A description of Rotman's Ally Program WiMen - a network of men who are committed to understanding and increasing diversity and gender inclusion in the Rotman community and in the workplace.

1. Inclusion at Rotman
The What’s, Why’s, and How’s

2. WiMen
We are a network of
men who are
committed to
understanding and
increasing diversity and
gender inclusion in the
Rotman community
and in the workplace.
3 Pillars
To make sure future male leaders
like us are…
KNOWLEDGEABLE: about unconscious
bias, gender differences, and the
effect of inequality to society and
business
EMPOWERED: with the tools and
techniques to become better leaders,
partners, friends, and family members
through actions small and large
CHAMPIONING: actionable initiatives
through open dialogue to improve
gender equity

3. Become a LEADER
• Embody the understanding of how gender has become
fundamental to managing diverse teams and identifying future
leaders
Embody FAIRNESS
• Assure that the future is one of fairness and equal opportunity to
everyone
ADVANCE gender equity issues
• Develop, alongside other men, the strategy for increasing
awareness and share your personal experiences in discussions
around gender equity
• Championing and communicating a broader context and
background on how gender equality benefits men directly to
prevent zero-sum thinking
Why Become an Ally?

4. Women are underrepresented in all
levels within the corporate pipeline –
the disparity is more profound the
higher the position
“Women are almost three times more
likely than men to say they have
personally missed out on an assignment,
promotion, or raise because of their
gender”1
• Men’s networks are predominantly made
up of other men – Gender biases cause
men to mentor other men as opposed to
mentoring women
• Leads to more men to be assigned to
projects, promoted, and consulted with for
important decisions
Sources:
1. Women in the Workplace, McKinsey & Co. (2015) | 2. McKinsey Global Institute: The Power Of Parity: How Advancing Women’s Equality Can Add $12 (September 2015)
The Economic Case for gender equity
Closing the gender gap will result in
$12 Trillion global GDP Growth by 20252

5. As 70% of managers and
leaders in organizations are
men, it is in our best interest as
future leaders to work together
with women in order to
change the social norms and
gender biases that perpetuate
the gender gap.1
Likeable women are perceived as
incompetent, inhibiting their career
progression
Example: When a woman is assertive,
she is likely perceived as “aggressive”
or “bossy”
Women are perceived to be less
committed to their careers triggered
by motherhood (so are fathers)
Example: Not taking paternal leave
and familial responsibilities in fear of
not being promoted
Sources:
1. Linchpin - Men, Middle Managers And Gender Inclusive Leadership, Cranfield University (2015
Why should this matter to you?

6. Celebrating & Encouraging Women to ensure that their skills do not go
unnoticed and that women and men have equal opportunities to advance
their careers
Calling Out Bias refers to recognizing the unconscious potential gender bias
and to draw to the attention of others
Championing & Standing Up for gender initiatives means that male leaders
not only support gender parity initiatives but also make sure they are
understood by others
Challenging Working Practices refers to male leaders sharing familial
responsibilities with their partners so that women have the time and
opportunity to advance their careers
Sources:
Linchpin - Men, Middle Managers And Gender Inclusive Leadership, Cranfield University (2015)
As an Ally you can make a difference

7. GET INVOLVED
Informative sessions on how
and why professionals and
industry leading companies
tackle gender biases
Interactive workshops that
will equip you with the tools to
identify, prevent and reduce
gender biases without being
confrontational
Discussion circles with other
allies to share experiences
and get your questions or
concerns addressed
Shape the WiMen strategy
and provide your unique
perspective to discussions
with women in the Rotman
community