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Gender diversity may mean that men feel discriminated in their careers...

Gender Diversity may mean that men feel discriminated in their careers, particularly in management roles. How can we best address and communicate this to managers?

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  • Welcome to the communities

    At present men are still very heavily over represented in most managerial roles in most professions. At present it is unlawful to positively discriminate in the UK. Whilst support activities are ongoing around developing networks and building skills I think we are a very long way away from Men being actually discriminated against and this is the message I would be leading on.

    The true message of inclusion and diversity is that everyone should be able to progress as far as their talents, efforts and opportunities take them - men as well as women
  • Hi Norman

    What message is it you want to address and communicate to managers? I'm not clear from your post.
  • In reply to Elizabeth Divver:

    Thanks. I would like to know how others have communicated to male managers, when a quota system for women has been introduced in the management community. Any ideas on how best to do this?
  • In reply to Norman:

    Here is the CIPD's advice on positive action v positive discrimination: www.cipd.co.uk/.../questions
    You need to scroll down until you get to the relevant FAQ.

    You have given us next to no detail. Are you asking because this is something your employer is proposing to introduce? If so, you will have to explain that positive discrimination is not lawful in the UK although I know it has been introduced in the form of quotas in other countries, Norway being one, I believe.

    Finally, welcome to the Communities.

  • Steve Bridger

    | 0 Posts

    Community Manager

    23 Jul, 2019 06:50

    It feels apt to signpost this thread here... although it might not be 100% relevant to your question... some interesting discussion flowed :)

    Is celebrating International Women’s Day at work discriminatory against male employees?

  • In reply to Norman:

    it is difficult because it should be that the right person is selected regardless of their sex and that is how the men will probably see it.

    In the past when this has come up I have explained that while ensuring people have the same chances is equality, when a certain demographic who have been and continue to be oppressed in general, and are underrepresented in the organisation, then there could be positive action to address that (and have shown the "equality vs equity" illustration of the 3 children watching a football match).

    If I was feeling less diplomatic I'd ask them to explain why they feel discriminated against, and to explain what is so bad in their opinion about wanting to take positive steps to increase the numbers of females in management positions.
  • In reply to Samantha:

    Super, many thanks!
  • Gender Diversity may mean that men feel discriminated in their careers, particularly in management roles.


    Oh dear. Poor darlings.

    How can we best address and communicate this to managers?


    A hearty round of "about ****ing time"?

    Yes, obviously, I'm being flippant. If the situation is that a specific male employee (or even a small group of male employees) feels discriminated against on the basis of his gender when being considered for management roles, then you should probably review the selection process and make sure that he is given explicit feedback on why the opportunity went to the other person and why that didn't involve that person's gender.

    Of course, if it *did* involve the fact that the other candidate was female then that's pretty much against the rules, but what a wonderful opportunity for the male candidate to get the tiniest insight into the experience of women over the last fifty years, eh?
  • Hi Norman
    You haven't come back to me with any more info on the quotas point. As you are asking about managing male reactions to a quota system, is this something your employer has introduced? If so, rather than selling the idea to male managers you need to be educating the decision makers. This crosses the line from positive action to positive discrimination and places your organisation at risk.

  • In reply to Robey:

    Well said Robey - you're my hero!
  • Steve Bridger

    | 0 Posts

    Community Manager

    23 Jul, 2019 14:01

    In reply to Judy Williams:

    Badge... quick, we need a badge...
  • I'm reading and re-reading the title of this post, and it makes no sense to me. Diversity does not lead to discrimination: the exact opposite is true.

    Quotas, if they were legal, could lead to discrimination. But even in that extreme situation, there would need to be a discriminatory imbalance that the quota was brought in to address.

    I think your male managers are pretty secure.
  • In reply to Nina Waters:

    Hello again Norman

    Are you actually talking about a real situation or were you trying to be provocative? You still haven’t confirmed that you are talking about a real UK employer that has introduced a quota and is asking you to “sell” the idea to male managers. Have you invented this scenario to see how we will react?
  • In reply to Nina Waters:

    Nina, I agree with you. Men can only feel diversity discriminates against them if they don’t think non males should be able to compete with them for jobs at all. And we must be talking about competition, not women walking into jobs to fill a quota, unless this scenario is happening outside the EU.
  • In reply to Elizabeth Divver:

    I was wondering if this was a "asking for a friend" situation... :D