1. Axiom
Consul,ng
Partners
Europe
Marc
Timmerman
Isabelle
Van
Cauwenberge
Managing
Partner
Principal
JUMP
FORUM
March
5th
2015
Workshop
Do
men
really
benefit
from
gender
equality
?

2. 1
Q
to
women
Ø Which
animal
would
you
compare
men
with?
Q
to
men
Ø Which
animal
would
you
compare
women
with?

3. “We
need
to
break
the
old
stereotyping“
“US
versus
THEM”
But
do
we
know
enough
about
the
views
of
men
on
Gender
Equality
?
Especially
those
of
men
if
we
need
to
pick
up
speed
in
establishing
gender
equality.

4. Advocacy
for
women’s
rights
Source:
Ipsos,
2014
3
JUMP, Workshop “Do men really benefit from gender equality?”, 2015, copyright of Axiom CP Europe

5. 4
Advocacy
for
women’s
rights
:
differences
between
women
and
men
Source:
Ipsos,
2014
JUMP, Workshop “Do men really benefit from gender equality?”, 2015, copyright of Axiom CP Europe

6. 5
Gender
Equality
Changing
Role
PaOerns
PromoPng
Women
Work-­‐Life
Harmony
Equal
Reward
&
CondiPons
Focus in
Best
Practices
Axiom CP Europe Research : Based on the analysis of 150 best practice organizations
in the European Union and 70 best practice initiatives in Belgium (2013-2014)
Risk
of
stereotyping
without
changing
the
role
paQerns
and
making
it
available
to
all
• Risk
of
retalia,on
of
the
male
popula,on
:
lower
buy-­‐in,
taking
over
the
network,
…
• Slowdown
due
to
new
re,rement
policies
Trap
of
con,nued
Male-­‐
Female
Polariza,on:
• Lower
Talent
availability
• Disconnec,on
with
the
Millennial
genera,on
Essen,al
to
fundamental
change
Equal
opportuni,es
is
no
guarantee
for
an
equal
outcome
High
Low
JUMP, Workshop “Do men really benefit from gender equality?”, 2015, copyright of Axiom CP Europe

7. Do
Millennials,
too,
expect
“tradiPonal”
partnerships
?
Harvard
Business
Review,
December
2014
Half
of
Millennial
men
expect
their
careers
to
take
precedence
over
their
partner’s.
Only
a
quarter
of
Millennial
women
expect
their
partners’
careers
to
take
precedence.
Two-­‐thirds
of
Millennial
men
expect
their
partners
to
take
primary
responsibility
for
raising
children.
Fewer
than
half
of
Millennial
women
expect
that
they
will
take
primary
responsibility.
MEN
50%
CAREER
PRIORITY
WOMEN
26%
MEN
66%
CHILD
CARE
WOMEN
42%
Millennials
or
Genera,on
Y
:
ages
20-­‐35
JUMP, Workshop “Do men really benefit from gender equality?”, 2015, copyright of Axiom CP Europe

8. Men
&
Gender
Equality:
Is
there
a
“THEM”
?
What
do
they
think
?
How
do
they
feel
about
it
?
7
How much & which support is there from men ?
What kind of benefits do they see for themselves ?
Which obstacles do we need to overcome ?
JUMP, Workshop “Do men really benefit from gender equality?”, 2015, copyright of Axiom CP Europe

9. Q
to
Group
:
Why
do
some
male
colleagues
resist
gender
equality
?
8
Do
the
menPmeter
poll.
Go
to
:
www.govote.at
Enter
code
:
87
36
39
Visit
the
Axiom
stand.

10. 9
Question to the Group :
Ø What would be benefits for men of an established gender equality ?

