Collective, not corrective action: how to engage men in DE&I

1. Change the narrative

Shift from a diversity-centric to an inclusion-centric approach. Focus on creating an environment where everyone feels valued and included. Rather than solely focusing on representation, stress the importance of creating a culture where all employees, regardless of background, can thrive. 

2. Personalize the message

Help men see the personal benefits of DE&I. Share stories and examples that resonate with their experiences and challenges. Highlight how supporting DE&I can lead to better outcomes for their families and personal lives, making the case that it is in their own interests to engage positively. 

3. Create safe spaces

Establish forums where men can share their stories and learn about the experiences of others. This fosters empathy and understanding. Providing a safe and supportive environment for men to discuss their challenges and hear from underrepresented groups can build bridges and reduce resistance. 

4. Role-model at the top

Ensure leadership visibly supports and participates in DE&I initiatives. Leaders’ behavior sets the tone for the rest of the organization. Leaders who actively engage in DE&I efforts and demonstrate inclusive behaviors can inspire others to follow suit. 

5. Establish policies that include everyone

Develop policies that benefit everyone, such as flexible working arrangements, and highlight how they improve work-life balance and overall well-being for all employees. Ensuring that DE&I initiatives lead to tangible benefits for everyone can help to garner wider support.