How to engage men in inclusionary leadership programs within your Diversity and Inclusion initiatives. by Dale Thomas Vaughn, presented at the Women In Tech International Summit 2017, previous versions presented at SHMR Diversity and Inclusion 2016, and various corporations.
In an industry in which nearly 80 percent of the workforce is female, why are there still pay and opportunity gaps and what is the event industry doing about it?
This International Women's Day, INSEAD takes a look at persistent myths about women in business that need to be shattered and replaced with clear facts. Because when women have the same opportunities to rise up the ranks and take the lead, organisations do better.
#IWD2017 #BeBoldForChange
Learn more about the INSEAD's degree programmes:
MBA - http://inse.ad/NoJOuh
Global Executive MBA - http://inse.ad/sCUvQU
Executive Master in Finance - http://inse.ad/YIp7yF
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.
Happy International Women's Day. Cracking the Case. Why you need women leader...Mika Wilén
Maat, jotka ovat onnistuneet sukupuolten välisen tasa-arvon toteuttamisessa, ovat muita kilpailukykyisempiä. Silti naiset ovat yksi suurimmista alihyödynnetyistä osaajaresursseista maailmassa – ja erityisesti yritysten johtotehtävissä. Miksi? Johtuuko tämä siitä, että yritysten henkilöstökäytännöt eivät ole tältä vuosisadalta? Mihin asioihin ylimmän johdon tulisi kiinnittää huomiota, jotta muutos olisi mahdollinen? Lue lisää: Cracking the Case .
In an industry in which nearly 80 percent of the workforce is female, why are there still pay and opportunity gaps and what is the event industry doing about it?
This International Women's Day, INSEAD takes a look at persistent myths about women in business that need to be shattered and replaced with clear facts. Because when women have the same opportunities to rise up the ranks and take the lead, organisations do better.
#IWD2017 #BeBoldForChange
Learn more about the INSEAD's degree programmes:
MBA - http://inse.ad/NoJOuh
Global Executive MBA - http://inse.ad/sCUvQU
Executive Master in Finance - http://inse.ad/YIp7yF
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.
Happy International Women's Day. Cracking the Case. Why you need women leader...Mika Wilén
Maat, jotka ovat onnistuneet sukupuolten välisen tasa-arvon toteuttamisessa, ovat muita kilpailukykyisempiä. Silti naiset ovat yksi suurimmista alihyödynnetyistä osaajaresursseista maailmassa – ja erityisesti yritysten johtotehtävissä. Miksi? Johtuuko tämä siitä, että yritysten henkilöstökäytännöt eivät ole tältä vuosisadalta? Mihin asioihin ylimmän johdon tulisi kiinnittää huomiota, jotta muutos olisi mahdollinen? Lue lisää: Cracking the Case .
The report "Taking the Lead: Girls and Young Women on Changing the Face of Leadership" is the first of its kind that shines a light on girls’ and young women’s leadership aspirations, perceptions and real experiences across diverse societies and economies across the globe. It is jointly produced by Plan International with the Geena Davis Institute on Gender in Media.
Close to 10,000 girls and young women between the 15 and 24 years old were surveyed in 19 countries (Benin, Canada, Denmark, Dominican Republic, Finland, Honduras, India, Japan, Netherlands, Peru, Philippines, Senegal, Sierra Leone, South Sudan, Sweden, Vietnam, Uganda, USA and Zimbabwe).
In this evening workshop (part of the monthly Cooper Parlor event series) participants took a deeper look how the definition of leadership is changing, their individual leadership styles, and the gender and leadership dynamics in their own organizations. They then brainstormed new practices to help cultivate female and more "feminine" style leaders in their organizations. Created and facilitated by Teresa Brazen, Design Education Strategist, and Susan Dybbs, Managing Director, Interaction Design, at Cooper (www.Cooper.com).
A ManpowerGroup whitepaper on female leadership. Making the case for more women leaders in businesses today. Find out how to get them and keep them in your organisation.
Upside and Downside of Networking by Dudu MsomiDudu Msomi
The motivation behind of the research is based on the fact that entrenched socio-cultural stereotypes tend to undermine women’s ability to be leaders and managers across the social strata. Many women, and parts of society, have blamed the patriarchal bias as one of the unyielding obstacles to impede progress of women in leadership. In the last few decades networking has been touted as an essential skill for professional and business people to get ahead in business and people need to get out into the world and create and maintain business relationships. There is a view that representation of women in leadership would multiply exponentially if women were readily able and willing to collaborate and actively support each other using networking as the tool to do so.
The research explored this view and whether it bore fruits.
Learning Objective: Assessing methods for navigating corporate politics from the male perspective
Do you know why women are not sitting at the leadership tables in your organization? Have you ever thought that, if given the opportunity, you could help make your organization better? Many professional women have reported feeling left out of key decisions or impacted by the politics that lessen their contributions. At the same time, several top women executives who continue to excel say YOU must learn to understand, rise above, and effectively use politics to get things done. In her book, Lean In: Women, Work, and the Will to Lead, COO of Facebook Sheryl Sandburg encourages women to promote themselves in order to achieve professional advancement. This session is part one of a two-part series that will help women to address the best methods of navigating organizational politics from the all-male panel’s perspective.
At the end of this seminar, participants will be able to:
a. Identify how men view organizational politics.
b. Learn the skills and traits used by male employees to be successful in organizational politics.
c. Explore possible opportunities and challenges in various industries.
Societal demographics are shifting: women are amassing and controlling greater personal wealth. Financial Advisors as well as nonprofits need to recognize this shift and understand how women approach wealth management and philanthropy.
