01. DON’T MANTERRUPT
Women are manterrupted in meetings: they are unnecessarily interrupted by men for the purpose of power-tripping, marginalizing, demeaning or dismissing women. When it comes to the work environment women speak less, are more harshly criticized for their ideas, and are interrupted more. Mansplaining is manterrupting’s cousin. Don’t be that guy.
02. BOYCOTT ALL MALE PANELS
Refuse to participate on any panel that doesn’t include at least 25% female panelists: no exceptions. Make the reason for your refusal known to the organizers of the event; encourage your fellow panelists to do the same. Take The Pledge or #allmalepanels.
03. WATCH YOUR MOUTH
Watch your mouth; that comment or joke might actually be funny, but just because you can something, doesn’t mean you should. Cringing and averting eyes are two ways to recognize that you’ve just vocalized an unconscious bias. Ouch. BTW, it may not be that women are ‘too sensitive’ or ‘too emotional:’ instead, It may very well be that the people around them are not sensitive enough, or are not emotionally intelligent.
04. KNOW YOUR NUMBERS
Publicly share your company’s diversity policies and progress as often, and with as many people, as possible. No measurable goals yet? How can you get those put in place?
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75 THINGS YOU CAN DO TODAY TO ADVANCE WOMEN AND ENGAGE MEN
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05. DON’T BROPROPRIATE
Bropropriating is hijacking a woman’s idea and taking credit for it. It’s in the same category as manterrupting and mansplaining. Ugly.
06. BECOME AN AMBASSADOR
There are few things that do more to advance women than when men are Ambassadors for them; White, 50-year-old men are still the standard by which leadership is judged. When men stand for women, people interpret it as “She must be leadership material or he wouldn’t support her”. In other words, it makes progress a lot more efficient. Make sure the other senior male managers also visibly promote diversity through advancement, mentoring and inclusiveness.
07. ENGAGE YOUR TEAM
Check in with your team; What are their thoughts on the diversity of your particular org, as well as the entire enterprise? Do they know how the diversity goals of your org connect to your org’s business objectives? Enroll them in stepping up and publicly sharing your company’s diversity policies and progress.
If your organization doesn’t have a Women’s Initiative, start one. Sponsor it. Fund it. Be vocal about it. Be its champion. Actively and visibly participate, and invite your male colleagues to do the same. If your company does have a Women’s Initiative, find out what you can actively do to support it.
09. BECOME A MENTOR
Mentor one onboarding woman, and one with experience: they will get an insider’s understanding of how the old boy’s leadership club functions, and how to get ahead in a male dominant culture. You’ll get a bird’s eye view of what women everywhere experience every day in business. You’ll both be better off for it. Read why men with mentors advance more than women who have mentors.
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