2014
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. Chuck, age 12, in 1966, ‘voluntold’ with Head Start by his very intentional mother, Mary
One thing trust means: consistently showing up in a relationship
2014
www.DiversityBestPractices.com
Rev. Woodie W. White
Invited me to take responsibility for being white, so I would become part of the solution and not part of his problem
2014
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Chuck @ 29, with staff in a California refugee resettlement program
2014
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Chuck’s Normativity Map
Male
White
Straight
Upper middle class
American-born
Able-bodied
Married w/ 2.0 children
English-speaking
Highly educated
Christian
Engaging White Men As Allies
Generally True: As white male executives, when learn about our normativity, we are more open to considering our privilege.
2014
www.DiversityBestPractices.com
Lessons from the White Men’s Leadership Study
The Effectiveness Gap – The difference between the way we as as white men our effectiveness on leading through D&I, and the way people who are not men rate our D&I leadership effectiveness
Selected Effectiveness Ratings – ‘Not very effective’ and ‘Moderately effective’ Average e-gap % of Aggregate White Men All Others e-gap
Recognizing and motivating diverse employees 31 61 30
Coaching to improve the performance of diverse employees 38 71 33
Promoting diverse talent on merit 26 62 36
Including diverse voices in decision making 38 78 40
Engaging White Men As Allies
2014
www.DiversityBestPractices.com
The Inside Scoop on White Men as Allies:
The Engagement Scale
for White Men Leading through Diversity & Inclusion
Lagging Learning Leading
Pipeline not diverse Trying to diversify talent Creates a diverse team
Avoids D&I events Sometimes attends; open Presents @ D&I events
Deflects efficiently Prefers quiet over mistakes Respectful, candid
OK to avoid feedback Uncomfortable w/ inequity Praises, corrects all
Doubts business case Inarticulate on the case Links D&I to revenue
Weak reputation Nice guy, but a lot to learn Identified as an Ally
2014
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Emerging Practices in Ally Development
The Men’s Ally Network A male leader is an Ally when a woman says he is.
Cisco Case Study: (with Jennifer Brown Consulting)
A community of men pledged to relationships of accountability and trust, working alongside women colleagues to open opportunities.
2014
www.DiversityBestPractices.com
Engaging White Men As Allies
Commit to Fearless Reciprocity
Fearless = Willing to learn and lead
through any difference in position power
You need to be clear about your value proposition as an ERG leader, across level and difference
Reciprocity = Relationships of accountability and trust,
built on a two-way exchange
Inch by inch, open the door to to getting things done together, with simple human to human care – make and keep promises