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Multiple studies show that companies that truly embrace diversity and inclusion are more profitable, have greater innovation and deliver a better customer experience. They have a more engaged and motivated workforce.

But, with too few (white) men involved in D&I initiatives the pace of change is frustratingly slow. Why don’t they get involved?

  • Relevance: Some don’t see a problem; others see a problem with representation (diversity) but don’t appreciate the greater challenges to career progress experienced by many of their colleagues (inclusion).
  • Motivation: Some don’t think there is enough in it for them to spend time and effort getting involved; even when they agree that it is important, they don’t always know how they can help.
  • Reticence: Even if they are supportive, they can be concerned that they may be criticised for speaking out in the wrong way; or concerned that speaking out will damage their career progress.

Our expert team have developed a series of tailorable  keynote presentations, workshops and programmes that help to ‘get men on board, involved, supporting and leading the way. Download our Corporate Services Pack here or click on the image below: 

We deliver a fundamental shift in culture.  Workshops and discussion helps ensure everyone in your organisation feels part of the solutions you are developing.  It will enable your whole workforce to embrace that change.

What are the take aways:

  • Ensures men (especially those who are managers) better understand challenges faced by female colleagues of all ethnicities
  • Helps develop men as leaders by comprehending the business importance of diverse teams and how to enable great performance for all their team
  • Enables men and women to co-create the environment that they want to work in
  • Identifies opportunities across hiring, career management, team building, promotion and compensation to change the way things are done

 

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

Objectives 

  • 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 mark.freed@e2w.co for more details.