First, they deny, then dismiss, then minimize, then consider and finally adapt When the concept of diversity first entered the lexicon in the latter half of the 20th century, it was primarily to comply with the dictates of new laws banning workplace discrimination. Managing diversity initiatives was largely seen as an HR issue. Goals focused on understanding the law and avoiding workplace discrimination lawsuits. For many companies, this is still the preferred approach. In th

What do you think are key 21st century-themes, and the attributes, or competencies needed to be successful in this century? Learn about 21st century events that influenced the Leading Inclusively assessment and workshop. Those events, themes and competencies are highlighted below and covered in more detail within the timeline. Major events: 2000 Contested US Presidential Election 2001 9/11 Terror Attack 2004 Google redefines the Internet 2006 Facebook & Twitter accelerate vir

We encourage you to take The #MeToo Imperfect Ally assessment to understand your readiness to be a #MeToo Ally for gender equity http://bit.ly/TheMeTooAssessment. I have had some wonderful, enlightening and positive conversations with men and women after they have completed the assessment and committed to one or two behavioral changes. The assessment and workshop were developed in partnership with Mary-Frances Winters, the President & CEO of The Winters Group, and Kathleen Bu

Toxic Masculinity: Too much of a good thing? During The Winters Group "Man to Man: Being the #MeToo Imperfect Ally" workshop we discuss how friends, colleagues, organizations and society can reward men for over-indexing on behavioral traits such as being competitive, directive, forceful, considerate and self-reliant. What do you think about this concept? What are the personal, relational and organizational ramifications of this over-indexing? How do men and women benefit from

Inclusion Innovates developed The #MeToo Imperfect Ally assessment and workshop in partnership with The Winters Group and Advancing Women in the Workforce. The material enhance the five behavioral traits necessary for effective allyship in gender equity: Reflecting, Acknowledging, Listening, Empowering and Achieving. Several people have suggested that the "Being the #MeToo Imperfect Ally" model is helpful for not only men, but also women, as they seek agreement or congruence,

A model to be an authentic #MeToo ally! Tarana Burke, the original creator of the #MeToo” hashtag, has said that #MeToo was originally conceived as a method to provide comfort and support for young women of color who were the victims of sexual harassment and violence. Later, she stated that #MeToo could be a conversation starter to prevent harassment and assault in a broader context. The #MeToo Movement has motivated me to reflect, acknowledge, listen and engage with women in

The Male #MeToo Response model (figure 2) leverages The Intercultural Development Continuum (IDC TM). The IDC identifies one’s reaction to cultural commonalities and similarities along a spectrum of Denial to Adaptation. I introduce this model to help men and women reflect on their reaction to the #MeToo movement and adopt appropriate practices, policies and procedures to prevent sexual harassment and foster female empowerment. More than one-half a million individuals have ta

My conversations with these men inspired me to find a way to set the table or to establish tenets for a two-way conversation between men and women on eliminating sexual harassment and fostering empowering work environments for women. To begin the process, I am recommending that men and women enter a period of self-examination, using models and approaches that challenge men to reflect on and change their behavior towards women and that ask women to reflect on their mindset and