Gender equity is not a “women’s issue.” Research shows that getting men involved in the discussion encourages all employees to talk more honestly about their differences and incites change. This month we’re focusing on engaging men in the conversation, getting them to take action and why it’s good for business.
Anatomy of Change:How Inclusive
How do you make a predominantly male-oriented organization more inclusive, so both women and other under-represented groups can advance? Get the guys involved. Candid, respectful communication (and lots of it) is the foundation for building a more inclusive workplace and achieving concrete change, according Catalyst’s new report. This on-the-ground research goes inside Rockwell Automation to reveal promising culture change and how it is happening.
A Bright Spot Case Study: How Individual Champions Help Close the Gender Gap
Sometimes, all someone needs to become more involved in inclusion efforts is an invitation. Each of the companies profiled in this report have stepped up to the plate and have at least one woman at the board director and executive officer levels, and most have more than one. Four have also won the Catalyst Award. In addition to taking action-oriented steps, these organizations have shown that visible individual champions of gender diversity—especially men—can help increase women’s representation at the top. Read more…
Companies Who’ve Taken Action
Many of our member companies have proven they walk the walk and talk the talk when it comes to gender equity and engaging all their talent. Here are several examples of those practices in action:
AB Volvo—Walk the Talk: The overarching goal of Walk the Talk is to increase the number of women in management at Volvo. The company seeks to achieve this goal by increasing managers’ knowledge of gender and leadership issues, and changing attitudes within the organization.
Ernst & Young—Cultivating Men as Allies: In 2006 Ernst & Young LLP decided to make a more conscious effort to engage men in conversations about gender equity. Two features of the effort include firm-wide leadership workshops, and locally driven workshops and solution-building.
CH2M HILL—Sponsoring Women into Critical Roles: With the support and participation of (mostly male) senior leaders at CH2M HILL, the company made a conscious decision to develop high-potential women more quickly by valuing potential over seniority in awarding critical assignments and job opportunities.
Royal Bank of Canada (RBC) Diversity Dialogues: This reciprocal mentoring model positions mentors and mentees as partners in learning about diversity. The program matches mid-level women and visible minority employees with senior leaders and executives from across the organization.
This spring and summer Catalyst Europe delivered a four-part Engaging Men tour where we considered masculinity in the workplace and creating male champions. Beginning in London and followed by installments in Zurich, Amsterdam and Madrid, this event series was hosted by AIG, Zurich Insurance Group, Akzo Nobel and Banco Santander. Some key takeaways were:
Work in gender equity is having a positive impact on other programs such as diverse individuals and LGBT.
Men are changing both socially and in careers. For example, men want to spend more time with their families.
Men are interested in work-life issues but are afraid of being laughed at, or that part-time work would be a career killer.
Blog: Men Who Get It
Catalyst launches its “Men Who Get It” campaign with a blog from a sales manager at Rockwell Automation. This white male leader shares how he and his team learned to talk more honestly about their differences and how that helped transform their workplace culture. Read the first entry in this series…