This Month’s Most Popular Gender Equity Resources For Men

7009066ad36dd023069b60c98f67f01f-originaTools That Are Proven to Inspire
 

Image courtesy of Kyu Lee.

By Jared Cline. The MARC Library is a pool of gender equity links relevant to men. These are the most popular links from February 2018.

Use them as pre-reads for group discussion, discussion starters during meetings, or as follow-ups to deepen learning. Save your favorites to your MyMARC account!

 
Lean In Poll: The #MeToo Chilling Effect on Mentoring Is Real
#MeToo continues to impact the world of work, and this new survey, produced by Lean In in collaboration with SurveyMonkey, proves it.
 
Here’s what they learned about how men and women are feeling (the results warrant a call to action):
 
  • Almost half of male managers are uncomfortable participating in a common work activity with a woman, such as mentoring, working alone, or socializing together.
  • Almost 30% of male managers are uncomfortable working alone with a woman—more than twice as many as before.
  • The number of male managers who are uncomfortable mentoring women has more than tripled, increasing from 5% to 16%. This means that 1 in 6 male managers may now hesitate to mentor a woman.
  • Senior men are 3.5 times more likely to hesitate to have a work dinner with a junior-level woman than with a junior-level man—and 5 times more likely to hesitate to travel for work with a junior-level woman.
See more resources in Workplace News.

Men Are Afraid to Mentor Women. Here’s What We Can Do About It.
Adam Grant, co-author of Sheryl Sandberg’s latest book, Option B, offers his take on the Lean In survey results, including this scathing observation:
 
“Thank you, Harvey Weinstein—and legions of other men who have abused their power. You haven’t just hurt the victims of your assault and harassment. You’ve also done lasting damage by scaring decent guys away from creating opportunities for women.”
 
Women are 54% less likely to have a sponsor and 24% less likely to get advice from senior leaders. So it’s no wonder that there’s widespread concern that what progress has been made for women through mentorship and sponsorship is in jeopardy, and that women will be shut out as they have been so often in the past.
 
To push back against the chilling effect, Adam offers three ways decent guys can make a difference with the choices we make every day, based on the mantra that “every time we open a door for men, we need to give equal access to women.”

See more resources in Tips and Tools.
 
“Strong” Black Woman? “Smart” Asian Man? The Downside to Positive Stereotypes
A racist is someone who believes that a particular race, typically their own, is superior to another. But what about those common beliefs that could be called “positive” stereotypes?
 
Black people are good at basketball; Italians are great cooks; women are natural nurturers.
 
All these are examples of “positive” stereotypes. And because they sound like compliments, it’s easy to assume they’re taken as such.
 
This article explains how, in fact, “positive” stereotypes aren’t so different from negative ones, and that any assumption based on "the deeper belief that we can know things about people based on what we know about their group" can be hurtful.
 
See more resources in Culture and Values.

I Accidentally Built a Brogrammer Culture. Now We’re Undoing It
It’s okay to make mistakes, even if you’re a CEO. Vidyard CEO Michael Litt made a few, and now he’s trying to fix them.
 
When you’re building a startup, he says, “you hire whoever’s available right now who you can afford.” And in a male-dominated field, “you wind up with a ton of men.”
 
What happens if this goes unchecked? Weekly, after-work team-building events that revolve around video games, pizza, and beer.
 
It was only after a diversity and inclusion committee was formed that Michael realized nights like these were a “living cliché of ‘brogrammer culture’–specifically, white brogrammer culture.”
 
As a result, they made their team-building nights more inclusive—now they “break out the board games, crank up the music, and offer a variety of snacks and non-alcoholic drinks, as well.”
 
Click through for more ways he’s undoing his brogrammer culture.
 
See more resources in Activism and Leadership.

Day-to-Day Experiences of Emotional Tax Among Women and Men of Color in the Workplace
Catalyst’s latest report examines the Emotional Tax levied on Asian, Black, Latinx, and multiracial professionals in the United States as they aspire to advance and contribute to their organizations.

In particular, there is a focus on an important aspect of Emotional Tax: the state of being on guard—consciously preparing to deal with potential bias or discrimination.
 
This report shows that it's not only employees of color, but also the organizations they work for that pay the Emotional Tax in the form of lost talent and potential loss of revenue.

See more resources in Tips and Tools.
 
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 Feb 27, 2018 1:01 PM America/New_York

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