{"id":106320,"date":"2023-06-12T10:10:00","date_gmt":"2023-06-12T08:10:00","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=106320"},"modified":"2024-01-30T15:06:55","modified_gmt":"2024-01-30T13:06:55","slug":"men-inclusion-diversity","status":"publish","type":"post","link":"https:\/\/factorialhr.co.uk\/blog\/men-inclusion-diversity\/","title":{"rendered":"How Can HR Engage Men in Their Inclusion and Diversity Strategy?"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">No minority in history has ever impacted change without the support of the majority. While women aren\u2019t in the minority in the workplace, they <em>are<\/em> in positions of power within specific industries. True cultural change needs everyone involved; research by BCG proves this, showing that <strong>96% of companies that actively engage men show progress in inclusion and diversity,<\/strong> while only 30% show progress when men are not involved.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Yet most businesses continue to struggle to engage men with inclusion and diversity. Our <\/span><a href=\"https:\/\/www.tokenman.org\/thought-leadership\"><span style=\"font-weight: 400;\">own data<\/span><\/a><span style=\"font-weight: 400;\"> (UK only) revealed that only 48% of men felt that they had to show active engagement in I&amp;D despite it being relevant to their career, and only an average of 44% of men are active allies in the workplace. More worryingly, IPSOS data earlier this year highlighted that <strong>53% of men in the UK believe we have gone so far in promoting women\u2019s equality that we are discriminating against men.<\/strong> These numbers are no more promising in other markets.<\/span><\/p>\n \n <!--HubSpot Call-to-Action Code -->\n    <span class=\"hs-cta-wrapper\" id=\"hs-cta-wrapper-833ad843-d38d-4162-9a85-b86c93e50d1b\">\n        <span class=\"hs-cta-node hs-cta-833ad843-d38d-4162-9a85-b86c93e50d1b\" id=\"833ad843-d38d-4162-9a85-b86c93e50d1b\">\n            <a href=\"https:\/\/cta-redirect.hubspot.com\/cta\/redirect\/4960096\/833ad843-d38d-4162-9a85-b86c93e50d1b\">\n                <img decoding=\"async\" class=\"lazyload hs-cta-img\" id=\"hs-cta-img-833ad843-d38d-4162-9a85-b86c93e50d1b\" style=\"border-width:0px;\" src=\"https:\/\/no-cache.hubspot.com\/cta\/default\/4960096\/833ad843-d38d-4162-9a85-b86c93e50d1b.png\"  alt=\"free-trial-factorial-hris\" width=\"100%\" height=\"100%\" \/>\n            <\/a>\n        <\/span>\n        <script type=\"text\/javascript\">\n            function loadCTA(){\n                window.hbspt.cta.load(4960096, '833ad843-d38d-4162-9a85-b86c93e50d1b', {'region': 'eu1'})\n            }\n            if(window.hbspt){\n                loadCTA()\n            }else{\n                Defer.js(\n                    'https:\/\/js.hubspot.com\/cta\/current.js',\n                    'hubspotCTA', \n                    0, \n                    loadCTA\n                );\n            }\n        <\/script>\n    <\/span>\n<!-- end HubSpot Call-to-Action Code -->\n\n<p><span style=\"font-weight: 400;\">The best way to describe the challenge that we are currently facing is this story that was told to me a few year back by Deborah Rey-Burns, founder of Propela:\u00a0<\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">\u201cA female fish swims up to two male fish swimming in the river and says \u201cMorning chaps. How\u2019s the water today.\u201d<\/span><\/i><\/p>\n<p><i><span style=\"font-weight: 400;\">The male fish responds, \u201cWhat water?\u201d\u201d<\/span><\/i><\/p>\n<p><span style=\"font-weight: 400;\">The problem is this: when you have spent most of your career in the \u2018in-group\u2019 (as I had done until perhaps 6 years ago when I launched an I&amp;D consultancy), you simply don\u2019t understand what it feels like to be excluded. And you certainly don\u2019t recognise the need for cultural or behavioural change. Men might tell themselves: my management or leadership style has worked for years, why would I change it now?\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">So how do we shift this mindset and empower men to transition from confidently unconscious to agents of change?<\/span><\/p>\n<p><img decoding=\"async\" class=\" wp-image-106539 aligncenter\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/06\/12095942\/Daniele1.png\" alt=\"infographic showing diversity and inclusion maturity model\" width=\"621\" height=\"387\" \/><\/p>\n<p><span style=\"font-weight: 400;\">Well, we use a simple model to ensure that we take men through this process step by step. The journey is made up of 3 key stages:<\/span><\/p>\n<p><img decoding=\"async\" class=\" wp-image-106541 aligncenter\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/06\/12100109\/Daniele2.png\" alt=\"infographic showing a framework for engaging men in diversity and inclusion\" width=\"619\" height=\"317\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/06\/12100109\/Daniele2.png 512w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/06\/12100109\/Daniele2-300x154.png 300w\" sizes=\"(max-width: 619px) 100vw, 619px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">Of course, the journey\u2019s length will be different for each individual. You should implement the three stages concurrently to ensure everyone is engaged.