we see a lot of similarities when we compare those attributes with the way organizations are managed and how they compete with one another (View Highlight)
In our research, we identified three individual barriers preventing men to engage in DE&I:
• Apathy: The sense that diversity, equity, and inclusion is not a man’s issue to solve or to be concerned about.
• Ignorance: Which reflects the reality when men genuinely have no idea of what women or other marginalized groups go through in the workplace.
• Fear: Fear is a barrier which manifests in different forms. The three main examples of fear are 1) the fear of saying the wrong thing or taking the wrong step; 2) the fear of losing status, which is rooted in zero sum thinking with the idea that if women are winning, men are somehow losing; and finally, 3) the fear of being judged by other men. (View Highlight)
For instance, research shows that men perceived as less self-promoting and more collaborative and power-sharing are evaluated by both men and women as less competent (and ironically less masculine). (View Highlight)
Ask yourself: “Do I actively seek to understand the experiences of people different from myself? (View Highlight)