11. Seven
reasons
why
the
rise
of
women
is
good
for
men.
Publica,on
:
1
jan
2014,
Diversity
Council
Australia
10
1. Equal
access
to
a
beQer
work
life
2. Breaking
out
from
the
stereotype
3. BeQer
families
4. New
look
leaders
5. Greater
job
opportuni,es
6. BeQer
managers
7. Higher
produc,vity
We
made
a
split
on
point
3
:
• “Being
a
beQer
partner”
• “Being
a
beQer
parent”
JUMP, Workshop “Do men really benefit from gender equality?”, 2015, copyright of Axiom CP Europe

12. 5
Levels
of
ExecuPve
supporPve
behavior
towards
Gender
Equality
Source:
Research
by
Axiom
Europe
on
the
WoMen@Work
Award
candidacies
2010-­‐2014
11
Levels
of
ContribuPon
ExecuPve
Behavior
The
Essence
Level
1
Passive
Support
This
leader
allows
&
funds
ac,ons
in
favor
of
Gender
Equality.
They
support
passively.
Level
2
AcPve
Advocacy
These
leaders
recognize
the
current
and
future
benefits
of
diversity
and
inclusion.
As
strong
believers
they
are
credible
and
they
inspire
others
to
strive
for
gender
balance
in
their
companies.
They
have
understood.
They
advocate
the
WHY.
Level
3
AcPve
Role-­‐Modeling
These
leaders
prac,ce
what
they
preach
and
do
what
they
say
con,nuously
and
persistently.
They
show
the
other
layers
of
management
the
right
way
to
act
and
serve
as
role
models,
demonstra,ng
what
“good”
looks
like.
They
walk
the
talk.
Level
4
AcPve
Personal
Contributor
The
exemplary
execu,ve
acts
as
an
ac,ve
mentor
and
coach
towards
female
talent,
raising
their
self-­‐confidence
to
fight
the
stereotyping
or
“s,cky
floor”
effect
while
ac,vely
coaching
and
challenging
those
women,
having
an
authen,c
belief
in
their
poten,al.
They
acPvely
mentor.
Level
5
AcPve
Inspirer
Extremely
strong
execu,ves
demonstrate
the
most
unique
quality
of
all.
They
educate
and
coach
men
and
women
to
fight
their
biases.
They
share
their
personal
experiences
and
the
lessons
they’ve
learned,
so
that
others
do
not
have
to
fight
the
same
baQles.
They
inspire
with
extreme
intellectual
honesty.
Research:
conducted
by
Axiom
CP
Europe,
on
more
than
50
execu,ve
candidacies
over
a
period
of
5
years
(2010-­‐2014),
men
and
women,
all
ac,ve
at
Execu,ve
or
C-­‐suite
level.
JUMP, Workshop “Do men really benefit from gender equality?”, 2015, copyright of Axiom CP Europe

13. A
systemic
analysis
:
Are
men
influenced
by
direct
interac,ons
with
women?
How?
12
The Mother
The Female
Boss
The Female
Peers
The
Daughter
Direct
Reports
The Partner
JUMP, Workshop “Do men really benefit from gender equality?”, 2015, copyright of Axiom CP Europe

14. Powered by
Axiom
Europe
Survey:
"Do
men
really
benefit
from
gender
equality?"
March
2015
JUMP, Workshop “Do men really benefit from gender equality?”, 2015, copyright of Axiom CP Europe

15. Survey
response
group
• 103
respondents
• Very
up
to
date
informa,on:
collected
between
20th
February
and
1st
March
2015*
• Target
group:
male
professionals
• Good
mix
of
respondents:
• Age
diversity:
• 15%
younger
than
40,
• 41%
between
40
and
50,
• 44%
older
than
50.
• Management
level
diversity:
• 35%
professionals/experts/individual
contributors,
• 14%
junior
&
middle
management,
• 27%
senior
management,
• 24%
execu,ves
• Very
good
response
rate:
26%
• 394
contacts
Axiom
Europe
invited
*
Survey
will
be
re-­‐opened
tomorrow,
Axiom
con8nues
collec8ng
responses
to
refine
research
(give
us
your
email
address
on
our
Axiom
stand,
you
will
be
contacted
soon)
JUMP, Workshop “Do men really benefit from gender equality?”, 2015, copyright of Axiom CP Europe