Women as Mentors Does She or Doesn’t She? A Global Study of Businesswomen and...Meghan Daily
In 2012, there were no more women in top leadership positions at Fortune 500 companies than in 2011.
There are a few who successfully make it to the top of their field, but it is a long, hard climb. Among them are familiar names like Meg Whitman, Oprah Winfrey, Indra Nooyi, and Hillary Rodham Clinton.
These are all very different women—from different backgrounds, with different education and careers spanning different industries. What they do have in common is the role that mentoring played in helping them along the way.
How can we engage male allies? What's the ROI of inclusionary leadership? What internal struggles hold people back from becoming woke? What can we actually DO to end sexism, racism, and xenophobia?
The report "Taking the Lead: Girls and Young Women on Changing the Face of Leadership" is the first of its kind that shines a light on girls’ and young women’s leadership aspirations, perceptions and real experiences across diverse societies and economies across the globe. It is jointly produced by Plan International with the Geena Davis Institute on Gender in Media.
Close to 10,000 girls and young women between the 15 and 24 years old were surveyed in 19 countries (Benin, Canada, Denmark, Dominican Republic, Finland, Honduras, India, Japan, Netherlands, Peru, Philippines, Senegal, Sierra Leone, South Sudan, Sweden, Vietnam, Uganda, USA and Zimbabwe).
In this evening workshop (part of the monthly Cooper Parlor event series) participants took a deeper look how the definition of leadership is changing, their individual leadership styles, and the gender and leadership dynamics in their own organizations. They then brainstormed new practices to help cultivate female and more "feminine" style leaders in their organizations. Created and facilitated by Teresa Brazen, Design Education Strategist, and Susan Dybbs, Managing Director, Interaction Design, at Cooper (www.Cooper.com).
A ManpowerGroup whitepaper on female leadership. Making the case for more women leaders in businesses today. Find out how to get them and keep them in your organisation.
Upside and Downside of Networking by Dudu MsomiDudu Msomi
The motivation behind of the research is based on the fact that entrenched socio-cultural stereotypes tend to undermine women’s ability to be leaders and managers across the social strata. Many women, and parts of society, have blamed the patriarchal bias as one of the unyielding obstacles to impede progress of women in leadership. In the last few decades networking has been touted as an essential skill for professional and business people to get ahead in business and people need to get out into the world and create and maintain business relationships. There is a view that representation of women in leadership would multiply exponentially if women were readily able and willing to collaborate and actively support each other using networking as the tool to do so.
The research explored this view and whether it bore fruits.
Learning Objective: Assessing methods for navigating corporate politics from the male perspective
Do you know why women are not sitting at the leadership tables in your organization? Have you ever thought that, if given the opportunity, you could help make your organization better? Many professional women have reported feeling left out of key decisions or impacted by the politics that lessen their contributions. At the same time, several top women executives who continue to excel say YOU must learn to understand, rise above, and effectively use politics to get things done. In her book, Lean In: Women, Work, and the Will to Lead, COO of Facebook Sheryl Sandburg encourages women to promote themselves in order to achieve professional advancement. This session is part one of a two-part series that will help women to address the best methods of navigating organizational politics from the all-male panel’s perspective.
At the end of this seminar, participants will be able to:
a. Identify how men view organizational politics.
b. Learn the skills and traits used by male employees to be successful in organizational politics.
c. Explore possible opportunities and challenges in various industries.
Societal demographics are shifting: women are amassing and controlling greater personal wealth. Financial Advisors as well as nonprofits need to recognize this shift and understand how women approach wealth management and philanthropy.
Women as Mentors Does She or Doesn’t She? A Global Study of Businesswomen and...Meghan Daily
In 2012, there were no more women in top leadership positions at Fortune 500 companies than in 2011.
There are a few who successfully make it to the top of their field, but it is a long, hard climb. Among them are familiar names like Meg Whitman, Oprah Winfrey, Indra Nooyi, and Hillary Rodham Clinton.
These are all very different women—from different backgrounds, with different education and careers spanning different industries. What they do have in common is the role that mentoring played in helping them along the way.
How can we engage male allies? What's the ROI of inclusionary leadership? What internal struggles hold people back from becoming woke? What can we actually DO to end sexism, racism, and xenophobia?
Progress in gender diversity in public relations remains painfully slow in many ways, but Time’s Up for the field. According to The Homes Report, women make up about 70% of the PR workforce, but they only hold about 30% of the top positions in the industry.
The Plank Center hosted a free webinar titled “Women and Leadership in Public Relations.”
The Center’s 2017 Leadership Report Card found that being successful in the field is still challenging for women—the pay gap is real; the opportunity gap is real; and the being-heard-and-respected-gap is real.
The webinar discusses bridging those gaps, including action items for current leaders at all organizational levels. Led by industry professionals:
Julia Hood, founder, Pop-Up Media and AgendaZoom
Jacquie McMahon, senior account executive, Ketchum
Donnalyn Pompper, public relations professor & endowed chair, University of Oregon
Brian Price, corporate communications manager, Starwood Retail Partners
And moderated by Leah Seay, assistant manager, public policy communication, General Motors.
To view the archived webinar, go to The Center's website: http://bit.ly/PlankWebinars
· First e-Activity, suggest the major reasons why a well-integrate.docxoswald1horne84988
· First e-Activity, suggest the major reasons why a well-integrated communication process is important for the performance of any organization and the major reasons why such a process is particularly important in health care organizations. Support your response with at least (2) examples of communication methods used within the researched health care facility in your community.
