Diversity & Inclusion is Everyone’s Responsibility

Written by Joanne Grobbelaar, Strategic Business Consultant & Coach

When we decide to do something, it’s usually driven by our personal experiences. That’s one of the reasons why I suggested to Pro Manchester that we put together the upcoming event Breaking Barriers—Overcoming The Ambition Penalty and Confidence Gap. The event is about sparking crucial conversations about women’s challenges in the workplace and bringing men into the conversation. However, a striking observation emerged. I went to check on the attendee list and noticed the overwhelming majority of attendees were women. 

This stark reality underscores a broader trend in diversity and inclusion (D&I), where we often see a significant female skew in engagement and attendance.

My question is, why, when D&I benefits everyone, do we predominantly see women at the forefront of these discussions? And more importantly, how do we move beyond this imbalance to create truly inclusive workplaces where all genders actively participate?

More Than Just Numbers – The Female Skew

From my perception and by asking my fellow professionals (and the attendees’ stats for the event), women consistently show a higher female participation rate in D & I initiatives. Women are more likely to attend events, consume related content, and champion inclusive practices. We love this dedication. But, it also highlights a disparity that needs addressing. A glance at all the D&I events HERE hosted by pro-manchester further backs up the skew that we are seeing. 

This skew likely stems from an intersection of factors. Women, often having firsthand experience with discrimination and inequality, naturally gravitate towards spaces that address these issues. Societal expectations and their roles as caregivers and community builders can also contribute to their heightened involvement.

Let’s be clear – D&I isn’t solely a women’s issue. It’s about creating an environment where everyone feels valued, respected, and empowered to contribute their best. And that requires active participation from all genders. Statistics show that a more values-diverse workforce can outperform competitors. 

Empowering Inclusive Conversations

Women have undeniably been the driving force behind many D&I advancements. Our passion and commitment has paved the way for progress. However, to achieve true inclusion, we need to step into the role of allies, actively engaging men and other genders in the conversation.

This means creating safe and inclusive spaces where everyone feels comfortable sharing their perspectives, even if they’re still learning. 

It means sharing personal stories that build empathy and understanding.

It means actively inviting men to participate in D&I events and initiatives and recognising and appreciating their contributions.

It means that when men are invited to the table, they need to show up, listen, be part of the conversation, and contribute meaningfully and consistently. 

High Value, Low Engagement – Men’s Paradox

Research shows that men often value D&I highly, yet their engagement levels lag, as we’ve seen in the attendance of pro-Manchester events. The disconnect between saying and doing can be attributed to various factors.

Some men might fear saying the wrong thing or being perceived as insensitive, leading to a reluctance to engage. 

Others may not fully grasp how D&I benefits them personally, viewing it as solely a women’s issue or a compliance exercise. 

Socialisation may discourage men from expressing vulnerability, or seeking help can also play a role.

Engaging Men Meaningfully – Going Beyond the Checkbox 

To bridge this gap, we must move beyond the notion that D&I is just about ticking boxes. It’s about fostering innovation, improving employee morale, and building a stronger, more resilient workplace. When men understand the tangible benefits for themselves and their teams, they’re more likely to become active participants.

We also need to create opportunities for men to learn and grow their understanding of D&I. Providing resources and training, encouraging open dialogue, and challenging outdated norms and stereotypes.

Most importantly, we must recognise and celebrate men actively championing D&I. Their visible allyship can inspire others to step up and contribute.

Building a Better Workplace for All – It’s A Shared Responsibility

Finally, D&I is everyone’s responsibility. It’s about recognising the unique value that each individual brings to the table, regardless of their gender. It’s about creating a workplace where everyone feels safe, respected, and empowered to reach their full potential.

When we achieve this, we all benefit. 

We see increased collaboration, innovation, and productivity. 

We attract and retain top talent. 

We also build a workplace culture that fosters belonging and mutual respect.

Let’s Bridge the Gap Together

Attendance at the “Confidence Gap or Ambition Penalty” event is a powerful reminder that we still have work to do to achieve true gender equality. However, it also highlights an opportunity to broaden the conversation and engage all genders in pursuing D&I.

Let’s move beyond the female skew. Let’s create spaces where everyone feels welcome to contribute. Let’s recognise that D&I is not just a moral imperative but a strategic advantage.

Together, we can build truly inclusive workplaces where everyone has the opportunity to thrive.