The Opportunity of Healthy Masculinity for Today’s Inclusionary Leader, led by Dale Thomas Vaughn and Sumayyah Emeh Edu.

1. THE ALLY’S
JOURNEY
THE OPPORTUNITY OF
HEALTHY MASCULINITY
FOR TODAY’S
INCLUSIONARY LEADER

2. As Seen On:
Previous Speaking, Clients and Programming:

3. SETTING THE SPACE
HERE’S SOME GUIDING PRINCIPLES FOR TODAY
▸ Own yourself
▸ Use “I” statements
▸ Listen to understand
▸ Be courageous and speak your
truth
(You are probably not alone)
▸ Allow for humanness, you’re going
to make mistakes

4. STUB HUB INCLUSIONFEST
TODAY’S INTENDED OUTCOMES
1. Experience “other”
2. What is my impact on the “other?”
3. Redefine masculinity
4. What are 2-3 things I can do to
change my behavior?

5. OTHER

6. WHERE ARE YOU THE OTHER?
Class Parental Status
Race Citizen Status
Gender Immigrant status
Sexuality Color of Skin
Able-bodied Ethnicity
Introvert vs. Extrovert Education/Degree
Religion Military Service

7. OTHERING
QUESTIONS
▸ Describe a time when you felt like you were not accepted,
supported, heard or included - maybe in a meeting, an
activity, a team, or a culture. (as part of a target group).
OR
▸ Have you ever covered (downplayed your identity) in any
of these groups.

8. OTHERING EXERCISE
OTHERING EXERCISE
▸ Experiencing an “other” perspective?
▸ Do you notice any feelings while experiencing this
perspective?
▸ As you’re reading these, try to be “in” the feelings you
have, not in the story or the justification of the feelings.

10. STRUCTURE AND ACCOUNTABILITY
THE ALLY’S JOURNEY IN 6 STEPS
▸1: Purpose
▸ Why does inclusion matter to you? Find your why.
▸ 2: Impact.
▸ Own your impact without shame or blame.
▸ 3: Privilege.
▸ Leverage your privilege and see invisible biases.
▸ 4: Empathy.
▸ The leadership imperative of balancing head and heart.
▸ 5: Practice.
▸ Win friends and influence allies.
▸ 6: Lead.
▸ Find the courage to magnify true merit and point out
unacceptable behavior

11. IMPACT

12. FROM
DEFENDING
OUR
INTENTION
DEEPLY HELD
RESPONSIBILITY
TO CHANGE OUR
IMPACT
TO

13. GO UPSTREAM

14. 4 Based on a comparison of the full participant set for 2012 to 2015, averaged by company, with results weighted to match Fortune 500 industry composition.
REPRESENTATION IN THE CORPORATE PIPELINE BY GENDER AND RACE8
% OF EMPLOYEES BY LEVEL IN 2017
ENTRY LEVEL MANAGER
SR. MANAGER/
DIRECTOR
VP SVP C-SUITE
11%
WHITE WOMEN
WHITE MEN
2016
PIPELINE
% WOMEN
2017
PIPELINE
% WOMEN
CHANGE9
46%
47%
1%
37%
37%
0%
33%
33%
0%
29%
29%
0%
24%
21%
-3%
19%
20%
1%
54%
47%
70% 67%
9%
31%
26% 26% 23%
12%
36%
61%
18% 18%
17%
11% 8%
6% 4%
3%
13%
16%
16%MEN OF COLOR
WOMEN OF COLOR

15. “THE MOST SIGNIFICANT OBSTACLE IDENTIFIED
IS AN ENTRENCHED MALE CULTURE,
A BARRIER THAT EVEN MEN ACKNOWLEDGED
MUST CHANGE.”
ManpowerGroup
WHAT’S THE HOLDUP?

16. THE ENTRENCHED MALE CULTURE
THE SEVEN PILLARS OF THE MAN BOX
1.self-sufficiency
2.toughness
3.physical attractiveness
4.rigid gender roles
5.heterosexuality and homophobia
6.hypersexuality
7.aggression and control over women
Heilman, B., Barker, G., and Harrison, A. (2017). The Man Box: A Study on Being a Young Man in the US,
UK, and Mexico. Washington, DC and London: Promundo-US and Unilever.

17. THE HARMS OF ACTING LIKE A ‘REAL MAN’
THE COST OF THE MAN BOX

21. EVERYDAY METHODS OF BIAS & MICROAGGRESSIONS
Minimize Contributions
Silence, Ignore, take credit for, or minimize impact of women
(Misabropriation, Manterrupting, Manopolize).
Threaten
Physical harm, job or social capital loss. (woman fired for
reporting sexual harrassement)
Fear Narrative
The notion to fear or not trust based on negative
stereotypes of women (If we hire or promote more women ,
there wont be any jobs for us guys).
Meritocracy
The notion women have the same rights and opportunity,
dismissing differences or historical context.
Policy
Create laws, policies or practices that restrict women’s rights
(maternity leave).
Blame Victim
Impact, loss or adversity experienced because
of discrimination, blamed on victim.

22. LEADERSHIP
WHAT YOU CAN DO AS A LEADER
▸ Get interested and learn about your bias, ways you receive privilege and how it
influences your leadership.
▸ Contemplate the unintended impact of your unexamined biases. Ask others in your life
(colleagues, friends, wives, sisters and daughters) to share with you how they have been
impacted by gender, race, class, or any other bias.
▸ Lead by example in ensuring inclusion in team meetings, events, promotional
opportunities and with clients.
▸ Consciously choose to mentor, sponsor and support women and minorities.
▸ Further develop your empathy skills.
▸ Identify other strategic male partners in a constructive dialogue about their own gender
perspective.

23. LEARNING AND COMMITMENTS
WHERE DO WE GO FROM HERE?
▸ Commitments to change
▸ 1-2 things you’re willing to do differently, personally
▸ 1-2 things that you could do differently, organizationally
▸ We will assemble and share these with you in a report after the
conference.
▸ TEXT your answers to 424-394-0829

24. THE ALLY’S JOURNEY
QUESTIONS?
▸ Sumayyah Emeh Edu - Twitter: @Sumayyah_ee
▸ Dale Thomas Vaughn - Dale@InclusionaryLeaders.com
▸ Subscribe for more at InclusionaryLeadershipGroup.com