·
·
· Second e-Activity, explore the concept of “cultural competence”, and justify its necessity as a permanent structure of the U.S. health care system. Support your response with at least (2) examples of the possible adverse effects on a health care facility of not practicing cultural competence.
§
Geetha Kannan
Head, Human Resources
ANZ India
e-mail: [email protected]
A First of Sorts
We have lately witnessed many 'first of sorts' inthe countiy — the tirst woman President of In-
dia, the first woman Speaker of the Lok Sabha, the tirst
Indian bom woman to lead a major American univer-
sity. Indian woman, being singularly referred to as a
good daughter, a dutiful wife or a loving mother is to-
day a myth, an acceptable departure from the current
avatar of the Indian woman. Women
of today have moved ahead and by ^^^^^^^^^^^^^
accepting diverse challenging roles
and achieving the impossible, have
given us justifiable reasons to be
proud of.
intuition, exceptional relationship building skills, and
an inclusive approach to decision-making.
Organizations worldwide recognize this and as a result
have dedicated departments focusing on diversity and
its implications to the business. In my work experience,
I have witnessed organizations that have come to real-
ize the benefits that gender differentiation offers and
count them as a blessing!
It is indeed surprising that four in 10
businesses worldwide have no
won\en in senior management posi-
tions while the number of Indian
women in senior positions has risen
to 14 per cent. With more and more
w^omen joining the corporate world,
the workforce in most organizations
is becoming increasingly diverse. The
success and competitiveness of these
organizations are highly dependent
on their ability to manage this diver-
sity effectively.
With more and more
women joining the
corporate world, the
workforce at most
organizations is becoming
increasingly diverse. The
success and
competitiveness of these
organizations are highly
dependent on their ability
to manage this diversity
effectively.
Do Women Make Better Managers?
lam often asked this controversial question: "Do women make
better managers?" I would like to link this question to
one of my observations - One day, my two daughters
asked their grandparents' choice on the colour of socks
that would go with the outtits they had plarmed to wear
for the day.Their grandfather's prompt response was to
tell them to wear what they Hked! On the other hand,
their grandmother stepped in and asked more questions,
assessed the situation, and helped them decide. This is
just a com.
Discover the barriers holding companies back from having the diversified teams needed to boost their results, ignite innovation and excellence. Learn what can be done to bridge the gap.
Millennial Women and Workplace Transformation: A PreparedU Infographic StorybookBentley University
Bentley University's PreparedU Project examines the unique challenges and opportunities facing millennial women in the 21st Century workforce. How can they be prepared for success? What roles do parents, companies, mentors, higher education institutions, and millennial women themselves need to play? Drawing on the results of the PreparedU survey, this infographic storybook moves past the problems to highlight solutions grounded in data and in the personal stories of women leaders at all stages of their careers. Learn more at www.bentley.edu/prepared and follow the conversation on Twitter with #PrepUWIB.
Neurologists have proven that our thinking, perception and actions are shaped by activity in our brain that occurs outside of conscious awareness or control, this results in unintentional influences that may not align with our values, or the values of your company. We call these unintentional influences "unconscious bias" and they are neither good nor bad. In this interactive workshop, participants will have an experience of how our unconscious mind works, discuss how unconscious patterns impact groups particularly around decision making at work, and put in place strategies and actions that can be taken by each of us to balance conscious intent with unconscious beliefs to build a more inclusive environment.
On May 14, 2018, women from ad agencies across the Twin Cities gathered at Colle McVoy to show their support for the TIME’S UP/ADVERTISING movement. The event was part of the movement’s launch when community meetings took place in 15 cities across North America to begin drawing a roadmap for real change. Here is a recap of highlights and learnings from the TIME’S UP/ADVERTISING Minneapolis event.
www.geteverwise.com
Hosted by Everwise CEO, Mike Bergelson, and joined by special guest Lauren Leader-Chivee, Founder/CEO All In Together Campaign Inc.
Leadership and diversity are the key drivers for successful innovation in the workplace. Women now account for 57% of the national workforce, yet in the tech industry for example, only 23% of leadership positions are held by women.
Gender diversity and innovation are hot topics today, but what does it really mean for the success of a business? Lauren Leader-Chivee argues that regardless of the size, industry, or business every company needs women at the top.
In this webinar, we covered:
- The connection between diversity and innovation
- The quantitative benefits for organizations to have women in leadership
- Suggestions for organizations to start implementing change to create a more diverse leadership team
About LaurenLauren_Leader-Chivee:
Lauren Leader-Chivee is the founder and CEO of All In Together, a nonprofit campaign connect women to civic engagement, and an Executive Advisor to Deloitte Talent. Formerly the President of the Center for Talent Innovation and Hewlett Chivée Partners, she speaks around the world on issues of diversity, innovation and economic competitiveness. Lauren is also one of Fortune's "55 Most Influential Women on Twitter".
NOTE: You are free to share and adapt this deck for any purpose. We just ask you to attribute. For more information on how to properly attribute presentations under this license, please visit: wiki.creativecommons.org/Marking/Creators.
Diversity really affects all aspects an organization - not only its internal workings and the quality of its outputs, but also how successful it is at reaching its goals, targets, and serving its stakeholders. Yaziri Orrostieta (YO) explains the benefits of having a diverse group of volunteers, donors, and board members. She will share key tactics that are critical for your nonprofit to factor diversity into the organization.
