Standing Together for Change
96% of companies report progress when men are actively involved in gender diversity initiatives. When they’re not, only 30% show progress.
96%
WHEN MEN ARE ACTIVELY INVOLVED IN GENDER DIVERSITY
30%
WHEN MEN ARE NOT INVOLVED
Group Session Handouts
RESOURCES
- When She Rises, We All Rise
- The Secret to Innovation? Your Workplace Culture
- Unpacking the Invisible Knapsack
- The #MeToo Backlash
- Men, commit to mentor women
- Women in the Workplace 2019: 5 Years In, the Path to Equality is Clear
- BCG’s Gender Diversity by the Numbers
- Women, Diversity & The Path to Greater Inclusion
- Men and Women Need Different Kinds of Networks to Succeed
- White Men as Full Diversity Partners: US White Male Culture (AKA Western Business Culture): A Deeper Look
- The Gender Gap Isn’t Just Unfair, It’s Bad for Business
- The Gender Gap in 6 Charts
- Bridging the Gender Divide
- 10 ways men can help close the gender gap for female coworkers
- How to Engage Men in Women’s Leadership Issues
- Gilette TV Spot
- Challenging Our Gendered Idea of Mentorship
- Five Ways Men Can Improve Gender Diversity at Work
- 7 Tips for Men who Want to Support Equality
- Why male leadership is key to helping women advance
Why gender equality is good for everyone – men included
Yes, we all know it’s the right thing to do. But Michael Kimmel makes the surprising, funny, practical case for treating men and women equally in the workplace and at home. It’s not a zero-sum game, but a win-win that will result in more opportunity and more happiness for everybody.
Why We Have too Few Women Leaders
Why aren’t there more women in leadership? In this TED Talk, Facebook COO Sheryl Sandberg looks at why a smaller percentage of women than men reach the top of their professions. Watch the video to hear three powerful pieces of advice for women aiming for the C-suite in their industry.
We’re taught to believe that hard work and dedication will lead to success, but that’s not always the case. In this Brené Brown Netflix Special, gender, race, ethnicity, religion, disability status and sexual orientation identies are each examined as factors that affect each individual’s chances to achieve success. Special guest and advocate Melinda Epler also shares three ways to support people who are underrepresented in the workplace.
A video series from LeanIn covering topics such as unconscious bias, performance bias, attribution bias, and how different biases can negatively impact employees in a variety of ways.
A video series from LeanIn covering topics such as ways managers can support equality, how to be a more effective role model, and things every mentoring partnership should know.
What does my headscarf mean to you?
In this rich and witty talk, Yassmin explores the concept of unconscious bias. She asks what her headscarf means to those she meets, to uncover our first impressions of others. Blending data, humor, and empathy, Yassmin reminds us that we can all take steps to counteract bias.
Renowned Nigerian novelist Chimamanda Ngozi Adichie offers a new definition of feminism rooted in inclusion and awareness.
Jeffery Tobias Halter is a leading male expert on advancing women by engaging men. His book, WHY WOMEN – The Leadership Imperative to Advancing Women and Engaging Men, is changing the conversation on women’s leadership advancement, which he explores in this talk.
That’s What She Said: What Men and Women Need to Know About Working Together
Joanne Lipman (2019)
Joanne Lippman, Gannett’s Chief Content Officer, offers solutions to help professionals solve gender gap issues and achieve parity atwork in this inclusive and realistic handbook. Newly updated by the author to include a cheat sheet for taking positive action now, this timely, essential book also offers tools for having tough—but necessary—discussions.
Julie Kratz (Forthcoming May 2020)
Lead Like an Ally facilitates positive change by including six leadership strategies, such as clean up the culture, stretch talent equally, establish ally networks, manage meeting behavior, promote belonging, and measure success.
One: How Male Allies Support Women for Gender Equality
Julie Kratz (2017)
To be the highest performing organizations possible, we need women and men at the top leading together. That means working collaboratively side-by-side, as true allies, to get this done. To be true allies, we did our research and found a set of proven strategies, ideas, and stories for men and women to partner together – heart, story, speak, and work-life. When men and women leaders employ these strategies together, they work.
ADDITIONAL TIMELY RESOURCES
- What Covid-19 Reveals About How Society Sees Moms—And How We See Ourselves
- Nearly Half of Men Say They Do Most of the Home Schooling. 3 Percent of Women Agree.
- A working mom’s quarantine life
- Working Mother’s Subha Barry: ‘The load we’re asking moms to bear is simply not sustainable’
- Sheryl Sandberg: The coronavirus pandemic is creating a ‘double double shift’ for women. Employers must help
- COVID-19’s Psychological Toll: Mental Distress Among Americans Has Tripled During the Pandemic Compared to 2018
- Melinda Gates: How rethinking caregiving could play a crucial role in restarting the economy
- The Coronavirus is a disaster for feminism
- COVID-19: How Business Can Support Women in Times of Crisis