At a time when men need to step up to the challenge of the #MeToo movement, it appears many of them are doing the opposite and standing back. A new survey finds that 60% of male managers say they are uncomfortable participating in regular work activities with women, especially one-on-one like mentor
Numerous studies find that sexual harassment is far more likely when the C-suite is male-dominated. Therefore, a policy of supposed risk avoidance will only increase risk in the long term. Playing it safe is not the answer.True diversity and inclusiveness start with acknowledging and celebrating differences. Men and women generally view the world through different lenses and bring a distinct set of experiences to the workplace.
breaking down gender barriers in mentoring is a win-win for all. In choosing a mentee, it can be tempting to reach out to someone similar to yourself. However, when you step outside of your comfort zone and mentor someone unlike you, you evolve as a leader. Men who go out of their way to mentor women send a signal that their organization is not going to settle for playing it safe. In doing so, they can help create an inclusive culture that values mentoring and collaboration across gender, race, culture and other lines.
Addressing legitimate #MeToo concerns sometimes involves tweaking well-worn practices. For example, Sheryl Sandbergabout a Goldman Sachs VP who realized he tended to meet mentees over drinks and dinner after work—a setting that might not be comfortable for women, or at the very least raise questions. He adjusted his routine and started conducting mentoring meetings over breakfast or lunch instead. After a while, he was mentoring women and men equally.
Men who make an effort to promote women and equal the playing field will find they have elevated their organizations and raised the level of their own leadership. The #MeToo movement can be a healthy disruption to old ways of doing business if we embrace it as an opportunity instead of fearing it as a threat.
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