A good book is more than a product, it’s more than marketing… it can define your brand and put your business above a crowded, noisy industry. Imagine what it would feel like to have your own book.
There were 297 Million non-traditional books sold in 2016, most of them self-published. You don’t need a big publisher to be successful as an author. The truth is that you can be competitive in almost any genre… and there are huge opportunities for books that match under-served genres.
In Self-Publish Your Big Idea Book, Dale Thomas Vaughn sorts out facts from fiction about self-publishing, while breaking down his systematic approach to structuring, writing and publishing books. As a result, attendees will understand how to harness the power of self-publishing to raise your profile in your industry.
What You Will Learn
• Ways to identify key characteristics of your target audience so as to create standout books
• How to target your book to a hungry audience
• Strategies for writing and formatting your book
• Ways to leverage Amazon to be a Best-Seller and sell more books
Attract High Value Publicity - Be Seen on TV, Radio, Podcasts, Print & BlogsDale Thomas Vaughn
My media system has earned hundreds of millions of impressions for my clients on major media outlets. Imagine yourself in your ideal audience's most trusted news, radio, podcast or television... what are the possibilities for you if you were that well-known?
To schedule a strategy session with me to find out your best next steps, visit dalethomasvaughn.com/media-training
I help social entrepreneurs get seen and become well-known experts in their industry.
If you're tired of seeing someone else with less expertise in your field get all the media attention, I am going to teach you the secrets to build your profile, pitch your story, and create a campaign to become the go-to expert in your field.
I'm a big believer in teaching people how to fish, rather than simply catching fish and selling them to you (which is what publicists do). Most small companies and nonprofits can't afford and frankly don't need a publicist or PR firm - they just need the tools and the confidence to try to book themselves. That's what I love to do for entrepreneurs and nonprofit leaders. Take the skills in-house and you'll have the ability to get media attention forever going forward.
by Dale Thomas Vaughn
Inspirational Quotes on How to Thrive from Dale Thomas VaughnDale Thomas Vaughn
We all need short, powerful lessons in motivation, self-confidence, and personal growth. These are meant to remind you of your own greatness. I hope they help you get energized, motivated, and ready to create the life you love to live.
These are direct quotes from pieces of the EmpowerMentorship Institute curriculum... a program for guys who want to move past stagnancy and self-doubt, and start living a more purposeful, self-confident reality.
If that sounds like you, EmpowerMentorship.com has everything you need to get started. If you want to bring me out to speak to a group, head over to DaleThomasVaughn.com.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfthesiliconleaders
In the recent edition, The 10 Most Influential Leaders Guiding Corporate Evolution, 2024, The Silicon Leaders magazine gladly features Dejan Štancer, President of the Global Chamber of Business Leaders (GCBL), along with other leaders.
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
An introduction to the cryptocurrency investment platform Binance Savings.Any kyc Account
Learn how to use Binance Savings to expand your bitcoin holdings. Discover how to maximize your earnings on one of the most reliable cryptocurrency exchange platforms, as well as how to earn interest on your cryptocurrency holdings and the various savings choices available.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
6. IT WAS TRULY AN
UNPRECEDENTED, POSITIVE, AND
POWERFUL EXPERIENCE IN MY
LIFE TO BE SURROUNDED BY
MALE ALLIES.
I HAVE NEVER FELT MORE
SUPPORTED, LISTENED TO, AND
INCLUDED BY A GROUP OF
MALES.
Amy Logan
President, US National Committee for
UN Women - SF Bay Chapter
7. I WAS SURPRISED TO FIND THAT
AS A CIS GENDERED WOMAN, I
FELT MORE “AT HOME” AND
WELCOME AT THE BETTER MAN
CONFERENCE WITH TOPICS THAT
RESONATED WITH ME MORE THAN
AT ANY WOMEN IN TECH EVENTS
OR EVEN THE LESBIANS WHO
TECH SUMMIT.
Dara
Senior Vice President at MSL
GROUP North America
9. TODAY’S AGENDA
TODAY WE’LL COVER
1. WHAT IS THE IMPACT
MILLENNIALS COULD HAVE ON
GENDER PARTNERSHIP?
2. WHY ENGAGING MEN
(ESPECIALLY MILLENNIAL MEN)
IS IMPORTANT
3. HOW TO BUILD SYSTEMS INTO
YOUR BUSINESS TO ENGAGE
MEN
10. GENDER PARTNERSHIP
WHAT IS GENDER PARTNERSHIP?
▸ EQUALITY: The state of being equal in rights, treatment, quan4ty, access or value to
all others in a specific group.
▸ EQUITY: Ac4ons, treatment of others, or a general condi4on characterized by
jus4ce, fairness, and impar4ality.
▸ PARTNERSHIP: Full, synergy-crea4ng collabora4on between people or groups
working together toward a common goal.
11. CONTEXT
WHAT IS NEEDED FOR GENDER PARTNERSHIP?
▸ (Test the systems)
IDENTIFY BARRIERS AND BLIND SPOTS
▸ (Preparing the Astronauts)
LEVERAGE WOMEN’S LEADERSHIP
▸ (Start the Countdown)
ENGAGE MEN
13. ENGAGING MEN
Roll-Out of the Gender Partnership Process
3 Years to Sustainable Culture Development
Gender Leadership Group
• Engaging Men as Allies: Why and How – a 3-hour workshop with the Women’s ERG
• Quarterly conference calls: To celebrate wins and coach on breakdowns.
• Gender Partnership: What’s In It for Men? - Women's ERG-sponsored workshops for
men to learn about Gender Partnership and the case for men as advocates for it.
