Allies and Mentors: How and Why You Should Develop an Inclusive Approach

Allies and Mentors: How and Why You Should Develop an Inclusive Approach

Strong mentorships and sponsorships are particularly instrumental in the retention and promotion of women and traditionally marginalized groups.  Evidence shows that women face more barriers in securing mentors or sponsors than men or may reap a narrower range of career and psychological benefits when they have a mentor or a sponsor.  When men demonstrate awareness, commitment and gender humility, they start help to create a more inclusive workplace.  To tell us more about this, the Associate Professor of Sociology at the U.S. Naval Academy and author of Athena Rising, How and Why Men Should Mentor Women, Dr. David Smith.

Create A Sense Of Belonging In Pt. 7 Of Problem, Opportunities and Solutions For Gender Equality In Corp. Culture

Create A Sense Of Belonging In Pt. 7 Of Problem, Opportunities and Solutions For Gender Equality In Corp. Culture

In Pt. 7 Of Problems, Opportunities And Solutions For Gender Equality In Corporate Culture which took place at the Better Man Conference 2017, we wrap up our panel discussion with corporate leaders entitled, The Inclusion Roadmap: Where to Start Engaging Men in the Workplace.  While answering questions from the audience, the leaders articulate a common thread that suggests everyone has gifts to bring to the table and by creating a sense of belonging, creativity and innovation, a positive impact on the bottom line is likely.  

The corporate panel includes Dr. Ronald Copeland from Kaiser Permanente, MD SVP and Chief Diversity Officer of National Diversity Inclusions, Strategy and Policy, Lesley Slaton Brown from HP Inc., Chief Diversity Officer,  Nadia Chargualaf, Telstra VP of HR for U.S. Operations, Mike Dillon, Chief Diversity Officer at PwC and his hosted by Dale Thomas Vaughn, Co Founder of Inclusionary Leadership Group (formally known as Gender Leadership Group). 

Upper Management Being Receptive Is Key  In Pt. 6 Of Problem, Opportunities and Solutions For Gender Equality In Corp. Culture

Upper Management Being Receptive Is Key  In Pt. 6 Of Problem, Opportunities and Solutions For Gender Equality In Corp. Culture

In Pt. 6 Of Problem, Opportunities And Solutions For Gender Equality In Corporate Culture, a panel of corporate leaders at Better Man Conference 2017 shares answers to questions from the audience such as:

  • "Do you think a Chief Diversity Officer that is just a middle aged white guy, would he make it as a Chief Diversity Officer?"
  • "How are your employees pushing you as companies to take a stand on some of these social issues?"

Answers to the second question above indicate a theme of receptivity by upper management in helping to advance gender equality in corporate culture.  I'd go as far as to say it's key in unlocking more gender equality in the workplace.  For the full context and answers to the questions above, read below or watch the video as Co Founder of Inclusionary Leadership Group, Dale Thomas Vaughn, continues to moderate the panel featuring corporate leaders, Dr. Ronald Copeland from Kaiser Permanente, MD SVP and Chief Diversity Officer of National Diversity Inclusions, Strategy and Policy, Lesley Slaton Brown from HP Inc., Chief Diversity Officer,  Nadia Chargualaf, Telstra VP of HR for U.S. Operations and Mike Dillon, Chief Diversity Officer at PwC.

"Where should inclusionary leaders start?" in Pt. 5 Of Problem, Opportunities and Solutions For Gender Equality In Corp. Culture

"Where should inclusionary leaders start?" in Pt. 5 Of Problem, Opportunities and Solutions For Gender Equality In Corp. Culture

Tools, tactics, and team dynamics continue to be shared this week as we explore the question, "If you were to speak to a room full of leaders, and potential leaders or the next generation of leaders, what would you tell them to go and start doing today?  What is the thing you would get deeper knowledge about?  What is the thing you would invest your time in?  If you were starting today as a leader in this space, where would you put yourself?" 

Co Founder of Inclusionary Leadership Group, Dale Thomas Vaughn, host of The Inclusion Roadmap: Where to Start Engaging Men in the Workplace Pt. 5 of Problem, Opportunities And Solutions For Gender Equality In Corporate Culture at the Better Man Conference 2017 asks the question above of corporate leaders, Dr. Ronald Copeland from Kaiser Permanente, MD SVP and Chief Diversity Officer of National Diversity Inclusions, Strategy and Policy, Lesley Slaton Brown from HP Inc., Chief Diversity Officer,  Nadia Chargualaf, Telstra VP of HR for U.S. Operations and Mike Dillon, Chief Diversity Officer at PwC. 

