Our Most Popular Gender Equity Resources For Men From 2017

bf022dca4a88553f7a0922fdc3f32275-originaFor More, Check Out Our Library
 
Image courtesy of Ben White.

By Jared Cline. It goes without saying that #MeToo dominated the conversation around gender issues at the close of 2017.
 
A New York Times exposé about Harvey Weinstein’s predatory behavior towards women thrust the conversation about workplace harassment into the mainstream, where it quickly became too big for anyone, not just folks in HR, to ignore.
 
Not surprisingly, some of 2017’s top resources from the MARC Library, an expert-curated list of gender equity resources relevant to men, focus on addressing this very issue.
 
But not all.
 
Below, we’ve rounded up the five most popular entries from the past year. For more, check out the latest in the MARC Library.
 
What to Do if You See a Woman Coworker Being Harassaed
What would you do if you overheard a man say within earshot of a woman, ““That is the kind of a** I would tear up when I was your age”?
 
Saying something in the moment isn’t easy. As the man who overheard it admitted, “All you’re going to do is hit a beehive. There will be no possible benefits for anyone involved.”
 
In this kind of situation, men have no legal obligation to intervene. But what about an ethical or moral obligation? As Janine Yancey, the founder and CEO of Emtrain, explains, “Each one of us has a responsibility to help create a healthy workplace culture.”
 
If your anti-harassment know-how was gleaned from workplace training videos with scenarios like “Bob rubs Betty’s shoulders. Don’t be like Bob,” you definitely want to give this in-depth piece a look. View in Library
 
Flip the Script: Men in the Workplace
Gender equality benefits men, too. We say it all the time. And that’s what this resource is all about.
 
You’ve probably heard things like, “Be a man,” and “Stop acting like a woman.” It’s easy to write these kinds of common phrases off as jokes. But that’s what makes them so dangerous.
 
How can a workplace be inclusive when certain traits, like helpfulness, are derided if they are displayed by men? This tool might help you realize that the things you or men you work with say are limiting people. Not ideal! View in Library
 
Heineken World's Apart Ad
Imagine these two people meeting over drinks:
 
One thinks: “Women really do need to remember that we need you to have our children.”
 
The other asks: “Could I be friends with someone that says that a woman’s place is in the home?”
 
In a compelling “experiment,” Heineken sought to find out whether two people with opposing views could prove that there’s more that unites than divides us.
 
The pairings are ripe for conflict—in addition to the one mentioned above, there is a group who are on opposite sides of the coin about transgender issues, as well as a group that don’t see eye to eye on climate change.
 
The message is a necessary one in a time of intense polarization. Apologies in advance for making you thirsty for a beer (if it’s a work day)! View in Library
 
Melinda Gates: We're Sending Our Daughters Into a Workplace Designed for Our Dads
In 1949, readers of Fortune were depicted in an illustrated timeline showing a businessman sitting at progressively nicer desks. He works his way up from “Office Manager” to “President,” but the one constant is a female assistant at his side, taking notes.
 
These days, women do a lot more than take notes. And yet in many important ways, our workplaces are still stuck in the past.
 
In this piece, Melinda argues that we have to build a “21st-century workplace that lives up to the promise of our 21st-century workforce.” Here’s the best of what she’s seeing. View in Library
 
We Asked Men and Women to Wear Sensors to Work. They Act the Same but Are Treated Differently
Gender inequality in the workplace is indisputable. What’s causing it isn’t always so clear.
 
Which raises the question: does it all boil down to differences in behavior between men and women? The researchers behind this study thought the same, surmising that “perhaps women had fewer mentors, less face time with managers, or weren’t as proactive as men in talking to senior leadership.”
 
Turns out, when they attached sensors to men and women at a large, multinational firm, they found essentially no difference in men’s and women’s behavior. As the researchers suggest, “This indicates that arguments about changing women’s behavior might miss the bigger picture: gender inequality is due to bias, not differences in behavior.” Bookmark this one for the next time someone says women just need to keep “leaning in.” View in Library
 
f3c223e56ea53d74eb3dd4cda12dcbfb-huge-weJared Cline is the Community Manager of MARC (Men Advocating Real Change), an initiative of Catalyst. Get in touch if you have any questions about the community, would like to write a blog, or are looking for ways to collaborate. He can be reached at jcline@catalyst.org.


 
Posted by MARC Catalyst on Jan 2, 2018 4:51 AM America/New_York
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