• Cross-Gender Communication: A “gender fishbowl” communication event to launch
the next era of gender relations (the men in the event in number 3 above would be the
prime audience for this event, and would be encouraged to bring other men as well)
Year 1
Year 2
Year 3
•Enrollment of senior executives as advocates
• Full engagement from the top leadership is the single most important factor in culture change.
• Initial Engaging Men Workshop for senior executives followed by individual coaching and
quarterly one-day refreshers to engage with what is working well, needs improvement..
• Enrollment of middle management through a process similar to that for senior executives.
• Middle managers are where the rubber meets the road in terms of executing on the new culture
of gender partnership. They will need to be fully engaged and given tools to create gender
partnership in their teams, their relationships with each other, and to be role models for the
organization.
• Roll-out of the initiative to all levels of the organization through short workshops, webinars, brown-
bag lunches, and internal communications efforts
• Anchoring of inclusive leadership as a core value with creation of forums, structures, and processes
to ensure sustainability of the new culture.
A Foundation in Allies
Leadership Buy-In
Cultural Value
SUSTAINABILITY
LEADERSHIP
COMMITMENT
COMMUNICATION
IMPACT
THE MANDATORY MIND SHIFTS
1. IMPACT
WHY DOES THIS MATTER TO ME?
2. COMMUNICATION
HOW DO WE OPEN THE DIALOGUE?
3. COMMITMENT
HOW DO WE MEASURE COMMITMENT?
4. LEADERSHIP
WHO ARE VISIBLE ALLIES AND MODELS?
5. SUSTAINABILITY
AWARENESS VS. CULTURE CHANGE
14. Top 8 Ways to Engage Men
In Full Gender Partnership in Your Workplace
If you are an
organization or
Team
If you are a
Woman
If you are a Man
who “Gets” it
1. Bring Men
Together
Use the men in your organization who
“get” it to engage men who are still on
the sidelines to get into the game.
Ask each member of your women’s
initiative to invite a male colleague to
their next event.
Tell men what’s in it for them,
personally and professionally.
2. Have honest
conversations about
the impact of gender
Start a men’s conversation. Share
with employees, suppliers and
investors the potential impact on the
bottom line and stock value.
Companies with fewer women in
senior leadership positions are 48%
less profitable and have a 37% lower
return on equity.
Include men in the conversation about
the positive outcomes of full gender
partnership. Ask men what it will take
for them to be full gender partners.
Explore the ways that women, with
their innate tendency toward
communication, collaboration and
consensus-building, bring balance to
work place traditions and attitudes.
Read current thought leaders on the
future of leadership.
3. Help men “get”
that gender bias
still exists
Give your workforce the facts. For
easy access to a multitude of
statistics on the current state of
gender bias at work, see Harvard
Business Review’s: “Tell Me
Something I Don’t Know About
Women in the Workplace.”
Share a story with your male mentor
or sponsor from your personal
experience, without blaming or
shaming the people who made you
feel “less than.”
Encourage other men to ask the
women in their lives - mother, wife,
daughter, girlfriend, sisters, friends - if
and how they have been affected by
gender bias.
4. Engage men’s
sense of fair play
Set learning objectives for your
training content that help men
recognize the personal costs they
suffer due to gender bias. Provide
opportunities for self-reflection.
Let men know the facts in your
industry and in your company.
Find the point of connection for your
male colleagues and friends. Even if a
man is unable or unwilling to see how
unfair it is for him to have
unreasonable advantages over his
female colleagues, he may still be
convinced to take action so his wife or
daughters are not similarly
shortchanged.
5. Encourage men in
behaviors that are
linked to awareness of
gender bias
Have influential managers, men who
“get” it, play an integral role in inviting
employees to participate in company
efforts to increase gender awareness.
Identify strategic male partners and
engage them in a constructive
dialogue about their own gender
perspective.
Lead by example by ensuring gender
balance in the appointments and
teams you manage, control, or
influence.
6. Encourage men to
champion and be
architects of win-win
outcomes.
Use the men in your organization who
“get” it to engage men who are still on
the sidelines to get into the game.
Ask each member of your women’s
initiative to invite a male colleague to
their next event.
Tell men what’s in it for them,
personally and professionally.
7. Engage men’s
innate desire to take
action
Explore with groups of men and
women where conformity to
masculine norms is being rewarded at
your company.
Initiate exploratory win-win
partnership conversations with men.
Use inquiry based dialogue to find out
what the win is for your male peer(s).
Invest your time in mentoring women.
8. Attach
accountability to
actions to support
productive business
outcomes
Establish compelling metrics, like time
to promotion, retention, balance of
gender in the leadership pipeline, and
increase in female talent attraction.
Evaluate the men you manage on
their performance in building more
balanced teams.
Share with female colleagues your
intention to be a partnership
champion and ask how you can
support them.
Don’t Worry!
I will share these
Templates and Exercises
with you
16. “Their behaviour is coloured by their experience of the global
economic crisis.”
Price Waterhouse Cooper
THE FIRST THING YOU NEED TO KNOW ABOUT MILLENNIALS
19. Millennials are the first native
gender-neutral generation.
THE SECOND THING YOU NEED TO KNOW ABOUT MILLENNIALS
20. “97% of Millennials think their generation will finally achieve
equality of opportunity for emerging female leaders.”
ManpowerGroup
THE FIRST NATIVE GENDER-NEUTRAL GENERATION
21. The attitude of the millennial generation that will have most
impact on the daily lives of Americans is the distinctive and
historically unprecedented belief that there are no inherently male
or female roles in society.
