Throughout the process of the White Men’s Leadership Study, the fears of ‘diverse others’ (those who are not white men) came to light: a concern that white guys will take over D&I, the risk to opportunity if they actually engage white men with position power, the challenge to change their minds about what white male leaders are willing to learn.

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When we, as diversity and inclusion leaders, engage and equip white male leaders, our organizations will make progress in solving problems.

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By Bill Proudman Many business leaders, especially white men, view diversity as a problem to solve or a set of strategies to implement. This approach overlooks the leaders’ personal role. White male leaders who effectively lead in this effort do more than implement strategies to fix the problem. They... Read more

How did we get men on board? By clearly communicating that diversity is about the bottom line.

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Leaders need to ask the right questions. The most effective organizations are the ones that ask bigger questions: Who do we need to run this organization? What does our bench strength look like? How do we create a workforce that uses the best talent on the market and includes a mix of backgrounds, genders, races, generations, lifestyles, and experiences?

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Our Industry Has Far to Go

PDJ January 15, 2013 0

The tremendous progress made by women, people of color, and members of other once-discounted groups might prompt many business leaders to say “look how far we’ve come.” But the reality is that we still have a long way to go.

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While “diversity” as a strategy has come into popular culture during my career, I have appreciated the benefits of diverse perspectives for much longer.

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Evolving beyond required compliance efforts, our I&D approach focuses on promoting a creative, innovative, and collaborative work environment supporting employee engagement

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8 Ways to Engage White Men

PDJ January 10, 2013 0

Engaging white men is imperative for any successful D&I program. In the legal profession, white men make up the majority of practitioners and almost always are the crucial decision-makers whose buy-in is necessary for substantive D&I progress.

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Engagement of white males in our organization is demonstrated by their participation in our various diversity and inclusion employee diversity networks, as well as events sponsored by these groups.

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