Welcome Remarks

Mihwa Park

WEPs Coordinator
WEPs Secretariat
UN Women

Opening Remarks

Anna Falth
Global Head
WEPs Secretariat
UN Women

Presentation - Equimundo

Chris Hook
Private Sector Engagement LeadEquimundo

Two decades of Equimundo’s programmatic work: Gendertransformative group education consistently shows positive shifts
in attitudes; some impact on behavior
Structured group education and discussions with trained
facilitators
Key points: quality of facilitator; creative recruitment
strategies; building into systems rather than stand-alone
Achieving a tipping point with enough men reinforcingeach other
Opt-out approaches using workplace, school, health sector torecruit men making participation highly encouraged orobligatory

CARING FOR MEN’S VULNERABILITIES IN WORKPLACESETTINGS CAN LEAD TO MORE CARING, ALLIED MEN
1/5 US adults experiences a mental health issue per year; men
half as likely to seek help compared to women (NIH)
Nearly 40% of adult men have thought about suicide in the past
2 weeks (Equimundo)
Men’s loneliness, the friendship crisis, the sex recession – allmore severe among men
A US study found that 94% of men experience masculine
anxiety at work – meaning they believe they don’t live up towhat is expected of them as men (Catalyst)
Not only should we engage men for their own well-being,
they want to be allies for better manhood and better
workplaces – if we articulate their stake

Strategies of successful programs

Maintenance

DesignOutset

Build enthusiastic,
public support frommanagers, HR andsenior leaders

Frame support for maleallyship as benefiting
men, women andeveryone (not ‘zero sum’)

Design programs forEngage MAI champions
the workplace andwho are consistent,
employees you have,trusted and motivatedand make it a core partof people’s work
Build a persuasive
rationale for program what’s our why?

Develop clear goals,
objectives and timeline,
linked to broader
organizational objectives

Male Allyship study

Men are doing everything they can to advancegender equality in the workplace
What % of women 25-40 in the U.S. agreed orstrongly agreed with this?
I am doing everything I can to advance genderequality in the workplace
What % of men 25-40 in the US agreed or strongly
agreed with this?

41%
77%

(RE)FRAMING ACCOUNTABILITY IN MALE ALLYSHIP toAccountability with Compassion“What if accountability wasn’t scary? It will never be easy or
comfortable, but what if it wasn’t scary? What if our own
accountability wasn’t something we ran from, but something weran towards and desired, appreciated, held as sacred? What if wecherished opportunities to take accountability as precious
opportunities to practice liberation? To practice love?”
Mia Mingus, writer, educator and trainer for transformative
justice and disability justice.Outcomes
Organisations adopt values and practices that create an enabling work
environment in which all women can meet their full professional potential

Workplaces are
psychologicallysafer foreveryone

Male leadership ismore empathic,
aware andknowledgeable

Women perceive
their malecolleagues asalliesOrganizational policies,
procedures & culture
are more aligned withgender equality
principles

Men feel a sense of
injustice/unfairness
about women’s
workplaceexperiences

Men at different levels
take concrete actionsas active allies

Male employees are
more aware of
workplacediscrimination andbias, of all kinds

ImpactLong-term
Outcomes

IntermediateOutcomes

Gender-balanced teams are more
profitable and successful
In OECD countries, a 50 percent reduction in the male–female employment gap is estimatedto lead to a GDP gain of 6 percent by 2030

Companies with more gender-inclusive senior leadership— particularly women-owned
businesses—often rank higher on key environmental, social, and governance risk
management indicators
Companies in male-dominated sectors that have gender diverse executive leadershipteams are 47% more profitable
Companies with gender-diverse boards outperform those with no women during times ofcrisis or volatility.

Source: Foreign Policy. (2020) “Women as
Levers of Change.”
9/27/2019‹#›C F I :ti d e r C ot o h P

Gender Balance in Private Equity and Venture Capital
9/27/2019‹#›The Business Case for Female Leadership
Gender equity could add as much at $12 trillion to theworld economy.
Companies in male-dominated sectors that have gender
diverse executive leadership teams are 47% more
profitable
Companies with gender-diverse boards outperform
those with no women during times of crisis orvolatility.

‹#›Being satisfied with the level of child involvement can be beneficial in all areas of men’s
lives

United States, 2018‹#›[Paternity leave] led me to changing my network to work more closely with otherparents who have similar focus, identifying sponsors who can help plan a path back thatbalances both family and career.”“It was an opportunity to take a step back and get my head above water, to get some
sort of perspective. It was incredibly valuable for me to remember what I really like
about the job and stay in the job.”
A fresh look at paternity leave: Why the benefits extend beyond the personal(McKinsey, 2021)‹#›

CARING IN THE PANDEMIC: study of 40 countries (US)‹#›Presentation - Gender at Work

Ahmad Hegab
Board Member
HarassMap International/ Gender atWork

Presentation - VINCIClaire Dioszegi

Emmanuel Costes

Design Project Manager
Balfour Beatty VINCIRegional Director,
North
Balfour Beatty VINCIQ&A Session

Closing Remarks

Anna Falth
Global Head
WEPs SecretariatUN Women

Thank you!