Men for Inclusion: How organisations can move away from a blame-centric approach and towards a more collaborative and inclusive strategy that makes men allies.

Here at AXIS Network we strongly believe that inclusion benefits us all and so were therefore pleased to connect with Mark Freed, Co-Founder and Managing Director of Men for Inclusion, an organisation is focused on engaging men in diversity, equity and inclusion (DEI) initiatives.

From our research at AXIS Network we know that the average gender pay gap (from 15 operator companies) currently sits at 17.9%. We know that a lack of women in senior roles is a key contributor to this significant pay gap and thus female representation within these roles is needed. 

However, representation is not enough. Typically, women and other underrepresented groups are more likely to have less positive experience in the workplace than the average man. These challenges stem from existing behaviours, cultures and values, yet organisations rarely address these issues openly.

The first step toward meaningful inclusion involves reshaping the conversation to ensure that men see themselves as integral to the DE&I journey. 

The need for men in the DE&I conversation 

Enhancing diversity, equity, and inclusion (DE&I) initiatives requires broad participation. Traditional DE&I strategies often focus on recruitment and ‘fixing’ women whilst implicitly blaming men, which can leave them feeling alienated and defensive. Engaging men in DE&I conversations is crucial for fostering a more inclusive and equitable workplace. 

Commonly, the first interaction men have with DE&I involves being labelled as privileged, biased or aggressive. These labels can be off-putting and provoke resistance rather than engagement as they cast men in a negative light from the outset without offering a constructive role for them to play in the solution. Consequently, many men perceive DE&I initiatives as a threat rather than an opportunity. They feel excluded from these conversations and often believe that the focus on diversity has ‘gone too far.’ 

The execution of DE&I strategies which tend to focus on boosting the proportion of underrepresented groups often leads to a perceived zero-sum game where men feel that their opportunities are being reduced to accommodate these changes. This sense of loss and exclusion can create an environment where men are defensive and less likely to support or engage with DE&I initiatives.

Unsurprisingly, when firms call for male allies to support diversity initiatives, few come forward and when they do, they are often asked or see their role as helping women to succeed in the current culture rather than changing it. For example, their role may be seen as helping women to speak up in meetings to be heard and not interrupted, rather than changing the way the meeting is run. 

The first step toward meaningful inclusion involves reshaping the conversation to ensure that men see themselves as integral to the DE&I journey. Rather than positioning DE&I as a corrective measure, it should be framed as a collective effort toward representation that benefits everyone.  

The highest levels of inclusivity are in all our interests. When asked what they want and expect from workplaces, people give very similar answers regardless of their gender, ethnicity, sexuality, or age. Fairness, meritocracy, equal opportunity, respect, fulfilment, reward, and appreciation are among the top answers.  We all benefit from improved levels of inclusivity and by doing so, we can move away from a blame-centric approach and towards a more collaborative strategy. 

Here at Men for Inclusion when engaging men, our approach is fourfold: 

1. Exploring outdated stereotypes  

Men lag behind women in breaking free from traditional gender roles which limits choices, opportunities, health, well-being and professional growth. Breaking these stereotypes allows men to become the managers, fathers, husbands, partners and individuals they aspire to be. As the actress Emma Watson aptly put it: ‘We don’t often talk about men being imprisoned by gender stereotypes, but I can see that they are – and that when they are free, things will change for women as a natural consequence.’

2. Highlighting tangible benefits  

Showcasing workplace changes like hybrid working, paternity leave, meritocracy and inclusivity can shift perspectives by highlighting their benefits for men. Many men value the flexibility and improved work-life balance these changes offer and gain from inclusive environments. Stressing that DE&I initiatives foster a more supportive workplace for all can demonstrate to men that these efforts are also in their best interests.  

3. Fostering a personal connection 

At Men for Inclusion, we help men see how DE&I initiatives benefit their loved ones too. Many men are inspired by the women in their lives; mothers, wives, daughters, and recognise the broader impact of DE&I efforts can be a powerful motivator. When men understand that supporting DE&I can lead to better outcomes for their families and friends, they are more likely to engage positively. 

4. Creating shared experiences

Men often have their own diversity characteristics, such as coming from a working-class background or having neurodivergent conditions like dyslexia (which I have myself). Creating safe spaces for men to explore and share these experiences fosters empathy and personal investment in DE&I. When men relate their struggles to those of underrepresented groups it builds a sense of solidarity and mutual support. 

With these four approaches, Men for Inclusion has worked with 58 organisations across multiple sectors to engage leaders and men in DE&I initiatives over the past four years. We often start by securing board-level buy-in, as role modelling from the top is crucial. Boards that walk the walk – setting the example for inclusive leadership and discarding old-fashioned stereotypes, set a powerful example. 

Our work has shown that when men are included and engaged they become ’culture carriers’ and change behaviours to align with company values. For instance, in organisations where the board actively participates in DE&I, we see (anecdotally) a higher uptake of inclusive policies. This demonstrates that men, when given the opportunity and encouragement can play a vital role in advancing equity.   By involving men and making DE&I a shared goal, we can create a workplace where everyone thrives. However, there are other important steps for companies to take:

Practical takeaways for organisations:

Change the narrative

Shift from a diversity-centric to an inclusion-centric approach. Focus on creating an environment where everyone feels valued and included. Rather than solely focusing on representation, stress the importance of creating a culture where all employees, regardless of background, can thrive. 

Personalise the message

Help men see the personal benefits of DE&I. Share stories and examples that resonate with their experiences and challenges. Highlight how supporting DE&I can lead to better outcomes for their families and personal lives, making the case that it is in their own interests to engage positively. 

Create safe spaces

Establish forums where men can share their stories and learn about the experiences of others. This fosters empathy and understanding. Providing a safe and supportive environment for men to discuss their challenges and hear from underrepresented groups can build bridges and reduce resistance. 

Role models

Ensure leadership visibly supports and participates in DE&I initiatives. Their behaviour sets the tone for the rest of the organisation. Leaders who actively engage in DE&I efforts and demonstrate inclusive behaviours can inspire others to follow suit. 

Inclusive policies

Develop policies that benefit everyone, like flexible working arrangements. Highlight how these policies improve work-life balance and overall well-being for all employees. Ensuring that DE&I initiatives lead to tangible benefits for every employee can help to garner wider support. 

In sum, inclusion is a muscle that we can all exercise daily. By involving men and making DE&I a shared goal, we can create a workplace where everyone thrives. Together, we can accelerate the pace of change and achieve true equity. 

To find out more about Men for Inclusion, please click here.