“Race? No, Millennials Care Most About Gender Equality.”
The Atlantic
THE FIRST NATIVE GENDER-NEUTRAL GENERATION
22. More than two-thirds of people ages 14 to 34 say gender no
longer defines destiny or behavior as it once did.
The Intelligence Group
THE FIRST NATIVE GENDER-NEUTRAL GENERATION
23. “Millennials prefer organizations that have open, transparent and
inclusive leadership styles”
Deloitte
THE FIRST NATIVE GENDER-NEUTRAL GENERATION
24. “Neither gender seems very focused on that promotion.”
Pew
MILLENNIAL ATTITUDES TOWARD GENDER EQUALITY AT WORK
WANT TO BE
THE BOSS
34%
WANT TO BE
THE BOSS
24%
WOMEN MEN
27. “FIFTY PERCENT OF MILLENNIAL MEN
AND 68 PERCENT OF WOMEN BELIEVE A
GLASS CEILING EXISTS.”
Spring 2016 Harvard Public Opinion Project poll
WHY WE HAVE TO START ENGAGING MEN
28. “MORE THAN HALF OF MILLENNIAL MEN THINK
THAT THEY ENJOY MORE ADVANTAGES THAN
WOMEN IN AMERICAN SOCIETY, LESS THAN 20
PERCENT OF THEM IDENTIFY AS FEMINISTS.”
Spring 2016 Harvard Public Opinion Project poll
WHY WE HAVE TO START ENGAGING MEN
29. “THE MOST SIGNIFICANT OBSTACLE
IDENTIFIED IS AN ENTRENCHED MALE
CULTURE, A BARRIER THAT EVEN MEN
ACKNOWLEDGED MUST CHANGE.”
ManpowerGroup
WHY WE HAVE TO START ENGAGING MEN
30. ONLY 1 IN 9 MEN BELIEVES
THAT WOMEN HAVE FEWER
OPPORTUNITIES THAN
MEN, AND 13 PERCENT OF
MEN BELIEVE IT IS
HARDER FOR MEN TO
ADVANCE BECAUSE OF
GENDER-DIVERSITY
PROGRAMS.
McKinsey & Lean In
31. “THREE-FIFTHS (59%) OF LEADERS INTERVIEWED
SAID THEY BELIEVE THE SINGLE MOST POWERFUL
THING AN ORGANIZATION CAN DO TO PROMOTE
MORE WOMEN LEADERS IS TO CREATE A GENDER-
NEUTRAL CULTURE, LED BY THE CEO.”
ManpowerGroup
WHY WE HAVE TO START ENGAGING MEN
32. CONTEXT
WHAT IS NEEDED FOR GENDER PARTNERSHIP?
▸ (Test the systems)
IDENTIFY BARRIERS AND BLIND SPOTS
▸ (Preparing the Astronauts)
LEVERAGE WOMEN’S LEADERSHIP
▸ (Start the Countdown)
ENGAGE MEN
33. HOW TO BUILD
SYSTEMS INTO
YOUR BUSINESS
TO ENGAGE MEN?
Go on a bias scavenger hunt
Bias or Blind Spot
Whose blind spot? Mine
or someone else’s?
How the bias is
holding us back
Male-bonding activity:
Watch for male-centered team activities like golf
or cigars. Ask women what they would like to do
as a team builder.
Mansplaining:
Watch for a man explaining something to a
woman who is likely to know as much or more
than him about the topic.
Manterrupting:
Watch for a man talking over or interrupting a
woman as she voices a concern or an idea; or a
man repeating what a woman says, only louder,
and then getting undue credit for her idea.
Irrelevant gender assumptions:
Watch for pre-judgments about what a person
might want because of their gender. For
instance, reading CVs and assuming a woman
won’t want to move or travel because she may
be a mother.
Gender Leadership Group
Contact Us to Learn More
About Quotes, Availability or Delivery
info@GenderLeadershipGroup.com
“Empowered Leadership Through Gender Partnership”
Be Time aware:
Watch for snap judgments that reward men.
Research shows that unconscious bias tends to
favor men in time crunches, and tends to be
more balanced when there is time to fully
examine all of the options.
35. FIRMS WITH THE GREATEST GENDER DIVERSITY
AMONG EXECUTIVES AND BOARD MEMBERS
[EARNED] 300% MORE REVENUE
AND 50% HIGHER PROFIT
THAN THE AVERAGE COMPANY
UC Davis
400 public companies reviewed
THE BUSINESS CASE
36. GENDER DIVERSITY IN THE BOARD ROOM
AND C-SUITE INCREASES FINANCIAL
PERFORMANCE BY 33% TO 50% ON
MEASURES LIKE ROE AND RETURN ON SALES
Multiple studies by Credit Suisse, Catalyst,
McKinsey, and Deloitte
THE BUSINESS CASE
37. WOMEN IN THE UNITED STATES TODAY
SPEND MORE MONEY THAN THE
ECONOMIES OF INDIA AND CHINA
COMBINED.
Michael J. Silverstein and Kate Sayre
Harvard Business Review
THE BUSINESS CASE
40. WE TRACK EVERYTHING POSSIBLE IN
ORGANIZATIONS EXCEPT THE
ADVANCEMENT OF WOMEN AND
MINORITIES.
Jeffery Tobias Halter
Why Women?
THE BUSINESS CASE
41. I GET IT
GENDER PARTNERSHIP
IS GOOD FOR BUSINESS
WHAT’S IN IT FOR ME?
