By Vandana Juneja
Male executives have an important role to play in building inclusive workplaces. With men still occupying most C-suite positions, engaging them as allies is essential for driving meaningful change and creating environments where all individuals feel valued, respected, and empowered to succeed. Worldwide research by BCG shows that among companies where men are actively involved in gender diversity, 96% report progress compared to only 30% where men are not involved. So, how do diversity, equity, inclusion and belonging (DEIB) leaders engage men to be part of advancing gender equity, and what actionable steps can men take to cultivate deeper inclusion?
In order to get men to be more involved in advancing gender equity, HR and DEIB executives need to understand and address the factors that can prevent their support. Research from Catalyst highlights certain forces that can undermine men’s involvement and push for gender initiatives.
Among companies where men are actively involved in gender diversity, 96% report progress compared to only 30% where men are not involved.
Male executives may be apathetic about gender equity and may not see a compelling reason to become actively involved. To address this, help them appreciate how they can gain personally from changing the status quo. Raise awareness about the costs of gender inequality for men, as well as what men can gain from gender equality. For example, when gender inequality exists, men experience pressure to bear the primary financial responsibility for their household, experience more distant relationships with partners and children, feel pressured to acquire status and compete with other men, and can experience poor psychological and physical well-being. On the flip side, with gender equality, benefits include freedom to share financial responsibilities with one’s partner, more rewarding family relationships, and better psychological and physical health.
Men may fear losing status, making mistakes, and incurring the disapproval of other men. To address these concerns, DEIB leaders can discourage “zero-sum” thinking: the perception that gains for women will necessarily mean losses for men. Take deliberate steps to include men in gender-related initiatives or events. Invite them into discussions on gender issues to reduce their concerns about making mistakes or being judged as being sexist. And expose men to respected male role models who are actively championing gender equality and challenging the status quo.
Men may hold the belief that by virtue of being male, they are uninformed about gender issues. To respond to this real or perceived lack of knowledge, provide men with in-depth learning opportunities, including courageous conversations with powerful men role models, self-reflection, role-playing, and continuous training with hands-on “homework,” like interviewing women leaders to build greater understanding of their experiences and perspectives.
By listening and learning, men executives not only gain a deeper understanding of the barriers faced by women and underrepresented groups, but also identify opportunities for meaningful action.
What can men do to be better allies? Here are five actionable steps men can take to advance gender equity and cultivate deeper inclusion.
Vandana Juneja is the equity, diversity and inclusion officer at Thornton Tomasetti.