Making Allies Among White Men: Why It Matters and How to Do It
In a world where diversity, equity, and inclusion (DE&I) in the workplace is becoming increasingly important, it is important for employers to understand the best ways to engage white men as allies in this fight. According to Michael Baran, CEO of DE&I firm Iris Inclusion and a speaker at the SHRM Annual Conference & Expo 2023 in Las Vegas, crafting messaging that is more palatable to white men is key in order to get them to become allies. Additionally, he states that while it is important to call out any offensive behavior of white men in the workplace, it is important to do so in a way that is respectful and understanding so as to not create a defensive response.
White men occupy a large number of leadership positions in most organizations, and so it is important for employers to understand the best ways to engage them as allies in the fight for DE&I. This is not only beneficial for the organization, but it is also essential in order to create a more inclusive and equitable workplace. As such, understanding the importance of making allies among white men and how to do so is essential.
The Benefits of Engaging White Men as Allies
Making allies among white men in the workplace can have many benefits. First, it can help reduce unconscious bias in the workplace. Unconscious bias can take many forms, such as making assumptions about someone based on their gender, age, race, etc. By engaging white men as allies, it can help to create an environment where these biases are recognized and discussed, which can lead to more equitable decisions.
In addition, engaging white men as allies can help create a more inclusive and diverse workplace. White men are often in positions of power, and engaging them as allies can help create a more diverse and inclusive workplace by giving them the opportunity to use their influence to make sure that all voices are heard and respected.
Finally, by engaging white men as allies, employers can create a more supportive environment. White men often face challenges in the workplace, such as being seen as too aggressive or not being taken seriously, and engaging them as allies can help create a more supportive atmosphere for them. This can lead to better job satisfaction, better performance, and better overall morale.
How to Make Allies Among White Men
Now that you understand the importance of engaging white men as allies in the workplace, it is time to discuss how to do so. The key is to craft a message that is palatable to them and that shows respect and understanding.
First, it is important to recognize that white men are used to being in positions of power and may not be used to being called out for their behavior. Therefore, it is important to approach them with respect and understanding when challenging their behavior.
Second, it is important to communicate in a way that is non-confrontational and that shows respect for their position. It is also important to focus on the positive aspects of DE&I and how engaging white men as allies can benefit the organization and create a more inclusive and equitable workplace.
Third, it is important to provide resources that can help white men better understand DE&I and how they can be allies. Providing resources such as books, articles, workshops, and other educational materials can be very helpful in getting them to understand the importance of DE&I and how they can be allies.
Finally, it is important to provide feedback and create a safe space for white men to voice their concerns and questions. Providing feedback and allowing them to express their thoughts can help create a more supportive environment and can help to create a more inclusive and equitable workplace.
Conclusion
Making allies among white men in the workplace is essential in order to create a more inclusive and equitable workplace. However, it is important to understand the best ways to engage them as allies and how to craft a message that is palatable to them. By recognizing the importance of engaging white men as allies, communicating in a non-confrontational way, providing resources, and creating a safe space for them to express their thoughts, employers can create a more inclusive and equitable workplace.