42. PERSONAL CASE FOR MEN
WHAT MEN GAIN PERSONALLY
▸ Less worry
▸ Less time at work
▸ More quantity AND quality
time with loved ones
▸ Better relationship satisfaction
▸ Better sex
43. OF THE 1% OF U.S. CORPORATIONS
THAT OFFERED UNPAID PARENTAL
LEAVE, ONLY 1% OF MALE
EMPLOYEES TOOK IT.
Michael Kimmel, PhD
Harvard Business Review
PERSONAL CASE FOR MEN
44. IF YOU ARE NOT ADVOCATING FOR
WOMEN IN THE WORKPLACE, YOU
ARE HURTING YOUR DAUGHTERS’
FUTURE.
Jeffery Tobias Halter
Why Women?
PERSONAL CASE FOR MEN
45. I GET IT
GENDER PARTNERSHIP
IS GOOD FOR MY LIFE
BUT IS IT TOP PRIORITY?
46.
47. The economic case for gender parity
of additional annual GDP in 2025 in the full-potential
scenario of bridging the gender gap...
… equivalent to the combined
US and China economies today.
$28 trillion
Equal to 2x the likely contribution of women to global GDP growth in the business-as-usual scenario
McKinsey Global Institute’s Gender Parity Score points to
where 95 countries stand on gender parity.
0.71
Western
Europe
0.67
Eastern Europe,
Central Asia
These countries, grouped into 10 regions, are home to
93% of the world’s female population.
Gender inequality (1.00 = gender parity)
Extremely highHigh
0.64
Latin America
0.48
Middle East,
N. Africa
could be added in 2025 if all countries matched their
best-in-region country in progress toward gender parity.
0.57
Sub-Saharan
Africa
0.74
North America,
Oceania¹
0.48
India
0.61
China
0.62
East & South
East Asia (excl.
China)
0.44
South Asia
(excl. India)
$12 trillion
48.
49.
50. PREDICTORS OF RAPE-PRONE/FREE SOCIETIES
1. WOMEN’S AUTONOMY
2. FATHER’S INVOLVEMENT IN CHILD-REARING
Peggy Reeves Sanday, PhD
MORAL CASE
51. WHAT’S THE CATCH
HOW GENDER EQUAL SOCIETIES BENEFIT MEN:
▸ The likelihood of being victim of violent death
decreases significantly.
▸ In the most gender equal countries this likelihood is
almost half that of the least gender equal countries.
▸ Gender equal countries score much higher on well-
being…
▸ …and lower on depression among both men and
women.
▸ Gender equality has equally strong effects on
health and welfare as wage equity.
▸ The countries that have been most negatively
affected by the financial crisis are also the ones in
which men participate least in unpaid care work (at
home)
54. Go on a bias scavenger hunt
Bias or Blind Spot
Whose blind spot? Mine
or someone else’s?
How the bias is
holding us back
Male-bonding activity:
Watch for male-centered team activities like golf
or cigars. Ask women what they would like to do
as a team builder.
Mansplaining:
Watch for a man explaining something to a
woman who is likely to know as much or more
than him about the topic.
Manterrupting:
Watch for a man talking over or interrupting a
woman as she voices a concern or an idea; or a
man repeating what a woman says, only louder,
and then getting undue credit for her idea.
Irrelevant gender assumptions:
Watch for pre-judgments about what a person
might want because of their gender. For
instance, reading CVs and assuming a woman
won’t want to move or travel because she may
be a mother.
Gender Leadership Group
Be Time aware:
Watch for snap judgments that reward men.
Research shows that unconscious bias tends to
favor men in time crunches, and tends to be
more balanced when there is time to fully
examine all of the options.
Bias Scavenger Hunt
Gender Leadership Group
57. Blind Spot Discovery Questions
Gender Leadership Group
3 questions to ask yourself to raise awareness about your blind spots
1. What advantages and/or benefits might you experience in work and life simply
because you are male?
2. If you had siblings of the opposite gender what do you recall about how they were
treated and have these experiences affected your present day interactions with the other
gender?
3. What did you witness in your home regarding partnership between parental figures?
3 questions to ask a woman that elicit honest answers about their experience
1. Do you believe you have the same opportunity for advancement in your place of
employment as men?
2. What are one or two things you want me to understand about what its like being a
woman in the workplace?
3. What kind of support can I offer you in partnership?
Notes
58.
59. FISHBOWL
QUESTIONS FOR MEN
▸ Do you ever feel like you are walking on eggshells at
work… when or how?
▸ Where do you feel like you are getting mixed messages as
to gender equality?
▸ What is it that you want women to do to help your
company improve?
60. FISHBOWL
QUESTIONS FOR WOMEN
▸ Have you ever experienced not feeling heard or being
dismissed and what was the impact of that?
▸ What are some of the ways you have or still conform to fit
into male culture?
▸ What is it that you want men to do to help your company
improve?
62. ENGAGING MEN
WHERE ARE YOU ON THE ISSUE?
1.Unaware – I don’t see the issue as mission critical.
2.Afraid - I might lose something. What will others (other
men) think of me.
3.Apathetic – I don’t really care.
4.Frustrated - I see it, but I don’t know how to affect it.
5.Committed – I’ll do whatever is needed for full Gender
Partnership.
63.
64. Diversity training.
Do people who undergo training usually shed their biases? Researchers have been examining that
question since before World War II, in nearly a thousand studies. It turns out that while people are
easily taught to respond correctly to a questionnaire about bias, they soon forget the right answers.
