A new report from the
Network of Executive Women says that too many diversity and inclusion efforts
treat white men as problems to be fixed instead of partners to be engaged.
"White Men:
Enrolling the Dominant Culture in Diversity and Inclusion” is the
eighth report in the Network's Best Practices series and the first to
focus on the role of white men. It includes
interviews with diversity experts, industry executives, original
research and
an action plan for white men who want to get more involved in diversity
and
inclusion.
"Successful
diversity and inclusion efforts have real bottom-line advantages for
every business person," the report says. But too many white men do not
understand their role in diversity, and diversity programs have often
done a bad job of enrolling their participation.
Many white men
do not appreciate the hidden advantages granted by their gender and
skin color or understand the invisible barriers faced by women and
people of color.
One way to help white men identify with diversity
efforts, the report says, is to point out characteristics that make
them different from other white men, such as ethnic heritage, age,
religion, veteran status and political views. This approach moves the
perspective from white/black and male/female to a more nuanced
understanding of the multicultural and multigenerational workplace.
The 12-page report is available to NEW members online at
www.newonline.org (click on "Research”).
(From left) NEW Cincinnati Co-Chair Logistics Mindy Thompson-Sherwood, Henry Karamanoukian and Melanie Healy, all of Procter & Gamble, join NEW Regional Development Chair Maria Edelson of Sales & Capability Development and Helayne Angelus of Kalypso at the sold-out NEW Cincinnati event April 26, 2012.
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