Everything has changed
Workplaces have seen radical evolutions in recent years. A global pandemic upended life as we know it only a few years after movements like Black Lives Matter and #MeToo shifted norms, redefined leadership, and reshaped how and where we work. As a result, multiple stakeholders, including in-demand diverse talent, are demanding more from corporations and their leaders than ever before.
“The 21st century workplace requires leaders who can manage and inspire today’s increasingly diverse workforce. This research shows that those men who are committed and engaged in DE&I are the very leaders companies need to succeed in today’s complex environment.”
How are men showing up?
In the spring of 2022, the W.K. Kellogg Foundation approached PrismWork to help them understand how men are leading in today’s complex environment.
Why focus on men? Because while we’ve seen gains by white women, people of color, LGTBQ+, and other non-majority employees, men – and particularly white men – are still the majority of those in power. As a result, men are uniquely positioned to be the biggest catalysts for change in the workplace and beyond.
We surveyed and interviewed nearly 2,400 men (knowledge workers) across the country. The research participants were college educated and worked across a variety of industries including tech, financial services, marketing / advertising, consulting and more.
This is what they told us….
When it comes to being a leader in today’s workplace, men told us, “The landscape is definitely changing.”
“Challenges facing men too often remain in the shadows. But tackling them is essential for achieving workplace equality. As this research shows, men overwhelmingly want to help build a level playing field in the workplace but face huge pressures fueled by Mad Men-era thinking about gender roles, leadership, and opportunity for all.”
57%
56%
49%
of men told us they struggle with the dual pressures of wanting to be a committed leader at work and an engaged parent and partner at home;
reported that feeling overworked and burned out is significantly impacting their leadership; and finally,
told us that retaining diverse talent is one of the key issues they face as leaders today.
And… men know they
have advantages
62%
64%
54%
agree that men have more advantages in the workplace.
of white men agree that men have advantages versus…
of men of color agree that men have advantages.
“As a white, CIS, man, I feel it is important to hold myself to higher expectations in terms of putting in work to ensure I am educated on DE&I initiatives and am working to correct and improve the workplace for all minorities.”
Here’s the good news:
The majority of men see value in a diverse workforce. They agree it makes them better leaders and creates better business outcomes.
“The great leaders of the future will balance operating profit with sustainable leadership…including fostering cultures that benefit ALL stakeholders.”
78%
74%
66%
agree that managing a diverse team makes them a better leader.
believe that diverse teams lead to better business outcomes.
believe that DE&I is foundational to a company’s success.
“I feel lucky I work for a company that values diversity and is not afraid to have women and people of color in leadership positions.”
— Research Participant
“The more involved I’ve become with DE&I, the better prepared I feel as a leader.”
— Research Participant
“Many of our best hires are people who were overlooked elsewhere. It’s great for them, for us, and it also helps us build bridges to our clients.”
— Research Participant
And… men BELIEVE they are
inclusive leaders
79%
77%
66%
“I feel confident that I say and do the right thing when faced with issues around diversity, equity and inclusion.”
“I feel comfortable calling colleagues out for disrespectful comments or actions towards women or people of color.”
“I share with my team why I believe in the importance of diversity, equity and inclusion.”
“Companies are finally making diversity and inclusion a priority. Leaders who aren’t moving forward are being left behind.”
But, there is a wide gap between aspiration and action.
Among the 67% of men who report they have participated in DE&I, only:
41% Made an effort to become more informed about issues
33% Mentored a woman
30% Participated in a conversation re: racial and/or gender equality
29% Mentored a person of color
26% Participated in Employee Resources Group events
reALITY CHECK
Men recognize they have unique privileges, understand that inclusive leadership is core to business success, and want to believe they are stepping up, But…our research showed most men are frozen between their good intentions and their day-to-day realities.
What’s holding men back?
Work/Life balance challenges
Overwhelm and burnout
Unclear on how to “respectfully” engage
Fear of blame and shame
Zero-sum thinking
#MeToo missteps
Lack of corporate clarity and metrics
It’s time for employers to support men as caregivers.
It’s time for leaders to reframe success to include DE&I.
It’s time to proactively include men so they can be part of the DE&I solution, rather than outsiders or observers.
It’s time for men to get comfortable with being uncomfortable.
It’s time for men to move past limiting beliefs that hold themselves, their colleagues, and their companies back.
It’s time for men to recognize that collaborating with women can, and does, help men advance as inclusive leaders.
It’s time for companies to embed DEI into every aspect of the employee experience and hold leaders accountable.
Amidst the rising sense of overwhelm, the lack of clarity by senior leaders and companies, and the ongoing anxiety around “getting it wrong,” men continue to miss the foundational link between DE&I and their own success in the new world of work.
IT’S TIME FOR A RESET
It’s time companies commit to inclusive
leadership as THE model for success
in the new world of work.
“Most men believe in diversity, equity, and inclusion and want to be part of the solution, but feel like they need to be invited into the conversation with a clear expectation of their role.”
“Until we have true accountability that requires leaders to be inclusive, DE&I is a choice for those who are part of the majority. But by choosing to not engage, you lose the opportunity to attract and retain the top talent which hurts your company and you.”
“We cannot ignore the dramatically shifting roles of men in organizations and relationships. It’s a corporate and societal imperative that we focus resources and capital on initiatives that help men prepare for, adapt to, and learn to succeed.”