E2W

Great to see Gary Ford and Mark Freed - supporting this event. Powerful.

I had the pleasure of presenting at the Institute of Directors (IoD) this week for the Women's Leadership Group, by the invitation of Vicky Brook. The conversation focused on key topics like accidental sexism, the stereotypes that limit both men and women, and the freedom that comes when we break free from those expectations. One of the key takeaways was exploring the differences between male allyship and inclusive leadership. While allyship is important, inclusive leadership takes things a step further—offering a more forward-thinking and sustainable approach to creating workplaces where everyone feels they belong. It’s not just about supporting one group, but about building an environment where all individuals—regardless of gender—can thrive without being boxed in by outdated stereotypes. An amazing event, and a big thank you to Vicky – a true Men for Inclusion partner.

As I entered the room at the Black Women In HR - BWHR conference, I reminded myself that the feeling of being the only one or a minority in the room—an unfamiliar experience for me—is an everyday reality for many of the delegates present. I had a few reasons for attending. First, I wanted to show support for the work being done to elevate Black women in HR. I also wanted to learn, expand my perspective, and challenge my own thinking. On day one, I presented virtually on engaging white men in DEI. That was easy—I was in the comfort of my office, speaking to my screen. But day two was different. I was there in person, in the audience, surrounded by an overwhelmingly Black group of professionals. I don't usually sit in the audience at conferences (short attention span, uncomfortable seating—you know the drill), but I went to be part of something important. What I received in return was far more powerful than I expected. The speakers delivered heartfelt, authoritative presentations, unafraid to show vulnerability. The appalling statistics shared made me reflect deeply on the realities faced by underrepresented groups. More than anything, I was reminded of the relative advantage I carry as a white man, and I left with clear ideas on how we can integrate ethnicity into our gender-focused work at Men for Inclusion. Helping one talented Black person succeed in the current culture isn’t progress—helping talented people is a basic expectation of leadership. Real progress comes from changing the culture so that everyone can succeed equally. To the few allies in the room, most of whom were senior white men: you have the power to change this culture. If not you, then who? If not now, then when? Let’s also remember that changing the culture benefits us all—an inclusive workplace leads to better outcomes for everyone. And an inclusive society frees us from outdated male stereotypes that limit our own freedoms, choices, and opportunities. A huge thank you to Adese O. and Jadesola Goodluck, SPHRi for creating such a powerful event and a space for meaningful conversations. Thank you also Harvey Francis Frank Douglas and Fiona Daniel for your inspiring and empowering presentations. And to the other allies in the room for being there Marcus Ryder, Andrew Wilkinson, Daniel R. and Mark Ewen

Let's fix the culture not the women!! Last week, I had numerous conversations with people expressing a desire for more men to step up as Male Allies. When I ask what they envision these allies doing, the response is often about supporting women to overcome workplace barriers and challenges, helping them to perform, think, and act in the current workplace culture created mostly by men. But does this approach truly foster the rich benefits of a diverse and inclusive workplace? Why are so few men actively stepping forward into this allies role?   This raises a crucial question: Is focusing on Male Allies the most effective path forward?   Our research suggests that the barriers women face are also experienced, to a lesser extent, by many men. So, rather than just seeking allies, wouldn’t it be more advantageous to engage everyone in the effort to transform workplace culture? By doing so, we could inspire those men who recognize the personal and collective benefits of inclusive workplaces to champion this change—not just as Male Allies, but as Inclusion Champions.   At Men for Inclusion we help firms rethink the approach and work together to help build truly inclusive environments. Environments that are the fertile ground in which diverse talent can flourish, progress and put down it's roots. Environments that are seeing the benefits of true diversity of thought through inclusive cultures. Environments where all men are part of the solution not the problem.

Men in DEI: Time to Step Up In my first article for IMD, I delve into the often-overlooked role men play in Diversity, Equity, and Inclusion (DEI). It’s time for men to recognize their role and the benefits they also get in creating more inclusive workplaces. By stepping up, we can foster environments where everyone feels valued and respected. Let’s work together to drive meaningful change. Men for Inclusion Read the whole article here: https://lnkd.in/g9KwrbEi

Whilst we are celebrating the diversity among the new parliamentarians on both sides of the House of Commons. I would like to give a shout out to our new Prime Minister for his understanding of the importance of role modelling inclusive behaviour. Britain's new PM says he won't work past 6 p.m. on Fridays—and experts praise healthy working standards. "I will not do a work-related thing after six o'clock, pretty well come what may," Britain's prime minister Keir Starmer said. The newly elected leader recently revealed that for years, he has “protected” that time to spend it with his family, including a 16-year-old son and 13-year-old daughter—and he has no intentions of ditching that habit because, in his eyes, he’s a better politician for it. As we work with leaders and culture carriers to help them become authoritative, committed and authentic leaders we impress on them the need to be seen as role models. You can write policy, sign charters, keep counting diversity but what really moves the dial is leaders - leading.

In our research, we find 62% of women struggle to have their voice heard in group situations. Our research also shows that 31% of men also struggle to have their voice heard. When you improve this situation for 62% of women, we also improve it for 31% of men.

🌟 Celebrating the Power of Inclusive Leadership - Northern Trust and Men for Inclusion 🌟 Six cohorts, over 80 incredible individuals, each dedicating seven hours to delve deep into the essence of Inclusive Leadership. Through engaging discussions and heartfelt debates, they became acutely aware of the unique challenges and barriers faced by underrepresented groups in the workplace. They practiced being inclusive leaders and culture carriers, exploring strategies to engage others who might be hesitant to join the journey. Thank you to the phenomenal leaders from Northern Trust who made us laugh, cry, and think deeply. Your willingness to share your experiences and your openness to learn have been truly inspiring and are why Gary Ford and I got so much pleasure working with you. While there are too many to tag, thanks to: Terry Hill, Guy Cartwright, Karla Cassar, Jeremy Svejdar, Russell Greenwood, Tracey Spevack, Becky Gibb, Liz Terry, James Connaughton, Samantha Rogers, Peter Tremble, Michelle Harvey, emma cherry, Mitesh Patel, Helen Dunmore, Emma F. Kelly Foulger . A big thank you to Laurence Everitt for his unwavering commitment to sponsoring this initiative, and to Kaitlyn Klapperich and Alexis Goldfarb for their invaluable help in making it happen. #InclusiveLeadership #DiversityandInclusion #NorthernTrust #LeadershipJourney #Gratitude

TURNING THE DIAL ON DIVERSITY….actions for CEOs to drive equality and inclusion in the Wealth Management industry: FoxRed Insight held an inaugural, invitation-only event on 19th June with 30 influential CEOs and leaders from wealth management firms. 18 up-and-coming future female leaders attended the event and a workshop to build confidence in networking. Gill Whitty-Collins author of “Why Men Win at Work…and how we can make inequality history”provided us with some fantastic insights on why 90% of leadership positions are held by men, and how we can drive improvement as leaders. Mark Freed gave us some real insight on how to ensure that we can drive inclusion from top to bottom of our firms and ensure that both women and men are engaged. My heartfelt thanks to all the senior attendees for their welcome and support to the younger cohort - recognising it’s a first time at something like this for many! Thanks to SEI for their team’s amazing support for this event and for hosting it at their offices - and the beautiful balcony views over Finsbury Square. Special thanks to Tasha Milne for her expert help in getting me organised and supporting the evening. I look forward to the next steps…. #wealthmanagent #turningthedialondiversity