How do men think we should break the bias?

Our biases are the navigators of our world. To be too locked into long held biases render us less innovative, less courageous, and most likely less intelligent. On the other hand, eliminating them completely will render us incapable of functioning.

I asked a few men in my network - What responsibility should men take in helping #breakthebias for women on boards, and female entrepreneurs looking for funding??

I didn’t get as many responses as I wanted, but I did have some really interesting discussions. One man who shall remain anonymous shared with me a story of discrimination he experienced.

A woman had been given a role he applied for internally at his organisation, but she was underperforming in the role, and relied on him heavily. He was told that it simply was not his time, but still found himself taking on some of the responsibilities of the job.

For him, promotions should be merit based.

Whilst I understand his frustrations, I think the first challenge we face is what constitutes merit - and how diverse (and inclusive) is your "merit standard setting board"??

A job has so many facets. There are so many skills involved in a leaders role including but not limited to:

• Technical know how
• Analytical abilities
• Critical Thinking
• Questioning
• Listening
• Strategic thinking
• Emotional Intelligence
• Problem Solving
• Influencing
• Networking
• Story telling
• Implementing
• Innovating
• Improving
• Trade off decision making
• Track record for performance

With all these skills, merit also depends on the nature of the role, and what the organisation is experiencing at any given point in time. Knowing this, I wonder which of these skills is included when we label a promotion or opportunity as merit-based?

I was once denied a promotion. I was told by a manager (who happened to be older, white, and male) that I didn’t look like the next management grade. He gave me little by way of explanation as to what he meant. I was used to working hard and getting promoted prior to that on regular 2 year cycles, but with the change of country came a change in the rules of engagement, and suddenly what I understood to be merit no longer qualified in the same way.

In role profiles and interviews they talk about an organisational culture fit. No one really knows what this means most of the time, but it’s a slippery slope for biases to assert themselves into your hiring processes, and lead to you hiring more and more of the same.

Recruiters say that it takes them 7 seconds to scan and make a decision about a CV. What’s that if it’s not bias?

I’m not sure the goal is to break the bias, as much as it is to understand where and why bias exists, and then decide whether or not they serve your organisation's goals.?

To me bias management is a bit like risk management. You decide which risks you are going to eliminate, mitigate, insure and accept, by understanding the brand of your business.

Insurance in this case, often translates into things like NDAs and payments, which allows the bias to continue, because the organisation deems this acceptable. It's an interesting idea right?

I want to say something that Alanis Morissette would describe as ironic - bias doesn’t discriminate.?

Everyone, including older white males experience bias directed at them. The degree to which experiences involving bias are positive or negative simply changes depending on the context, but everyone experiences it both ways in their lifetime.

Let’s dig in to what my panel of men had to say on the topic of bias

Shane Ward - Founder Action Ecology

“I think this speaks to a larger point about equality in the workplace more broadly.?

Firstly, I think as men we need to recognise the problem.?

On the whole, women simply have a far greater number of barriers to overcome in order to succeed than men.?

Being able to recognise that, acknowledge that and be willing to have conversations about that - not to speak, but to listen, is very important.?

Secondly, be supporters, be allies and ask ‘how can I help break down or remove some of these barriers?’. I think we all need to do our bit to be part of the solution instead of part of the problem - even if we individually don’t see ourselves as having actively put those barriers in place.?

Behind every successful person you’ll often find a supportive significant other, and almost always a team of supportive allies. I think as men we need to stand up for doing what’s right, and supporting women to succeed on their own terms, not just ours.

Behind every successful person you’ll often find a supportive significant other, and almost always a team of supportive allies

Shivaun Gyan - Tech StartUp Founder

Today's inequitable representation of women and minorities results from normalised bias over centuries, which has become so ingrained that those who benefit the most do not notice it unless pointed out,? and those who suffer, fear raising the issue.

Governments, boards, investment bodies and society, in general, can only level the playing field by putting minimum quotas for representation and investment in place until we can more appropriately define a truly merit based system in the workplace.

Felicio Ferraz - Business and Leadership Coach

I do believe not only men, but everyone should take full responsibility for helping to bring true diversity and inclusion to all businesses, boards and society as a whole.??

?Last time we spoke I still had a wrong belief that women should take the “fake till you make it” approach that I once heard in a Women in Leadership Workshop in Sri Lanka. ? I now think that it is old school. In reality not only women, but nobody should fake. We all deserve to be what we are. And, accepted and valued for that.? The organisations and societies that don’t see that, will not last long.?

Jason Snaggs - Strategy and Operations Manager at Meta Reality Labs

I sincerely believe that the men in positions of power need to go beyond advocacy but be deliberate in hiring and selecting and promoting women and in particular women of colour to boards and funding women entrepreneurs. Words without action are not going to bring the diversity of thought and innovation which we know women bring to an organisation.

Jason Fournillier - Head of Government Affairs BAT and Entrepreneur - Push

As men we need to speak up when we observe bias in motion, stand up to those in authority who perpetuate these biases and through our engagement foster an environment where these biases are called out for what they are and not tolerated.?

As a father of two young ladies my mission feels that much more important, as driving change in removing bias in the workplace will clear the way for my daughters and millions more young ladies to achieve their full potential.?As men we need to have more conversations around theses topics, while getting involved in forums such as this where are our voices can be heard in making a difference.?Thank you for your efforts Katherine.

We also need to lift up the shining examples of women who have persevered, reaching to the top of their respective endeavours ensuring that their stories are properly documented and revered in the leadership theory and practice that infuse our world of social media.?Special recognition on this day to my wife Natasha Fournillier who continues to do great things in the shipping Industry as an example for all women.

Final notes

I want to thank these brave men who decided to take the spotlight for a moment today, to rally others to the cause of equal opportunity!

My latest news

Screw the job - do what matters. In light of current events, I'm called to act in support of people wanting to make a pivot to purpose in their working lives.

I am currently 50% through writing my book on purpose driven pivots, and when this goes on sale, 25% of the proceeds will go toward supporting refugees of war zones and climate jeopardy zones.

I'm also opening up my calendar on Tuesdays and Thursdays from today - International Women's day and until mid April 2022 to offer an hour of career and or business support to anyone who wants to pivot to a career with purpose, or integrate more social impact in their existing businesses.

This is open to everyone, not just people in immediate need as the more people that do more to do better, the better we do.

To join my waitlist for the book, you can register for my career transition masterclass, and get a few tips and video records as well as news when the book is live.

https://www.subscribepage.com/careertransitionmasterclass

To book an open collaboration hour with me, you use this link - you also have the option to book a virtual tea where we can just catch up informally!

https://outlook.office365.com/owa/calendar/[email protected]/bookings/

Happy International Women’s day!