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EuropeanPWN Federation

EuropeanPWN Federation . Engaging men to advance gender diversity “ For the world has changed , and we must change with it .” Barrack Obama. 74% of male CEOs believe their male managers are “ unconcerned about gender equality ” *.

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EuropeanPWN Federation

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  1. EuropeanPWN Federation Engaging men to advance gender diversity “For the world has changed, and we must change withit.” BarrackObama www.EuropeanPWN.net

  2. www.EuropeanPWN.net

  3. 74% of male CEOsbelievetheir male managers are “unconcerned about genderequality”* 1. Apathy : “Many men were unconcerned about issues of gender equality, do not see a compelling reason for becoming actively involved in gender Initiatives and are often unaware of what they might gain from championing gender balance.” 2. Fear: “Men believe that gains for women will necessarily mean losses for all men, including loss of privilege and being passed over for jobs. Some think women colleagues would continue to see them as part of the problem, scrutinizing their every move”. 3. Misunderstandings & Ignorance: “When you're from the dominant group you also don't have that history of struggle and analysis that comes from the nondominant group’s perspective.” *Source: Catalyst Study Jeanine Prime- 2009 www.EuropeanPWN.net

  4. Costs of Gender Bias and Benefits of Gender Equity to Men www.EuropeanPWN.net

  5. “The last frontier of women’sliberationmaywellbemen’sliberation.” Katrin Bennhold -New York Times Three key tactics for engaging men in gender diversity issues: www.EuropeanPWN.net

  6. Infrastructure to make gender diversity work in companies 1/ A chief diversity officer of sufficient senior rank to enable that person to connect with senior male and female officers in making change happen - CDO reports directly to the CEO 2/ An incentive for compliance or for being a leader in the diversity effort - nothing moves people more than money. 3/An executive diversity council chaired by the CEO that meets regularly to gauge progress, assess initiatives and develop ideas for new programs 4/ Any programs developed to enable women to move to senior ranks must take into account the fact that they are in a work culture that does not easily accommodate women’s family responsibilities - make work/life benefits as available to men as to women www.EuropeanPWN.net

  7. Engaging men is crucial to moving forward. But just what are the best ways to reach men? www.EuropeanPWN.net

  8. Start the discussion (best practice) Send a special invitation to men in your organization to participate in discussion forums about gender gaps in the workplace. Ask influential male champions to lead these discussion forums and communicate the organization’s commitment to including men in its gender initiatives. Important goals for these forums include: Signaling to men that their perspectives on issues of gender are valued. Empowering and building men’s confidence in becoming more involved in the organization’s gender initiatives. Identifying the specific barriers in the organization to men’s engagement as champions of gender initiatives. www.EuropeanPWN.net

  9. Men Who Get It

  10. DINO E. ROBUSTO Executive Vice President and Chief Administrative Officer The Chubb Corporation Executive Sponsor of Women’s Development Council Why Dino Chooses to Be a Champion For Gender Inclusion “It has always been an objective of mine to help people succeed. Having evidenced the greater obstacles and challenges women face, I get a tremendous sense of personal satisfaction from helping them overcome these obstacles. Being a champion has been a rewarding experience for me.” www.EuropeanPWN.net

  11. How to Identify Champions? www.EuropeanPWN.net

  12. To achieve real progress in the gender diversity agenda • CONFRONTfears increaseAWARENESS • remove • BLOCKING • BELIEFS ISSUES Rally men around corporate GENDER DIVERSITY • OVERCOME apathy www.EuropeanPWN.net

  13. After all, isn’t a collaborative approach one of our great strengths as women? www.EuropeanPWN.net

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