How to get ‘majority’ men involved with DE&I

The unsparing truth is that the leadership of most organizations in the U.S. is overwhelmingly white and male.

White men make up approximately 27% of college graduates, but in a sample of the Fortune 500, hold 72% of corporate leadership roles. Therefore, meaningful progress on diversity, equity and inclusion in the workplace will have to include participation—and leadership—from white men.

A report from the Center for Talent Innovation places the dilemma this way:

“Engaging majority men in D&I will be no easy feat. It will require this cohort who hold vast and deep power in organizations, to build new habits. They can no longer rely on common schools or neighborhoods to build community with others. They have to practice partnership, speak out against bias, and see the upside in in building inclusive, diverse workplaces.”

The research suggests that many of these men are willing to engage on the problems around DE&I within the workplace.

Where things stand

According to the report, a majority of these white, homogenous leaders hold no illusions about the diversity problem in the workplace. However, even for men who are engaged on the issue, most could do a lot more to promote D&I.