Actions organisations can take to support men’s engagement

Men have a pivotal role to play in creating inclusive workplaces. But too often they are missing from workplace diversity and inclusion efforts, or only peripherally involved.

Catalyst research indicates that senior leaders, D&I and HR teams, and talent management professionals can support men’s increasing engagement on these issues.

1. Make Men Part of the Solution
Implement a diversity and inclusion campaign that specifically targets men as part of the solution.

2. Include Wins for All Employees
Ensure the business case for change includes mutual wins and benefits for all employees. Explore and communicate what everyone—men included—gains in environments that are inclusive.

3. Invite Men to Learn
Invite men to educational opportunities that increase their awareness of gender bias.

4. Recognize Men’s Individual Identities
Men have aspects of their identity beyond “maleness” and are able to relate to diversity and inclusion work through their own experiences with gender, race, sexuality, etc.

5. Make Male Champions Visible
Ensure that men are visibly recognized for solution-building in your organization—so other men have role models to follow.

6. Hold Men Accountable
Hold male leaders accountable for progress on diversity and inclusion by linking inclusive behaviors and D&I progress to outcomes such as performance reviews and annual bonuses or merit increases.

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