Where The Rubber Meets The Road in Pt. 4 Of Problem, Opportunities And Solutions For Gender Equality In Corp. Culture

Where The Rubber Meets The Road in Pt. 4 Of Problem, Opportunities And Solutions For Gender Equality In Corp. Culture

Tools, tactics, and team dynamics for the rubber to meet the road are discussed this week as the panel discussion, The Inclusion Roadmap: Where to Start Engaging Men in the Workplace.-Pt. 4 of Problem, Opportunities And Solutions For Gender Equality In Corporate Culture continues with Dr. Ronald Copeland from Kaiser Permanente, MD Senior Vice President and Chief Diversity Officer of National Diversity Inclusions, Strategy and Policy, Lesley Slaton Brown from HP Inc., Chief Diversity Officer,  Nadia Chargualaf, Telstra Vice President of Human Resources for U.S. Operations. Mike Dillon from PwC, Chief Diversity Officer and hosted by Co Founder of Inclusionary Leadership Group, Dale Thomas Vaughn.  The business case, a top down approach, the utilization of metrics and more are discussed.

Where To Engage Men In The Workplace Continues - Pt. 3 Of Problem, Opportunities And Solutions For Gender Equality In Corp. Culture

Where To Engage Men In The Workplace Continues - Pt. 3 Of Problem, Opportunities And Solutions For Gender Equality In Corp. Culture

We have been sharing a series that includes Dale Thomas Vaughn, Co Founder of Inclusionary Leadership Group describing gender equality problems, opportunities, and solutions as related to corporate culture. In our last blog, he began a panel discussion entitled The Inclusion Roadmap: Where to Start Engaging Men in the Workplace.  He welcomed Dr. Ronald Copeland from Kaiser Permanente, MD Senior Vice President and Chief Diversity Officer of National Diversity Inclusions, Strategy and Policy.  This week continues with Lesley Slaton Brown from HP Inc., Chief Diversity Officer (see thumbnail picture on video to the right), Nadia Chargualaf, Telstra Vice President of Human Resources for U.S. Operations and Mike Dillon from PwC, Chief Diversity Officer as they share their experiences and work as allies in the inclusionary leadership movement.  The series will then continue next week with the panel discussing the tools, tactics, and teams that are moving forward within their companies and what's working for them.

Where To Engage Men In The Workplace - Pt. 2 of Problem, Opportunities And Solutions For Gender Equality In Corp. Culture

Where To Engage Men In The Workplace - Pt. 2 of Problem, Opportunities And Solutions For Gender Equality In Corp. Culture

In last week's blog, Dale Thomas Vaughn, Co Founder of Gender Leadership Group described gender equality problems and opportunities as related to corporate culture.  This week he covers the solutions and then begins a panel discussion entitled The Inclusion Roadmap: Where to Start Engaging Men in the Workplace.  He welcomes Dr. Ronald Copeland from Kaiser Permanente, MD Senior Vice President and Chief Diversity Officer of National Diversity Inclusions, Strategy and Policy, and Lesley Slaton Brown from HP Inc., Chief Diversity Officer.  The series then continues with Nadia Chargulaf, Telstra Vice President of Human Resources for U.S. Operations and Mike Dillon from PwC, who’s the Chief Diversity Officer.

Problem, Opportunities And Solutions For Gender Equality In Corporate Culture

Problem, Opportunities And Solutions For Gender Equality In Corporate Culture

In this talk, Dale Thomas Vaughn, Co Founder of Gender Leadership Group covers the problem, the opportunities, and the solutions he sees in the corporate culture as related to gender equality and partnership.  He shares interesting statistics, that even men are uncomfortable with existing masculinity in the corporate culture, what gender equality has in it for men, his experience and fresh perspectives as a millennial male ally.

Jan Hutchins welcomes Dale to the stage at the Better Man Conference 2017 for his talk entitled Systemic Solutions for Corporate Culture Change.

Pt. 2 Conquering Blame, Valuing Differences as an Inclusionary Leader

Pt. 2 Conquering Blame, Valuing Differences as an Inclusionary Leader

On last week's blog we shared a talk on Conquering Blame by Ed Gurowitz, Co Founder of the Gender Leadership Group.  He discussed the victim-persecutor-rescuer dynamic and how it does not allow for inclusion or appreciation of differences.  This week, we continue the series by sharing alternatives actions in support of inclusionary leadership.

