No minority in history has ever affected change without the support of the majority. This is why it's imperative for men to get involved in the I&D conversation when it comes to gender equality.
However, our own research around International Men's Day last year showed that only 31% of men are fully engaged in I&D initiatives. In fact, the sad truth is that 53% of men think efforts to champion women's equality are so robust that men are being discriminated against.
As men still hold so much of the power in the workplace, how do we get them to engage in the I&D agenda?
1. Show men what's in it for them
There are many workplace instances where men are genuinely 'held back' by their maleness. Firstly, in the arena of parenting, in which parenting initiatives tend to be female-focused. How could you buck this trend and ensure fathers are visible in the workplace? Secondly, in the area of mental health. So many of our constructs about masculinity are caught up in being strong, capable and independent. This can be an absolute disaster when it comes to men struggling with their mental health and is one hypothesis behind the higher suicide rate amongst men in the UK. What can your organisation do to champion male mental health?
2. Remember intersectionality
Men, as roughly half of the population, comprise a huge variety of other identities and experiences. The mistake is often to assume they are all middle class, white and privileged (that well-known trope of 'male, pale and stale'). For many men, their 'maleness' may well give them a workplace privilege, but their other identities may disadvantage them. You need to make sure men are visibly part of neurodiversity, age, social mobility, racial diversity and LGBTQIA+ work in your organisation.
3. Create an inclusive culture
One problem in organisations is that men haven't always been made to feel welcome at diversity initiatives. Inclusion is for everybody. We don't create an inclusive workforce by excluding groups that have historically had the power. They are an important part of the system. Companies need to ensure men are invited and made to feel welcome at key events and discussions.
4. Skills build
When men are 'on the train' and feel psychologically safe and included, organisations then need to skills-build with this group. We often hear men saying they want to help but don't know where to start. Ensure the behaviours associated with good allyship are crystal clear and accessible to men in your organisations.
Free Webinar
Roxanne will be exploring these ideas in more detail with Daniele Fiandaca, co-founder of Token Man Consulting in a free webinar on 5th September. In this session, they will cover the importance of marking International Men's Day and provide inspiration around what you could be doing to support your men and engage them with Inclusion & Diversity.
Expect to come away with:
- A better understanding of the importance of marking International Men’s Day
- An increased empathy for some of the challenges that men are also facing in the workplace
- Ideas for what you could be doing to mark the day
- A very clear framework for engaging men with Inclusion & Diversity ongoing
Click here to register for your free place. See you there!
Team THC x