top hat, and a cane, the openly lesbian performer captivated audiences with bawdy, jazz-infused sets that included suggestive lyrics about her female lovers. She openly flirted with women in the crowd, embodying a suave, masculine persona that both defied and redefined gender expectations of the era. Bentley’s performances were more than entertainment—they were radical acts of visibility of masculine lesbianism at a time when few had ever witnessed such.

Stormé DeLarverie: The Guardian Angel of the Village

Fifteen blocks north at the Apollo Theater—and three decades later—emerged Stormé DeLarverie: performer, activist, and self-proclaimed “guardian angel of the Village.” A towering figure in both presence and queer legacy, DeLarverie is widely believed to have thrown the first punch at the Stonewall uprising, a claim supported by those closest to her. Stormé DeLarverie, born to an African American mother and a white father, was the only “male impersonator” in the Jewel Box Revue, a queer touring company during the 1950s and ’60s. While the other performers dressed in glittering dresses, DeLarverie stood out—famously photographed in a shawl-collar tuxedo. In another photograph, she appears in a wide-cut zoot suit and fedora, a pipe in hand, fully embodying the Black masculine style standard of that time.

The Legacy of Female Dandies

While Black dandyism is often narrated through the lens of male fashion icons, female and queer dandies have been undeniably present—though historically rendered invisible. Despite this erasure, their influence resonates deeply, not only within the Black queer community but also in contemporary fashion and culture, as seen in figures like Janelle Monáe, Lena Waithe, and others who continue to carry their legacy.

Conclusion

The story of Black dandyism is complex and multifaceted, encompassing not just the styles of Black men but also the pioneering efforts of masculine-presenting lesbians like Gladys Bentley and Stormé DeLarverie. Their contributions to the tradition of Black dandyism are a testament to the power of self-expression and the enduring impact of queer culture on fashion and society.

FAQs

• Q: What is the 2025 Met Gala theme?
  A: The 2025 Met Gala theme is “Superfine: Tailoring Black Style,” celebrating the essence of Black dandyism.
• Q: Who are some notable figures in the history of Black dandyism?
  A: Notable figures include André Leon Talley, Dapper Dan, Langston Hughes, James Baldwin, Gladys Bentley, and Stormé DeLarverie.
• Q: What role did masculine-presenting lesbians play in the development of Black dandyism?
  A: Masculine-presenting lesbians, such as Gladys Bentley and Stormé DeLarverie, were pioneers in embracing masculine attire and performance, contributing to the visibility and acceptance of queer identities.
• Q: How has the legacy of female dandies influenced contemporary fashion and culture?
  A: The influence of female dandies can be seen in contemporary figures like Janelle Monáe and Lena Waithe, who continue to embody and evolve the traditions of Black dandyism and queer style.