Individuals
TeamsInclusion strategies are formed around the inequities, biases, barriers and challenges that marginalized groups face. However, an unintended outcome of focusing DEI work around these groups is that the dominant employee group, white males, ends up less engaged in D&I efforts than their underrepresented colleagues. In this session we will examine best practices to engage white males and ensure that they are champions and allies of diversity and inclusion. We will look at:
- Understanding the shared perceptions and concerns white males have about D&I initiatives
- Starting with open and honest dialogue with your white male population
- Communicating how the organization and all its members, including white males, stand to gain by a diverse workforce
- Showcasing metrics to directly link D&I activities to business strategy and outcomes so white males do not feel threatened or sidelined
- Teaching your most prominent employee demographic how to talk and act with D&I in mind
