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6 | Engaging Men in Gender Initiatives
About this seriesEngaging Men in Gender Initiatives is a series about men. When it comes to diversity and inclusion efforts—especially initiatives to eliminate gender bias—<strong>Catalyst</strong> believes that men have a critical role to play. Yet toooften men are an untapped resource in such gender initiatives. To address this gap, this series offers adviceto change agents on effective ways to partner with men in ending gender inequalities.Engaging Men in Gender Initiatives: What Change Agents Need to Know provides readerswith:• Information about the cultural forces that can undermine efforts to engage men in genderinitiatives.• Insights about why some men support and others resist gender initiatives.• Recommendations backed by <strong>Catalyst</strong> research for how to work effectively with men to createinclusive, bias-free workplaces.Upcoming releases will:• Identify the most persuasive strategies for communicating with men about gender initiatives.• Assess the effectiveness and impact of learning and development programs designed to providemen with the information and skills they need to champion gender initiatives.Who should read this report• Diversity and inclusion (D&I) professionals.This report was written to help D&Ipractitioners with one of the most importantand difficult tasks they face: generating buy-inand support for D&I initiatives. With a specificemphasis on gender-focused initiatives, thereport offers practitioners strategic insightson how to win men’s support for change.• Individuals—especially men—who wantto champion change. Many people whoare not in formal D&I roles already championchange in their workplaces by personalexample. Such individuals, especially men,can be powerful ambassadors for change,particularly with other men who are not yetfully “on board” with organizational D&Igoals. This report offers these championsinsights about how to influence their malecounterparts to support gender initiatives.How you can use this report tomake change• If you are a D&I professional, consider sharingthis report with other D&I professionals inyour workplace. Use the findings to seeddiscussions with them about specificstrategies your organization can adopt toengage men in gender initiatives.• Invite men in your company to participate ina discussion about gender in the workplace.Use the discussion starters and thequotations provided in the report to generateconversation on the barriers to men’s supportfor gender initiatives. Use the discussion toassess whether men perceive that these orother barriers are at play in your organization,and solicit ideas about what your companycan do to help more men overcome thosebarriers.What Change Agents Need To Know | 1
Page 1 and 2: UNDERSTANDINGMASCULINENORMSinitiati
Page 3 and 4: Engaging Men in Gender Initiatives:
Page 5: Table of ContentsAbout This Series
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 and 32: the study. The study description wa
Page 33 and 34: Interview Participants: PersonalDem
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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