Helping men to lead on D&I

‘I feel being a white heterosexual middle aged man is career limiting right now!’

We’ve all heard it! How do we help men to understand that this is not statistically or factually true – and that we need their help to support creating inclusive cultures?

The approach that works is to focus on ‘inclusive culture’ and what’s in it for them to dedicate the time to become inclusive leaders, rather than ‘diversity, diversity and more diversity!’

This is what we know: Despite white men holding power, some feel uncertain about their future at work. There's a belief (more common than you think) of competition between men and women, thinking women's progress means men's decline. Even when men do support diversity and inclusion, they are wary and concerned that they might mess it up or worse, get in trouble! Surveys show men feeling uncomfortable mentoring or socialising with women at work. This leads to fewer opportunities for women to be sponsored or promoted.

From our overall sample, we determined that 13% of men are not engaged in gender diversity initiatives at all, while 17% of men report being highly engaged. The majority of men sit in the benign middle, neither highly engaged nor fully disengaged. BAIN

Despite the good intentions of organisations and leaders, some employees are sceptical of new diversity and inclusion initiatives. The CEO delivers speeches, training sessions are arranged, and off-site team building days are planned. However, many employees react with scepticism because they believe that the company is only superficially addressing diversity issues. The underlying message fails to permeate the organisational culture.

The daily experience for employees remains unchanged. A sudden burst of activity occurs, only to return to familiar routines afterward, with a sense of accomplishment. Many perceive a similar scenario regarding diversity in the workplace. Simply having a policy in place or sharing a photo of a panel event may seem like progress, but it doesn't guarantee genuine change.

One key aspect is promoting diversity, yet the true goal is fostering an inclusive culture or a sense of belonging for all individuals. To achieve this, it's crucial to explore why some men are not actively participating in diversity and inclusion efforts within organisations. In some cases, there might be hostility, stemming from feeling targeted and discomfort with cultural shifts. Others may lack motivation for change, acknowledging diversity in theory but failing to grasp the personal benefits or caring much at all, because it doesn’t really effect ME!

BAIN describes engaging men as ‘The Missing Link!’

‘Given their majority in leadership, it is critical to ensure that men have an equal stake in gender parity.’ BAIN

Many male leaders may be motivated, open-minded, and supportive, yet find themselves unsure of their next steps. Essentially, they require assistance. Present diversity programs in organisations  often put straight white men at a disadvantage from the outset. For instance, they may be urged to attend unconscious bias training, which implicitly suggests they are the issue that needs fixing. Achieving diversity at a faster pace hinges on ensuring these men perceive a clear path to actively contributing to the solution. By engaging those currently in positions of power, diversity and inclusion initiatives stand a greater chance of genuine success. White men who feel marginalized must grasp how they stand to gain from inclusive environments and how they can champion a fresh approach to creating an inclusive culture that is a WIN WIN for them and the team.

BAIN found that the main barriers to male engagement were:

·         Other priorities                 35%

·         No time                                33%

·         Do not know how            27%

·         No personal benefit in being more involved                          18%

·         Gender discrimination is no longer a significant issue       22%

·         Gender equality initiatives are discriminatory against men            17%

It's crucial for everyone in the workplace to recognize the current position of male leaders and the most effective approach to engage them with empathy and understanding, ensuring the success of diversity and inclusion initiatives. Embracing a broader range of values beyond traditional masculinity benefits the entire workforce. Just as women and minority groups often feel the pressure to conform and hide aspects of themselves to fit in, even those who embody the stereotypical alpha male persona face similar challenges.