As backlash against diversity gains momentum, Shane Windmeyer urges software companies to move beyond performative allyship and build truly inclusive developer cultures.
In 2025, the tech industry stands at a crossroads. On one hand, it continues to shape the digital future of our lives—coding the platforms we use, the data we trust, and the systems we depend on. On the other, it faces a growing internal reckoning: What does it mean to lead inclusively when the broader culture is retreating from equity?
Nowhere is this tension more visible than in the world of software development, where innovation thrives on agility—but inclusivity often lags behind.
While many companies proudly display DEI statements on their websites and issue rainbow-themed logos during Pride Month, a different reality exists behind the codebase. LGBTQ+ engineers still navigate hostile environments, biased promotion paths, and the daily challenge of being “out” in a space where tech skills are celebrated but lived experiences are often erased.
Shane Windmeyer, nationally recognized LGBTQ+ advocate and consultant to Fortune 500 companies, believes software firms must stop treating DEI as a branding accessory and start treating it as a core development principle.
“Inclusion isn’t a feature you bolt on after launch—it’s part of the architecture. And if you don’t build it in from the beginning, the system fails.”
Why DEI Matters in Software Development—Now More Than Ever
Tech companies like to think of themselves as meritocracies—where clean code and performance benchmarks matter more than identity. But the data tells another story.
In 2024, a global Stack Overflow survey found that only 2.6% of developers identified as LGBTQ+.
Trans and nonbinary engineers reported higher attrition, fewer mentorship opportunities, and lower self-assessed career satisfaction.
DEI teams across tech firms have been downsized or absorbed into broader HR units—weakening dedicated advocacy and training programs.
The recent rise in anti-DEI sentiment in the public sphere has only made things worse. As states pass laws that restrict inclusive hiring, training, and even pronoun usage, many tech companies have responded with silence or retrenchment—fearing political backlash or “culture war” accusations.
But for LGBTQ+ engineers, the cost of that silence is real.
“If your queer staff have to code in the closet, you’ve already lost more talent than you know,” says Windmeyer. “You can’t innovate while people are shrinking to survive.”
Performative Allyship Isn’t Cutting It Anymore
Shane Windmeyer has worked with dozens of tech companies over the last decade. He’s seen the full spectrum—companies that treat inclusion like an ongoing commitment, and those that treat it like a seasonal campaign.
“It’s no longer enough to post a rainbow logo in June or add a line about ‘diverse teams’ in your job postings,” he says. “What your developers—and users—want to know is: What are you actually doing behind the scenes?”
Developers are increasingly holding employers accountable:
- They want equity in career advancement, not just diverse hiring numbers.
- They want trans-inclusive health benefits that go beyond coverage to include actual access.
- They want psychological safety in team meetings, code reviews, and Slack channels—not just policy PDFs.
- They want inclusive product design, where diverse users are considered in testing, feedback, and accessibility.
“Queer engineers notice when they’re being tokenized,” Windmeyer says. “And they notice when leadership goes quiet during attacks on LGBTQ+ communities.”
The Risk of Doing Nothing
In a field where attrition is costly and retention is critical, companies that ignore DEI do so at their peril. Studies consistently show that inclusive teams:
- Ship faster, cleaner code
- Report higher morale
- Retain talent longer
- Are more likely to flag bias in AI and automation tools
Conversely, companies that fail to address toxic culture, bias in review cycles, or lack of gender inclusion see:
- Higher legal and PR risks
- Internal trust breakdowns
- Innovation slowdowns due to employee disengagement
“Your engineers are not just coders,” Windmeyer reminds leaders. “They are human beings building systems that reflect your values. If they don’t feel seen, neither will your users.”
Five Actions Tech Companies Can Take Right Now
To help software firms move from intention to impact, Shane Windmeyer offers five actionable steps:
💻 1. Audit Your Developer Culture for Equity Gaps
Go beyond hiring data. Analyze who’s getting promoted, who’s leaving, and who’s being heard in code reviews and design sprints. Disaggregate by race, gender identity, and sexual orientation.
🌈 2. Create Queer-Affirming Spaces Within Engineering Teams
ERG groups are helpful, but inclusion must extend into technical pods. Train engineering managers on LGBTQ+ cultural competence. Normalize pronoun sharing in dev environments and remove bias from peer feedback.
🤝 3. Elevate LGBTQ+ Voices in Product Design
Include queer team members in beta testing, design decisions, and user journey mapping—especially for tools related to identity, communication, and privacy.
🔒 4. Secure Trans-Inclusive Benefits and Workplace Protections
Ensure all staff, regardless of location, have access to gender-affirming care, inclusive leave policies, and legal protections. Don’t wait for the law to mandate it.
📢 5. Take a Public Stand When It Matters
When anti-LGBTQ+ laws target communities where you operate, issue a statement. Join amicus briefs. Use your brand influence to show that inclusion is not political—it’s ethical.
From Code to Culture: Building Inclusive Systems
DEI in software development is not just about HR policy. It’s about the systems developers create—and who those systems serve or exclude.
Whether it’s AI models that misgender users, chat filters that censor queer slang, or hiring algorithms that replicate bias, the consequences of exclusion are baked into the product.
Shane Windmeyer believes it’s time for companies to treat inclusion like a development priority.
“If accessibility bugs get flagged in testing, why not inclusion gaps? If you do security audits, why not equity audits?”
By integrating DEI into the development lifecycle—from ideation to deployment—companies can produce better products and better cultures.
Conclusion: Innovation Without Inclusion Isn’t Innovation
In 2025, tech companies are being watched—not just by consumers, but by the engineers they want to attract and retain.
LGBTQ+ talent is no longer interested in working where they are barely tolerated. They want workplaces that reflect their values, protect their identities, and champion their full humanity.
“The best developers are also ethical thinkers,” Windmeyer says. “If you’re not building a place where they can thrive, they’ll go somewhere else—or build something better without you.”
The future of software development won’t be written in silence. It will be written by companies bold enough to listen, learn, and lead.
Because in the end, inclusive code begins with inclusive leadership. Read more here.
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