16. Most
men
believe
that
gender
equality
also
offers
advantages
to
them
JUMP, Workshop “Do men really benefit from gender equality?”, 2015, copyright of Axiom CP Europe

17. Advantages
go
beyond
the
‘classic’
business
case
argument
Fight
against
overall
stereotyping
might
be
key
to
further
improve
gender
equality
JUMP, Workshop “Do men really benefit from gender equality?”, 2015, copyright of Axiom CP Europe
• Ethical
• Focus
on
quali,es
instead
of
gender
• More
collabora,on
• More
human
workplaces
• Being
connected
to
reality

18. Although
83%
of
men
believes
in
advantages
of
gender
equality,
over
50%
is
personally
concerned
about
gender
quota
implementaPon,
and
almost
30%
is
concerned
about
their
own
long
term
career
opportuniPes.
JUMP, Workshop “Do men really benefit from gender equality?”, 2015, copyright of Axiom CP Europe

19. Respondents
think
the
overall
concern
of
male
colleagues
is
higher
than
their
own,
especially
linked
to
long
term
career/
short
term
promoPon
and
visibility,
besides
gender
quota.
JUMP, Workshop “Do men really benefit from gender equality?”, 2015, copyright of Axiom CP Europe

20. Only
a
minority
of
men
says
not
to
promote
gender
equality
at
the
workplace
Ac,ve
Resistance
Conscious
Denial
Passive
Remark
:
15%
of
conscious
&
passive
resistance
Vs
19%
of
disbelievers
in
Talent
Management
JUMP, Workshop “Do men really benefit from gender equality?”, 2015, copyright of Axiom CP Europe

21. Not
only
indirect
promoPon
by
men,
AcPve
involvement
and
influence
on
organizaPonal
and
individual
level
prevails
Level
1
:
Passive
Support
Level
2
:
Ac,ve
Advocacy
Level
3
:
Ac,ve
Role
Modeling
Level
4
:
Ac,ve
Personal
Contributor
Level
5
:
Ac,ve
Inspirer
Excep,onal
respondents
?
Story
telling
?
Self-­‐awareness
?
30%
of
ac,ve
allies
is
a
careful
es,mate
50%
of
verbal
support
JUMP, Workshop “Do men really benefit from gender equality?”, 2015, copyright of Axiom CP Europe

22. Who
are
the
intrinsic
allies
?
Which
male
colleagues
can
benefit
from
addiPonal
guidance
?
• Internal
factors:
Are
there
inter-­‐genera,onal
differences,
influences
by
management
level,
self-­‐image?
• External
influences:
Are
men
influenced
by
interac,ons
with
women?
How?
What might have a positive effect
on the attitudes and behavior of men
with regard to gender equality at the workplace?

23. Inter-­‐generaPonal
differences
&
management
responsibility
AGE
⇢ No
significant
differences
between
40-­‐50
age
group
(81%)
and
50+
age
group
(82%)
(Gen
X
and
BB).
⇢ 40-­‐50
age
group
is
more
ac,ve
than
50+
age
group
in
directly
promo,ng
gender
equality
at
the
workplace.
⇢ Age<40
respondents
acknowledge
more
advantages
for
them,
due
to
gender
equality
(94%).
⇢ BUT
age<40
respondents
promote
less
openly
gender
equality
at
the
workplace
(Taking
it
for
granted
?).
MANAGEMENT
LEVEL
⇢ The
greatest
allies
are
currently
in
junior
management.
⇢ Middle
management
and
not-­‐management
see
least
the
advantages
deriving
from
gender
equality.
⇢ A
significant
part
(18%)
of
not-­‐management
takes
no
ac,ons
to
promote
gender
equality
(versus
4%
at
senior
management
and
8%
at
execu,ve
level).
⇢ Middle
management
is
significantly
involved
(they
all
take
some
kinds
of
ac,on),
but
don’t
see
sufficiently
the
advantages
it
can
bring
to
them
(Need
for
communica5on
and
awareness
training?).
JUMP, Workshop “Do men really benefit from gender equality?”, 2015, copyright of Axiom CP Europe

