Researchers talked to Fortune 500 companies and non-profits and, after quantitative analysis, came up with key findings. “Male Champions,” they report, have an ally mindset. The male champions have learned: true inclusion enlists both men and women; to use their authority to lead cultural change; that gender equity and inclusion is key to overall talent management; to coach and mentor women; and to practice “… other-focused leadership, not self-focused leadership.” Finally, male champions acknowledge that it takes persistence and courage to get through to the non-believers in their teams and among their peers.
With 1 in 3 US workers being Millennials, The Institute for Public Relations and PR firm Weber Shandwich’s survey gives insight into their attitudes about diversity and inclusion. Millennials report seeing and hearing about some form of discrimination or bias at work with high frequency– 69% of Millennials, versus 57% of Gen X and 46% of Boomers. Not only are they more comfortable talking about D&I in the workplace, 47% consider it to be an important aspect to consider in their job search. 33% of Gen X and 37% of Boomer job seekers agree.
Under the leadership of Meetup’s CEO Scott Heiferman, the most senior executive team went from all white “straight white dudes” to 8 of 18 being women. Caroline Simard, Exponential Talent co-founder and senior director of research at The Clayman Institute on Gender Research tells Backchannel that hiring for skills, promoting within, not holding women to higher standards, and seeking out nontraditional candidates were keys to success. “Everybody wants the magic bullet, the magic app to solve this, but that’s not how these things happen. Small wins are everything.”