black tragedies as a catalyst for change

Sep 3

published 8.28.20

The Center for Talent Innovation (CTI) has released new research entitled “What Majority Men Really Think About D&I.” Right off, this caught my attention because if there’s any demographic that we D&I champions would like to gain the support of, it’s straight, cis, white men. A whopping 95% of men surveyed fit this demographic.

This research highlights how the privilege of being a white man affords this group “belongingness” at a higher rate than “other” men. CTI uses 4 distinct areas to measure belonging in the workplace: 1) seen, 2) connected, 3) supported, and 4) proud. Not surprisingly, “Majority men” score higher than their other male counterparts at every single level of belonging. Being a part of this group shows that on average, you’ll fit in better at work and feel a part of the culture more so than other men. Immediately, I think about how people feel accepted and acclimate to new teams at work - these men most naturally are comfortable bringing their whole selves to work while others may not. Or in interviewing or establishing social ties, majority men are more at ease in a situation. In short, this adds support to the bias that our work spaces cater to majority men first.

Most interestingly, the research breaks up majority men into 3 archetypes where we can examine their attitudes towards D&I. 10% are labelled as Detractors and do not see D&I as important to them at work. Then at the other end of the spectrum, 42% are True Believers and supportive of efforts. But the largest group at 48% are labelled as the Persuadables and see initiatives as “not very/somewhat important.” With this largest group, the most common reason driving their responses: “I’m too busy.” This sentiment shows that contributing to inclusion at work is not a priority. My gut response is to be immediately disappointed (though I’m not surprised). Hasn’t there been enough time and energy put into creating awareness in US workplaces for this to continue to be a reason for inaction? How is it that the business case for D&I has fallen on deaf ears with this group?

The research closes by offering action points to work with these 3 archetypes. For Persuadable men, CTI suggests we show them their positional power as part of an accepted majority group -- that they are invited and have an important role in the D&I conversation. Frankly, this comes across as pandering to a group to get them to take an active role in inequity that, frankly, works fine for them. It’s a hard pill to swallow, but true in my experience.

Introspectively, I then look to two of my friends who fit the majority men profile - straight, cis, white men, both married and with newborns. With our national conversation around racism, Black Lives Matters, and Black murders, I’ve seen how the clarion call has led them to delve even deeper on how they can be advocates. I’d categorize them as True Believers -- hello, they are friends with an outspoken, former D&I professional after all! One of them is reading How to Be an Antiracist. We haven’t specifically discussed it but he’s educating himself. The other has a following on social media and I’ve noticed him using his platform to shed light on the current issues and taking his advocacy in a more public and selfless way. He’s taken the adage “to be silent is to be complicit” to heart.

When we get Persuadables who are on the fence to become True Believers, the impact is palpable.

The research on its surface is not groundbreaking, offering predictable recommendations. But what CTI does well is give structure and ad data-backed points on how to make systemic change to inclusion and culture: an area which many see as too fluid or “fluffy.” Their research creates another opportunity to think about the confluence of the Black tragedies we are grieving and channeling our anger to convert Persuadables into True Believers.

Perhaps we can recognize and honor the attention garnered to propel our nation’s awakening and use it as a catalyst for change that we need to see at work, and more importantly, in our world.