24. Self-­‐image
of
stereotype
company
man,
self-­‐raPng
on
masculinity
SELF-­‐IMAGE
⇢ No
correla,on
between
self-­‐image
as
stereotype
“company
man”*
and
acknowledging
the
advantages
of
more
gender
equality
at
the
workplace;
on
the
other
hand
real
“company
men”
are
less
inclined
to
promote
gender
equality
openly
on
the
workplace.
⇢ Accordance
to
the
dominant
coali5on
?
⇢ Nega,ve
correla,on
between
self-­‐ra,ng
on
masculinity*
and
seeing
advantages
of
more
gender
equality
at
the
workplace:
respondents
with
higher
masculine
self-­‐ra,ngs
see
more
advantages.
⇢ Less
self-­‐concerns
?
⇢ Respondents
with
a
low
self-­‐ra,ng
on
masculinity
clearly
take
more
ac,on
in
openly
promo,ng
gender
equality
at
the
workplace.
⇢ More
open-­‐mindedness
?
*Defini5on
stereotype
“company
man”
=
almost
unlimited
8me
spent
and
energy
dedicated
to
your
career,
biggest/only
contributor
to
the
family
income,
powerful
posi8on,
being
part
of
the
dominant
coali8on,
...
(from
‘I
strongly
agree’...
to
‘I
strongly
disagree’)
**Self-­‐ra5ng
on
masculinity
=>
“How
typically
‘masculine’
would
I
rate
my
behavior?”:
totally
(80-­‐100%),
to
a
great
extent
(60-­‐80%),
middle
of
the
road
(40-­‐60%),
some8mes
(20-­‐40%),
not
at
all
(0-­‐20%)
JUMP, Workshop “Do men really benefit from gender equality?”, 2015, copyright of Axiom CP Europe

25. Possible
influence
by
women,
in
men’s
private
life
SCHOOL
⇢ Clear
correla5on
between
having
aIended
a
mixed
gender
school
and
seeing
advantages
of
gender
equality
at
the
workplace.
⇢ Correla,on
between
having
aQended
a
single
gender
school
and
taking
less
ac,on
to
openly
promote
gender
equality
at
the
workplace.
CHILDREN
/
DAUGHTERS
⇢ Not
the
expected
posi,ve
correla,on
between
having
daughters
and
seeing
advantages
of
more
gender
equality
at
the
workplace;
slightly
posi,ve
correla,on
of
having
children.
⇢ Not
the
expected
posi,ve
correla,on
between
having
children
or
daughters
and
openly
promo,ng
gender
equality
at
the
workplace.
Q 20 Do I openly promote gender equality at the
workplace?
Between the age of 12 and 18,
I attended:
a mixed gender
school
a single gender
school
no, I don't take any actions 7% 12%
no, I don't care 5% 7%
JUMP, Workshop “Do men really benefit from gender equality?”, 2015, copyright of Axiom CP Europe

26. Possible
influence
by
women,
in
men’s
private
life
EQUAL
PAY
&
PARTNER
⇢ Men
with
partners
that
earn
about
the
same,
have
very
high
scores
on
NOT
seeing
advantages
of
gender
equality
at
the
workplace
(36%)
(!!!)
⇢ Also
33%
(!!!)
of
the
male
singles
don’t
see
advantages
⇢ Personal
Anxiety
or
Compe55on
?
⇢ Although
they
don’t
see
as
much
the
advantages,
at
the
same
,me
they
have
less
concerns
than
the
group
average.
⇢ Deduc5on:
main
driver
is
COMPETITION.
⇢ Men
with
partners
having
no
paid
income
and
with
partners
who
earn
less,
score
very
high
on
seeing
the
advantages
(respec,vely
88%
and
90%).
⇢ At
the
same
,me
men
with
partners
having
no
paid
income,
have
much
more
concerns
than
the
group
average.
JUMP, Workshop “Do men really benefit from gender equality?”, 2015, copyright of Axiom CP Europe

