ENgAgiNg MEN iN gENdEr iNiTiATivEs - Catalyst

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Table 4Interview Participants—Work-Related and Personal DemographicsManagement StatusTop Management 56.3% (18)Middle Management 37.5% (12)Lower Management 0.0% (0)Nonmanagement 6.3% (2)Occupational FieldHuman Resources 31.3% (10)Corporate Management and Planning/Legal 25.0% (8)Percentage (Number) of Interviewees (N=32)Percentage (Number) of Interviewees (N=22)Sales/Marketing/Communication/CustomerServices12.5% (4)Other 12.5% (4)Years of Work ExperiencePercentage (Number) of Interviewees (N=32)20 87.5% (28)AgePercentage (Number) of Interviewees (N=32)26-35 6.3% (2)36-45 9.4% (3)46-55 43.8% (14)56-65 37.5% (12)>65 3.1% (1)Marital StatusPercentage (Number) of Interviewees (N=32)Married 96.9% (31)Engaged or in a committed relationship 3.1% (1)Parental StatusPercentage (Number) of Interviewees (N=32)Have children 87.5% (28)Have no children 12.5% (4)Gender of childrenPercentage (Number) of Interviewees (N=28)Male only 17.9% (5)Female only 25.0% (7)Both male and female 57.1% (16)Sexual Orientation Percentage (Number) of Interviewees (N = 29)Straight 100% (29)Nationality by ContinentPercentage (Number) of Interviewees (N=17)African 5.9% (1)European 17.6% (3)North American76.5% (13) (12 U.S. and 1 Canadian)26 | Engaging Men in Gender Initiatives
Interview Participants: PersonalDemographicsMost interviewees were middle-aged or older,falling between 46 and 65 years of age (see Table4). Almost 44 percent of interviewees said they were46 to 55 years old, and 37.5 percent reported beingbetween the ages of 56 and 65. About 9 percentand 6 percent of interviewees were 36 to 45 yearsold and 26 to 35 years old, respectively. Only oneinterviewee was older than 65.Of the interviewees who provided the relevantinformation, all were married (96.9 percent) orin a committed relationship (3.1 percent). Onehundredpercent identified as being heterosexualor straight, and most (87.5 percent) reported havingchildren. Of those interviewees who had children,a majority indicated that they had both male andfemale children (57.1 percent), while 25 percentsaid they had only female children and an evensmaller percentage (17.9 percent) reported havingonly male children.Finally, among those interviewees who providedinformation about their nationalities (17), mostrespondents were North American (76.5 percent),with 17.6 percent and 5.9 percent identifying asEuropean and African, respectively.Survey Participants: Work-RelatedDemographicsAs shown in Table 5, a majority of participants inboth the champion (60.7 percent) and comparison(55.1 percent) groups were in top managementpositions. Notably, the representation ofparticipants from both groups was not statisticallydifferent in these senior roles or in most other joblevels. Approximately 32 percent and 22 percentof participants from the comparison and championgroup, respectively, were in middle management. 76The percentage of participants from both groupswas similarly low in non-management positions (4.5percent and 0.0 percent, respectively). 77 Notably,participants from the champion group were slightlybetter represented than those from the comparisongroup (16.9 percent compared to 7.9 percent) in thelower management roles. 78Table 5 also shows that champions (38.8 percent)were slightly more likely than participants from thecomparison group (23.0 percent) to be in a staff role,while both groups of participants were equally likelyto hold line roles. 79 Similar percentages of champion(18.8 percent) and comparison (19.5 percent) groupparticipants also held positions that they classifiedas both line and staff roles. 80The industries with the highest representationamong all survey participants were oil and gas,public accounting, chemical and energy. Morechampions (33.3 percent) were in oil and gas thancomparison participants (26.0 percent), 81 and morecomparison participants (29.2 percent) were in thepublic accounting industry than champions (9.1percent). Similar percentages of champions (8.1percent) and comparison participants (9.4 percent)were in the chemical and energy industry.What Change Agents Need To Know | 27
Page 1 and 2: UNDERSTANDINGMASCULINENORMSinitiati
Page 3 and 4: Engaging Men in Gender Initiatives:
Page 5 and 6: Table of ContentsAbout This Series
Page 7 and 8: About this seriesEngaging Men in Ge
Page 9 and 10: UNDERSTANDING Masculine norms“Tak
Page 11 and 12: HOW MEN COME TO RECOGNIZEGENDER BIA
Page 13 and 14: When I applied to [my company] for
Page 15 and 16: how men express Their awareness of
Page 17 and 18: One Factor Predicts Being aChampion
Page 19 and 20: A CHAMPIONFOR GENDER INCLUSIONRONAL
Page 21 and 22: Even though we and almost all corpo
Page 23 and 24: REcommendationsStrategies To motiva
Page 25 and 26: CATALYST VIEWPOINTWhy AB Volvo’s
Page 27 and 28: Fighting ApathyStudy interviewees,
Page 29 and 30: Discussion Starters for MenSend a s
Page 31: the study. The study description wa
Page 35 and 36: Survey Participants: PersonalDemogr
Page 37 and 38: Endnotes1 International Labour Offi
Page 39 and 40: of gender bias. We then conducted a
Page 41 and 42: What Change Agents Need To Know | 3
Page 43 and 44: ChairJames S. TurleyChairman & CEOE

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