White Men Feel Excluded From D&I — Is That A Problem?
Ironic as it may sound, a new study has found that white men are feeling left out when it comes to diversity and inclusion.
While you could chalk this up to white fragility/fragile masculinity and leave it at that, it would be counterproductive. As the study points out, white men hold 40% of leadership positions at companies; without their support, D&I initiatives are less likely to succeed and the burden for change is placed unfairly on women and people of color.
To that end, the White Men's Leadership Study set out to analyze and improve the effectiveness of white men as they integrate D&I initiatives into their leadership work. The study was spearheaded by White Men Full Diversity Partners, which explains, "When companies engage white males alongside their peers from different backgrounds, marginalized groups are freed from the exhausting work of coaching white men to understand their world. Most white men want to help. They just don't know how."
As Diversity & Inclusion Consultant Lily Zheng states in her recent Harvard Business Review article reviewing the study, "The single biggest challenge to engaging in D&I efforts — as noted by almost 70% of white men surveyed — is knowing whether they are 'wanted.'"
Study participants' responded to the question, "When white men in your company find it difficult to lead through diversity, their difficulty is due to..."
Read a summary of the findings here and tell us what you think in the comments:
- How can white men be allies to D&I efforts?
- And who should be responsible–if anyone–for convincing them that it's a dialogue they need to participate in?
Preparing for the Unexpected: How Maria Fava Found Her Confidence as a Bicultural, Bilingual Woman at T. Rowe Price
Born in Mexico City and raised in Guadalajara, Maria Fava never would have predicted that she'd have a career in financial services. And certainly not in Maryland.
Over two decades ago, when Maria moved to the U.S. to study psychology at the University of Texas at Arlington, she'd planned on moving back to Mexico to study law after graduation. Instead, she fell in love with an unassuming Italian-American her senior year. She married him and moved to Maryland, his home state.
A five-step framework for addressing systematic racism at work
The world has changed in the past few weeks.
We're watching corporations and organizations across the world come out in support of Black lives in droves. Many of those organizations are doing so for the first time in their history.
I thought about writing this blog piece like one of those quizzes that used to be on the back pages of Seventeen and Cosmo where each question would offer several answers of varying point levels and you'd pick one answer per question, tally up your points at the end, and match your score to one of several possible results.
Meet Michelle Baker, a technical recruiter at Surescripts. She shared her top tips for applying to Surescripts.
Get a behind-the-scenes look at the company's interview process, culture, and values, and learn how you can best prepare for interviews!
To learn more about Surescripts and their open roles, click here.