WHAT WE DO

Multiple studies show that companies that truly embrace diversity and inclusion are more profitable, have greater innovation and deliver a better customer experience. They have a more engaged and motivated workforce.

But, with too few (white) men involved in D&I initiatives the pace of change is frustratingly slow.

 

Why don’t they get involved?

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• Relevance: Some don’t see a problem; others see a problem with representation (diversity) but don’t appreciate the greater challenges to career progress experienced by many of their colleagues (inclusion).

• Motivation: Some don’t think there is enough in it for them to spend time and effort getting involved; even when they agree that it is important, they don’t always know how they can help.

• Reticence: Even if they are supportive, they can be concerned that they may be criticised for speaking out in the wrong way; or concerned that speaking out will damage their career progress.

 

Men for Inclusion have developed a series of tailorable  keynote presentations, workshops and programmes that help to ‘get men on board, involved, supporting and leading the way.

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Visit their website to find out more about how your organisation can benefit from the research and learning we have utilised for this book and more.