How are you advocating change?

Please take a look at the following list of actions and answer the questions below:
  1. BE OPEN with other men about your commitment to creating a workplace that is gender-inclusive and invite them to join you.
  2. TALK TO other men about the costs of gender inequity—for both men and women—in the workplace.
  3. USE WORK-LIFE FLEXIBILITY BENEFITS, if you have them (e.g., paternity leave, family leave, to manage your work and personal responsibilities and don’t be shy about it.
  4. COMMUNICATE YOUR SUPPORT for male colleagues who use work-life flexibility policies/benefitsto manage their own work and personal responsibilities.
  5. TAKE RESPONSIBILITY for your own learning. Don’t rely on women colleagues to learn about genderinequality. Use your own observational/fact-finding skills and seek out resources to educate yourself.
  6. MENTOR AND/OR SPONSOR an emerging woman leader and encourage your male peers to do the same.
  7. SPEAK UP if you notice gender-based assumptions being made about your colleagues’ needs, work interests, and competencies (e.g., she won’t want to relocate because she has a small child; he doesn’t need work-life flexibility; she doesn’t really want to be on the fast-track).
  8. BE ATTENTIVE to whether men and women colleagues are being judged by different standards (e.g., promotion criteria based more on potential for men and more on demonstrated achievement for women, marital/parental status being considered in personnel decisions concerning women but not men candidates). Speak up if you observe gender bias at work.
  9. SHARE YOUR STORIES of working for inclusion with other men – both the good and the bad. It is just as important to share your failures as it is to share your successes so that everyone can learn from the experience.
  10. GET INVOLVED in your organisation’s gender-focused employee resource groups, or start one if your organisation doesn’t have any.
The questions have been sourced from Catalyst.org

Statement of confidentiality:
Responses will help us to understand what is currently happening and what is not. High-level statistical findings will be shared, once anonymised data has been collated. No individual organisations will be mentioned in connection with these findings, though everyone who took part in the survey will be sent an anonymised summary of results.
If you share a particularly good example of best practice, we would like to showcase this via social media to highlight the good work you are doing. We will of course only do this, with your express written permission.
 

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* 1. Which of the actions on this list have you managed to put in to practice personally?

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* 2. Are there any others from the list that are already in action within your organisation?

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* 3. What actions do you think are the most impactful for men to take, based on your own experience and understanding?

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* 4. What in your view, is stopping more men in your organisation from adopting these behaviours more widely?

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* 5. Is it for example an awareness issue - not knowing what to do; or a willingness to challenge cultural norms; or another reason?

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* 6. What gender do you identify as?

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* 7. Please give anonymised examples to explain your views if possible eg: awareness, willingness to challenge etc

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* 8. Name

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* 9. E-mail

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* 10. Job title

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* 11. Organisation

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* 12. Region

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* 13. Organisation size

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* 14. Northern factor

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* 15. What sector do you work in?

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* 16. Please add any additional information you would like to share

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