\u00a0\u00a0\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Deploying a combination of the three should maximise your impact, but tread carefully here.\u00a0 If you immediately try to <\/span><i><span style=\"font-weight: 400;\">recruit<\/span><\/i><span style=\"font-weight: 400;\"> someone who is confidently unconscious <\/span><span style=\"font-weight: 400;\">without<\/span><span style=\"font-weight: 400;\"> the\u00a0 support and inspiration they need, they are likely to reject the advance or be performative in their allyship.\u00a0<\/span><span style=\"font-weight: 400;\">By supporting men and inspiring them first, you\u2019re more likely to engage them as they\u2019ll see first-hand how inclusion benefits everyone.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To help get you started, here are 6 things you can start doing immediately:<\/span><\/p>\n<h3><b>SUPPORT<\/b><\/h3>\n<p><b>Find out what the men in your organisation need<\/b><\/p>\n<p><span style=\"font-weight: 400;\">You won\u2019t fully understand the issues\u00a0 your employees who identify as men are struggling with until you actually ask them. You can do this with male-only listening circles or a survey targeted at your male employees.<\/span><\/p>\n<p><b>Launch a father\u2019s support group or a men\u2019s circle<\/b><\/p>\n<p><span style=\"font-weight: 400;\">When we ran an event called Fathers in the Workplace, we were told we were mad and that no men would turn up. What ended up happening? We nearly <strong>filled an event with 180 people, 80% of which were men having conversations about fatherhood in the workplace<\/strong> for the first time.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Fathers are in dire need of support, and we\u2019re seeing the creation of more internal groups for men as a result. Alternatively, you could create a regular men\u2019s circle to provide a platform for men to share their struggles and get the mental health support they need.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Join our free Token Man Fathers panel <\/span><a href=\"https:\/\/www.eventbrite.com\/e\/token-man-panel-series-being-a-father-in-the-workplace-tickets-566448581957?aff=odcleoeventsincollection&amp;keep_tld=1\"><span style=\"font-weight: 400;\">here<\/span><\/a> <span style=\"font-weight: 400;\">to hear more about fatherhood in the workplace.\u00a0<\/span><\/p>\n<h3><b>INSPIRE<\/b><\/h3>\n<h4><b>Make inclusive leadership coaching\u00a0 a core pillar of your I&amp;D strategy<\/b><\/h4>\n<p><span style=\"font-weight: 400;\">Cultural intelligence, empathy and vulnerability form the foundation of inclusive cultures. Yet so many leaders struggle with these qualities, especially men who find vulnerability difficult in their personal lives. Companies need to invest significantly in leadership training at every level of the business. However, there are two key watch-outs:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Be wary of going with your standard leadership provider.<\/b><span style=\"font-weight: 400;\"> If they have not yet integrated inclusive leadershipinto their overall training programme, this tells you everything you need to know. More importantly cultural intelligence, empathy and vulnerability simply cannot be taught in the classroom &#8211; you need to create experiences that help them feel and practice these skills themselves.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Ensure that you integrate coaching into any programme. <\/b><span style=\"font-weight: 400;\">From my experience, male leaders really struggle with the change that is being asked of them and require long term support. As one CEO told me recently, \u201cFor the first time in my career I am not just being asked to be different at work, I am being asked to be different at home.\u201d Coaching &#8211; and potentially therapy &#8211; will help to empower\u00a0 each leader on their personal journeys.<\/span><\/li>\n<\/ul>\n<h4><b>Implement co-mentoring for each of your senior leadership team<\/b><\/h4>\n<p><span style=\"font-weight: 400;\">Co-mentoring is the process of matching your senior leadership team up with people\u00a0 in the organisation who come from historically marginalised groups. Some companies call this Reverse Mentoring, but I don\u2019t recommend that title as it suggests all the value goes from the historically marginalised employee to the leader. Instead, I recommend you implement a programme that is mutually beneficial. It should provide the executive with insights into how exclusion presents itself while offering the employee a chance to\u00a0 accelerate their own career.