WiMen Allies Program Charter
- 1. Inclusion at Rotman The What’s, Why’s, and How’s
- 2. WiMen We are a network of men who are committed to understanding and increasing diversity and gender inclusion in the Rotman community and in the workplace. 3 Pillars To make sure future male leaders like us are… KNOWLEDGEABLE: about unconscious bias, gender differences, and the effect of inequality to society and business EMPOWERED: with the tools and techniques to become better leaders, partners, friends, and family members through actions small and large CHAMPIONING: actionable initiatives through open dialogue to improve gender equity
- 3. Become a LEADER • Embody the understanding of how gender has become fundamental to managing diverse teams and identifying future leaders Embody FAIRNESS • Assure that the future is one of fairness and equal opportunity to everyone ADVANCE gender equity issues • Develop, alongside other men, the strategy for increasing awareness and share your personal experiences in discussions around gender equity • Championing and communicating a broader context and background on how gender equality benefits men directly to prevent zero-sum thinking Why Become an Ally?
- 4. Women are underrepresented in all levels within the corporate pipeline – the disparity is more profound the higher the position “Women are almost three times more likely than men to say they have personally missed out on an assignment, promotion, or raise because of their gender”1 • Men’s networks are predominantly made up of other men – Gender biases cause men to mentor other men as opposed to mentoring women • Leads to more men to be assigned to projects, promoted, and consulted with for important decisions Sources: 1. Women in the Workplace, McKinsey & Co. (2015) | 2. McKinsey Global Institute: The Power Of Parity: How Advancing Women’s Equality Can Add $12 (September 2015) The Economic Case for gender equity Closing the gender gap will result in $12 Trillion global GDP Growth by 20252
- 5. As 70% of managers and leaders in organizations are men, it is in our best interest as future leaders to work together with women in order to change the social norms and gender biases that perpetuate the gender gap.1 Likeable women are perceived as incompetent, inhibiting their career progression Example: When a woman is assertive, she is likely perceived as “aggressive” or “bossy” Women are perceived to be less committed to their careers triggered by motherhood (so are fathers) Example: Not taking paternal leave and familial responsibilities in fear of not being promoted Sources: 1. Linchpin - Men, Middle Managers And Gender Inclusive Leadership, Cranfield University (2015 Why should this matter to you?
- 6. Celebrating & Encouraging Women to ensure that their skills do not go unnoticed and that women and men have equal opportunities to advance their careers Calling Out Bias refers to recognizing the unconscious potential gender bias and to draw to the attention of others Championing & Standing Up for gender initiatives means that male leaders not only support gender parity initiatives but also make sure they are understood by others Challenging Working Practices refers to male leaders sharing familial responsibilities with their partners so that women have the time and opportunity to advance their careers Sources: Linchpin - Men, Middle Managers And Gender Inclusive Leadership, Cranfield University (2015) As an Ally you can make a difference
- 7. GET INVOLVED Informative sessions on how and why professionals and industry leading companies tackle gender biases Interactive workshops that will equip you with the tools to identify, prevent and reduce gender biases without being confrontational Discussion circles with other allies to share experiences and get your questions or concerns addressed Shape the WiMen strategy and provide your unique perspective to discussions with women in the Rotman community