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The Opportunity

Study after study has shown how a more inclusive workplace benefits everyone - Many men are now realising that, far from being a threat, inclusion and inclusive organisations actually benefit them personally as well. Along with happier, more successful workplaces, inclusion creates better health and wellbeing outcomes.

By freeing some men from the “straightjacket” of conforming to outdated male stereotypes, inclusion enhances opportunity and choice.

Not all men feel this way, though. Many of them feel threatened by these changes and actively resist them. Others are simply passive, thinking
that inclusion has little or nothing to do with them.


Accidental Sexism

If 50% of your team are experiencing accidental sexism* illustrated in the diagram below on a daily basis, how much is that affecting their performance and potential?
How much is that costing your firm? Men for Inclusion helps those in majority groups take responsibility for changes to culture, accepted behaviours and values that they
own, to step forward and to step up to improve diversity and inclusion.

Research shows that these are the lived experiences of lots of women and people from underrepresented groups. As a Woman or as someone from an underrepresented
group you will recognize most of them. Men, if they do recognize them, tend to underestimate the impact they are having. They are blind to their relative advantage.

Men for Inclusion is the go-to solution where organisations can unlock the competitive advantage of an inclusive workplace.

*Ground-breaking research conducted at Murray Edwards College, University of Cambridge, by Men for Inclusion co-founder Dr Jill Armstrong to establish how men and women can work together to transform workplace culture.


The Change Journey

Developed by Men For Inclusion, the proven “ADUCE” model helps organisations and their employees to understand, adopt and embed new behaviours and values that have a positive impact on all - particularly those from under-represented groups. We create a safe space where men can explore their feelings around inclusive culture, allowing them to develop their own ideas without any sense of guilt, prejudice or judgement. Here, men can voice their opinions and fears and address any ideas they are uncomfortable with, or feel challenged by.






Our workshops typically consist of a two x two hour workshops for up to 10 men followed up by 3 inclusion clinics. Delivered virtually or in person. The benefits will be:

Helping deliver a shift in culture by sharing understanding of the under-estimated extent of accidental sexism and discrimination and its impact on equity of opportunity

Setting priorities for action that will enable the leadership to create a coherent set of values and messages about the benefits of inclusion

Co-creating ideas on how leaders and teams can act as allies to build a more inclusive, high-performing culture

The workshops are based on Academic research on the challenges faced by women and our work with many organisations on accidental sexism and gender inclusion suggests that the following are the types of key issues that could be discussed with the technology leadership.

  • How can we define our expectations of 'good performance' in a way that men and women are more likely to think are clear and fair?"
  • How can we ensure that the way we judge the ability and potential of all our people is equitable?
  • How can we expand social networks to include women so they have equitable access to opportunities and the unwritten rules of how to succeed at our firm?
  • How can we address fears about positive discrimination (women getting unfair advantage)?
  • How can hiring managers get more, talented women into interviews?

These issues are a start-point for discussion with you prior to the final design of the workshops.

Senior Leadership Workshops: 2x2 hour workshops for up to 10 senior male leaders with the following objectives:

  • Create a shared understanding of the way behaviours, rooted in everyday accidental sexist gender bias (that male leaders are less likely to see), that impact the career progress of female colleagues
  • Encourage motivation to act to remove barriers for women
  • Discuss the role of senior leaders (especially white men who are in the majority group) in acting as allies and role modelling inclusive behaviours
  • Share ideas to help the leadership team determine their priorities on how to build more inclusive everyday practices
  • Identify the key commitments to individual action for each of the delegates who attend

The expectation would be that the workshops will be 1 week apart to aid reflection.

Inclusion clinics:  3x1hr sessions which will allow the leadership team to:

  • Discuss the outcomes of putting new inclusion practices in place
  • Seek clarification and additional coaching on specific areas of gender balance
  • Explore further research into the impact of accidental sexism and similar non-inclusive actions


Our Corporate Events typically consist of a 40min keynote talk on Male Allyship and Accidental Sexism plus a 20min Q&A all delivered virtually or in person. The benefits will be:

  • Helping deliver a shift in culture by sharing understanding of the under-estimated extent of accidental sexism and discrimination and its impact on equity of opportunity
  • Providing ideas on how leaders and teams can act as allies to build a more inclusive, high-performing culture


  • To discuss what we have learnt about diversity and inclusion whilst leading change within other organisations that engages men to become advocates for gender balance
  • To share ideas about the role of men, especially white men, who are in the dominant group, in role modelling inclusive behaviours
  • To review ideas on what everyone can do to act as allies and build more inclusive everyday practices

We have two standard options for the keynote:

Keynote Option One will cover the topic quite formally and include:

  1. What’s the problem? – The latest gender based data
  2. Our research on the obstacles created by accidental sexism
  3. Why this really matters – the business case & the personal case
  4. Where do we start – how to break the barriers to change
  5. How to get men engaged
  6. What men really think about gender equality
  7. Practical approaches – building inclusive teams, hiring, retaining talent and managing careers, promotion and compensation

Keynote Option Two will cover the topic in a story telling way, by focusing on the Ball Organizers ( Men) rather than the women in the metaphor “Diversity is being invited to the Ball, Inclusion is being asked to dance and Equity is dancing like no one is watching”.

We take the audience on the Ball Organizers journey from arranging the Ball to comply with the business case, to arranging it as an inslusionist and the steps in between.  


  • The men in your Male Ally Groups already know and understand the benefits to them of being agents of change:  
  • Improved Emotional Intelligence
  • Better leadership skills producing improved outcomes
  • Enhanced personal relationships
  • Better personal resilience
  • More fun and less needing to live up to stereo types.

In short more opportunity, more choice and a happier life.

Men for Inclusion are bringing together individual men who already understand the benefits of diversity and want to accelerate towards a more inclusive world and workplace. Together we can learn and co-operate with each other through our events and workshops. Together we can be agents of change supporting our under represented colleagues, and doing so help accelerate progress.

Join our community, we are just getting started but already you can:

  • Join in on our monthly events and workshops
  • Collaborate with other members in our exclusive WhatsApp and LinkedIn Groups
  • Wear the Men for Inclusion Badge (Linkedin in profile)
  • Get our expert help and advice


We offer corporate discounts to male ally groups: for 5-10 Men £50 each(plus VAT),  For 11-50 Men £40 each plus VAT.

Contact for more details.