Engaging Men: Ask Catalyst Express

Oct 15, 2020

Gender equality is not just a women’s issue—men also lose out when workplaces are gender-biased. Catalyst’s ground-breaking research on men offers unique insights about men’s career experiences, how to engage them as full partners in creating gender-inclusive workplaces, and solutions rooted in a holistic understanding of how gender affects men’s and women’s behaviors and outcomes in the workplace.

Men Advocating Real Change (MARC)

Men Advocating Real Change (MARC) is a Catalyst initiative that empowers men to engage in workplace inclusion through research-based programming and an online community to continue the conversation.

Catalyst Resources on Engaging Men

Knowledge Bursts

Bystander Intervention: How You Can Stop Sexual Harassment at Work Supporter Exclusive
Workplaces After #MeToo Supporter Exclusive

Practices

Schneider Electric—Attracting and Retaining Women in Schneider Electric India Supporter Exclusive
Excerpt: Men’s efforts to speak up and bring other men along in the diversity and inclusion journey are ongoing. Some men told us about educating other men by walking them through the workforce data on women’s representation, or sharing research demonstrating that advancing women is beneficial to the business case. Others talked about actively hiring more women through university campuses and outside the industry while ensuring that workplaces are safe and fair. Leaders throughout the organization continue to role model inclusive behaviors, including disrupting gender stereotypes.
Rockwell Automation—The Culture of Inclusion Journey Supporter Exclusive
Excerpt: The COI framework at Rockwell Automation integrates different programs and activities to ensure all leaders and employees play an active role and are accountable for driving culture change at the company. A key element of this strategy is that, to make sustainable change, the dominant group—in this case white men—needs to be aware of the impact of their privilege, be engaged, and partner with women and underrepresented groups in a meaningful way.
The Chubb Corporation—Mentoring as a Strategy for Gender Inclusion: A New Vision for Advancing Women and Engaging Men Supporter Exclusive
Excerpt: The mandate of the Women’s Development Council is to advocate for the advancement of women in leadership roles. In support of this goal, one of the key components of the council is its mentoring program, first started in 2002. As the mentoring initiative expanded, the women’s development council recognized the program’s potential and wanted to ensure it was encouraging the development of all talent, not just one segment of the employee base (in this case, women). Since the program’s goal was to connect the organization’s top leaders with upcoming talent, the company recognized that to truly promote inclusive leadership and talent development, the program should be designed to engage male talent as well. Together, members of the council decided that, as a testament to the success of its women leaders, it would have senior women council members mentor pipeline men.