<\/span><\/p>\n<h3><b>RECRUIT<\/b><\/h3>\n<h4><b>Launch a Male Allies network<\/b><\/h4>\n<p><span style=\"font-weight: 400;\">This is a quick and easy way to involve men who are already leaning into inclusion and diversity. Even though you are using gender to recruit men as allies, ensure that their allyship is intersectional.\u00a0 This means it should be <strong>rooted in supporting women and other historically marginalised groups<\/strong>.\u00a0 Also ensure that you provide relevant training to the allies so they\u2019re aware of current issues and necessary changes.\u00a0<\/span><\/p>\n<h4><b>Mark International Men\u2019s Day in November<\/b><\/h4>\n<p><span style=\"font-weight: 400;\">Inclusion is for everyone. While we celebrate International Women\u2019s Day, it&#8217;s still important to mark International Men\u2019s Day. If it&#8217;s the first time you\u2019re doing it,I recommend you focus on mental health (SUPPORT). Beyond that, you might consider using it to recruit more men to become inclusive leaders, better allies and agents of change.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The challenge of engaging men with inclusion and diversity is perhaps the most critical one challenge we\u00a0 must overcome to create workplaces that are truly inclusive, equitable and diverse. The good news is that, of the men we surveyed for our Men Leaning in study, <strong>97%\u00a0 reported becoming a better leader and\/or human being as a result of doing so.\u00a0<\/strong><\/span><\/p>\n<p><span style=\"font-weight: 400;\">The solution is clear: encouraging more men to simply lean into Inclusion and Diversity. <strong>Do that and we have a fighting chance.\u00a0<\/strong><\/span><\/p>\n<p>&nbsp;<\/p>\n<p><em><a href=\"https:\/\/www.linkedin.com\/in\/danielefiandaca\/\"><span style=\"font-weight: 400;\">Daniele Fiandaca<\/span><\/a><span style=\"font-weight: 400;\"> is founder of <\/span><a href=\"https:\/\/www.tokenman.org\/consulting\"><span style=\"font-weight: 400;\">Token Man Consulting<\/span><\/a><\/em><\/p>\n<p><em><span style=\"font-weight: 400;\">You can find out more about Token Man\u2019s free Panel series <\/span><a href=\"https:\/\/www.eventbrite.com\/cc\/token-man-panel-series-1095089\"><span style=\"font-weight: 400;\">HERE<\/span><\/a><\/em><\/p>\n \n <!--HubSpot Call-to-Action Code -->\n    <span class=\"hs-cta-wrapper\" id=\"hs-cta-wrapper-fd9f7c73-68a1-4a04-8a2b-85964c630be2\">\n        <span class=\"hs-cta-node hs-cta-fd9f7c73-68a1-4a04-8a2b-85964c630be2\" id=\"fd9f7c73-68a1-4a04-8a2b-85964c630be2\">\n            <a href=\"https:\/\/cta-redirect.hubspot.com\/cta\/redirect\/4960096\/fd9f7c73-68a1-4a04-8a2b-85964c630be2\">\n                <img decoding=\"async\" class=\"lazyload hs-cta-img\" id=\"hs-cta-img-fd9f7c73-68a1-4a04-8a2b-85964c630be2\" style=\"border-width:0px;\" src=\"https:\/\/no-cache.hubspot.com\/cta\/default\/4960096\/fd9f7c73-68a1-4a04-8a2b-85964c630be2.png\"  alt=\"free-demo-factorial-hris\" width=\"100%\" height=\"100%\" \/>\n            <\/a>\n        <\/span>\n        <script type=\"text\/javascript\">\n            function loadCTA(){\n                window.hbspt.cta.load(4960096, 'fd9f7c73-68a1-4a04-8a2b-85964c630be2', {'region': 'eu1'})\n            }\n            if(window.hbspt){\n                loadCTA()\n            }else{\n                Defer.js(\n                    'https:\/\/js.hubspot.com\/cta\/current.js',\n                    'hubspotCTA', \n                    0, \n                    loadCTA\n                );\n            }\n        <\/script>\n    <\/span>\n<!-- end HubSpot Call-to-Action Code -->\n\n","protected":false},"excerpt":{"rendered":"<p>No minority in history has ever impacted change without the support of the majority. While women aren\u2019t in the minority in the workplace, they are in positions of power within specific industries. True cultural change needs everyone involved; research by BCG proves this, showing that 96% of companies that actively engage men show progress in<a href=\"https:\/\/factorialhr.co.uk\/blog\/men-inclusion-diversity\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":136,"featured_media":106550,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[337],"tags":[],"class_list":["post-106320","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-talent"],"acf":{"topics":"engagement"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>How to Involve Men in the HR Inclusion Strategy | Factorial<\/title>\n<meta name=\"description\" content=\"Guest author Daniele Fiandaca explains the importance of allyship in the 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