Conquering Blame, Valuing Differences plus Personal Stories of Inequity Concludes

Conquering Blame, Valuing Differences plus Personal Stories of Inequity Concludes

"We are hardwired as human beings to be victims because we are hardwired to scan our environment for threats, for something that’s going to happen to us.  If you look at it in terms of inclusion, inclusionary leadership requires a relationship that allows for inclusion, and that allows for appreciation of differences.  The Karpman Triangle does not allow for inclusion or appreciation of differences, because here differences are simply proof that there is something wrong."  Ed Gurowitz, Co Founder of the Gender Leadership Group 

Today we share a talk by Ed entitled, Conquering Blame which took place at the Better Man Conference 2017.  He discusses the victim-persecutor-rescuer dynamic and the alternative in support of inclusionary leadership.

From "I Quit" To Success In Pt. 4 Of Personal Stories Of Inequity

From "I Quit" To Success In Pt. 4 Of Personal Stories Of Inequity

Myra Nawabi, a female refugee from a royal family in Afghanistan shares her story of fleeing her country to America as a young child in search of a brighter, bigger future only to find herself quitting on her dream of becoming an astronaut due to negative influences and sexist comments before eventually creating a successful career at Lockheed Martin Space Systems where she is now Senior Project Engineer & Program Manager for Advanced Technology Center.  She is also Founder of the largest and most active LeanIn Circle in the US (Palo Alto).  She credits much of her success due to her experience with a male ally or mentor.

Being Hearing Impaired, Microagressions and more In Pt. 3 of Personal Stories of Inequity

Being Hearing Impaired, Microagressions and more In Pt. 3 of Personal Stories of Inequity


In Pt. 3 of Personal Stories of Inequity, the panel continues as Joe Vasquez, Co-Director at Runway Incubator shares his stories and lessons of struggle with microaggressions as a hearing impaired Latino in the mainstream and corporate world.  He discusses the importance of the variety of accessible gateways of expression, including art, and how they allowed him to fully reveal his perspectives to others. Through his experiences, Joe has developed a passion for helping entrepreneurs and corporations to innovate more support, love, and value in the workplace.  Despite his hearing impairment, Joe has also learned how to be a male ally.

From "Covering" to Feeling "Safe" in Pt 2. Personal Stories of Inequity

From "Covering" to Feeling "Safe" in Pt 2. Personal Stories of Inequity

In Pt. 2 of Personal Stories of Inequity, Noni Allwood, a Latin corporate executive specializing in optimization strategies for diverse talent and strategic business operations shares that she was "covering" or concealing who she was due to fear of not being accepted when she started her career here in the states.  She then goes on to tell an inspiring story of an ally who supported her in advancing her career. 

Personal Stories of Inequity

Personal Stories of Inequity

The #MeToo movement and stories has inspired people to share stories of and has brought new awareness to just how rampant sexual assault is.  Research shows that hearing how someone is impacted by sensitive issues or something we aren’t aware of or understand is powerful in helping those seemingly unaffected or those who aren’t aware of the issues at hand become aware, compassionate, empathetic and/or use their privilege to help make positive change.  It is in this spirit that we invited 4 individuals to share their stories of inequity and/or lack of inclusion at the Better Man Conference last month.

Pt. 2 - 4 Important Key Themes To Inclusionary Leadership

Pt. 2 - 4 Important Key Themes To Inclusionary Leadership

Last week we began sharing 4 important key themes to inclusionary leadership as described by Ray Arata, the founder of the Better Man Conference , co-founder of the Gender Leadership Group, and the author of Wake Up, Man Up, Step Up. 

Theme 1 is, "We can choose possibility over pain" and Theme 2 is, "Partnership of the head and heart, in order to make what is possible, real."  This week he shares both Theme 3  and Theme 4.

A Safe Space For Every Man: Vulnerability, Masculinity, And Modeling Allyship

A Safe Space For Every Man: Vulnerability, Masculinity, And Modeling Allyship

200+ leaders and many great diverse speakers and panelists, both men and women came together to be a part of the movement to engage men as inclusionary leaders at the Better Man Conference 2017 recently.

The Better Man Conference is a safe place for male leaders to enter into the inclusion conversation.

One of our popular guest speakers was Jennifer Brown diversity and inclusion expert, speaker, and author of Diversity, The New Workplace and The Will To Change.  She says the following in her recent newsletter when reflecting on the conference:

Jennifer Brown:

To stand on that stage and look out at hundreds of men, willing to learn from one another—men who were challenged, during the course of the conference, to model the value they place on inclusion in public, and make it safe for others to do the same—was a powerful experience.

As a woman and keynote speaker, I realized I had a certain role to play, as teacher, supporter, witness, and mentor.