27. Possible
influence
by
women,
in
men’s
private
life
MOTHER
⇢ No
correla,on
between
“mother
with
paid
job”
and
seeing
advantages
of
more
gender
equality
at
the
workplace.
⇢ Scores
on
seeing
the
advantages
are
highest
for
respondents
with
“mothers
without
a
paid
job”.
⇢ Men
who’s
mother
stopped
their
paid
job
in
favour
of
childcare,
score
lowest
in
seeing
the
advantages.
⇢ They
s5ll
want
to
be
‘pampered’
?
⇢ The
return
of
mothers
into
the
workforce
is
crucial
to
break
out
of
the
stereotyping.
⇢ Posi,ve
correla,on
between
“mother
with
paid
job”
and
openly
promo,ng
gender
equality
at
the
workplace.
JUMP, Workshop “Do men really benefit from gender equality?”, 2015, copyright of Axiom CP Europe

28. Possible
influence
by
women,
in
men’s
professional
life
FEMALE
MANAGERS
OR
PEERS
⇢ Posi,ve
correla,on
between
having
(had)
a
female
manager
or
female
peers,
and
seeing
advantages
of
more
gender
equality
at
the
workplace
(!!!!)
⇢ Posi,ve
correla,on
between
having
(had)
a
female
manager
in
the
past
and
openly
promo,ng
gender
equality
at
the
workplace
(!!!!)
⇢ For
us
a
clear
indica5on
that
working
with
a
female
manager
can
lead
to
a
posi5ve
learning
regarding
gender
equality.
⇢ VIRTUOUS
CIRCLE
:
MORE
FEMALE
LEADERS,
MORE
BUY-­‐IN
FROM
MEN.
FEMALE
DIRECT
REPORTS
⇢ No
clear
correla,on
between
number
of
female
direct
reports
and
seeing
advantages
of
more
gender
equality
at
the
workplace
⇢ No
clear
correla,on
between
number
of
female
direct
reports
and
openly
promo,ng
gender
equality
at
the
workplace
JUMP, Workshop “Do men really benefit from gender equality?”, 2015, copyright of Axiom CP Europe

29. Some
conclusions
and
recommendaPons
28
1. There
is
no
“THEM”.
2. We
should
not
treat
them
as
such.
Make
use
of
the
Allies.
• Resistance
is
built
on
different
drivers
and
contextual
elements.
• There
are
a
lot
of
allies,
at
least
:
• 50%
verbally
• 30%
ac,vely
• 15
to
20%
:
hard
core
resistance
to
passive
“Je
ne
t’aime
moi
non
plus”
3. We
need
a
diversified
range
of
acPons,
ranging
from
:
• Create
dialogue
on
advantages
and
concerns
• Raising
awareness
@middle
management
level
• Decreasing
anxiety
@professional
and
middle
management
level
• Raising
ac,ve
involvement
at
senior
and
execu,ve
level
Some
Wise
Advice
• Send
your
sons
to
a
mixed
gender
school.
• Women
need
to
return
to
the
labor
force
awer
childcare
period.
• @male
professionals
:
work
for
a
female
manager.
JUMP, Workshop “Do men really benefit from gender equality?”, 2015, copyright of Axiom CP Europe

30. Short
Work
Session
15
minutes
in
smaller
groups
• One
thing
that
Pckled
your
brain
?
• One
burning
quesPon
or
remark
29
JUMP, Workshop “Do men really benefit from gender equality?”, 2015, copyright of Axiom CP Europe

31. Marc
Timmerman
My
coordinates
:
Email:
m,mmerman@axiomcp.com
TwiQer:
@marc,mmerman
Mobile:
+32
496
291383
Website:
www.axiomcp.com