The positive effects of diversity training rarely last beyond a day or two, and a number of studies
suggest that it can activate bias or spark a backlash. Nonetheless, nearly half of midsize companies
use it, as do nearly all the Fortune 500.
67. LEADERSHIP
WHAT YOU CAN DO
▸ Get interested and learn about your unconscious bias and how it influences your
leadership.
▸ Contemplate the unintended impact of your unexamined biases. Ask women in
your life (colleagues, wives, sisters and daughters) to share with you how they have
been impacted by gender bias.
▸ Lead by example in ensuring gender balance in the teams you lead, manage,
control or influence.
▸ Mentor and Sponsor women in your organization.
▸ Further develop your empathy skills.
▸ Identify strategic male partners in a constructive dialogue about their own gender
perspective.
69. • Engaging Men as Allies: Why and How – a 3-hour workshop with the Women’s ERG
• Quarterly conference calls: To celebrate wins and coach on breakdowns.
• Gender Partnership: What’s In It for Men? - Women's ERG-sponsored workshops for
men to learn about Gender Partnership and the case for men as advocates for it.
• Cross-Gender Communication: A “gender fishbowl” communication event to launch
the next era of gender relations (the men in the event in number 3 above would be the
prime audience for this event, and would be encouraged to bring other men as well)
Year 1
Year 2
Year 3
•Enrollment of senior executives as advocates
• Full engagement from the top leadership is the single most important factor in culture change.
• Initial Engaging Men Workshop for senior executives followed by individual coaching and
quarterly one-day refreshers to engage with what is working well, needs improvement..
• Enrollment of middle management through a process similar to that for senior executives.
• Middle managers are where the rubber meets the road in terms of executing on the new culture
of gender partnership. They will need to be fully engaged and given tools to create gender
partnership in their teams, their relationships with each other, and to be role models for the
organization.
• Roll-out of the initiative to all levels of the organization through short workshops, webinars, brown-
bag lunches, and internal communications efforts
• Anchoring of inclusive leadership as a core value with creation of forums, structures, and processes
to ensure sustainability of the new culture.
A Foundation in Allies
Leadership Buy-In
Cultural Value
SUSTAINABILITY
LEADERSHIP
COMMITMENT
COMMUNICATION
IMPACT
72. Top 8 Ways to Engage Men
In Full Gender Partnership in Your Workplace
If you are an
organization or
Team
If you are a
Woman
If you are a Man
who “Gets” it
1. Bring Men
Together
Use the men in your organization who
“get” it to engage men who are still on
the sidelines to get into the game.
Ask each member of your women’s
initiative to invite a male colleague to
their next event.
Tell men what’s in it for them,
personally and professionally.
2. Have honest
conversations about
the impact of gender
Start a men’s conversation. Share
with employees, suppliers and
investors the potential impact on the
bottom line and stock value.
Companies with fewer women in
senior leadership positions are 48%
less profitable and have a 37% lower
return on equity.
Include men in the conversation about
the positive outcomes of full gender
partnership. Ask men what it will take
for them to be full gender partners.
Explore the ways that women, with
their innate tendency toward
communication, collaboration and
consensus-building, bring balance to
work place traditions and attitudes.
Read current thought leaders on the
future of leadership.
3. Help men “get”
that gender bias
still exists
Give your workforce the facts. For
easy access to a multitude of
statistics on the current state of
gender bias at work, see Harvard
Business Review’s: “Tell Me
Something I Don’t Know About
Women in the Workplace.”
Share a story with your male mentor
or sponsor from your personal
experience, without blaming or
shaming the people who made you
feel “less than.”
Encourage other men to ask the
women in their lives - mother, wife,
daughter, girlfriend, sisters, friends - if
and how they have been affected by
gender bias.
4. Engage men’s
sense of fair play
Set learning objectives for your
training content that help men
recognize the personal costs they
suffer due to gender bias. Provide
opportunities for self-reflection.
Let men know the facts in your
industry and in your company.
Find the point of connection for your
male colleagues and friends. Even if a
man is unable or unwilling to see how
unfair it is for him to have
unreasonable advantages over his
female colleagues, he may still be
convinced to take action so his wife or
daughters are not similarly
shortchanged.
5. Encourage men in
behaviors that are
linked to awareness of
gender bias
Have influential managers, men who
“get” it, play an integral role in inviting
employees to participate in company
efforts to increase gender awareness.
Identify strategic male partners and
engage them in a constructive
dialogue about their own gender
perspective.
Lead by example by ensuring gender
balance in the appointments and
teams you manage, control, or
influence.
6. Encourage men to
champion and be
architects of win-win
outcomes.
Use the men in your organization who
“get” it to engage men who are still on
the sidelines to get into the game.
Ask each member of your women’s
initiative to invite a male colleague to
their next event.
Tell men what’s in it for them,
personally and professionally.
7. Engage men’s
innate desire to take
action
Explore with groups of men and
women where conformity to
masculine norms is being rewarded at
your company.
Initiate exploratory win-win
partnership conversations with men.
Use inquiry based dialogue to find out
what the win is for your male peer(s).
Invest your time in mentoring women.
8. Attach
accountability to
actions to support
productive business
outcomes
Establish compelling metrics, like time
to promotion, retention, balance of
gender in the leadership pipeline, and
increase in female talent attraction.
Evaluate the men you manage on
their performance in building more
balanced teams.
Share with female colleagues your
intention to be a partnership
champion and ask how you can
support them.
This is how you can get
Templates and Exercises
Email me at:
Dale@DaleThomasVaughn.com