Despite ongoing efforts and activity towards gender equality, workplace gender equity remains elusive. New research clearly indicates backlash and resistance to workplace diversity, equity and inclusion (DEI) efforts—particularly from male managers. Here's how to tackle resistance to DEI at work.
The Chartered Management Institute's research reveals that many leaders do not fully acknowledge their organization's gender equity issue. Instead, they make positive assumptions when the true picture is bleaker, says Francke. She believes that male leaders need to be aware of how women experience gender bias at work to understand how their behavior may contribute to women's experiences of discrimination.
Francke says senior leaders must consistently role-model inclusive behaviors and challenge bad behavior. In particular, she says that men calling other men and holding each other accountable can be a powerful catalyst for change.Creating true gender parity requires participation from all individuals regardless of their level or position in a company.
Francke believes creating a psychologically safe workplace where everyone can voice their concerns, including male leaders, is essential. By inviting all employees to share their DEI challenges and concerns Francke says companies can better engage and enroll everyone to take action.Francke believes there has been too little effort devoted to communicating the benefits of greater equity for organizations and employees.
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