Engaging Men

The purpose of PWN Paris’ “Engaging with Men” program is to contribute to gender balance in companies especially at executive level.

Our Program’s Objective:

Our “Engaging with Men” program aims at sharing men’s views on gender parity, in an attempt to understand stereotypes at work, to become aware of differences”, and see how to go forward, how to overcome stereotypes in the professional world to develop complementarity and drive individual and collective performance… 

We admit that the ultimate success of equality for women depends on men! And we see them as legitimate to explain what gender parity offers to people and especially to men …on a win-win basis.

How do we do this?
We organize speaker events and workshops. We listen to men involved in gender equality (men’s networks, sociologists, philosophers, businessmen…) and address what actions they have taken, what subjects they focus on, what fears they harbor about women’s networks and the changing role of women, what they expect from us and what advice they may have for women’s networks.

Recent workshops include:
• Men’s corner: what are male points of view about gender parity, levers to change with Jérôme Ballarin, François Fatoux, Antoine de Gabrielli and Alexandre Jost;
• “Stereotypes: build and break” co-hosted by Valérie Rocoplan and Denis Marquet;
• “Dare to talk about salary” with Laurence Dejouany;
• “Understand stereotypes... To break free” a focus group with François Fatoux, Antoine de Gabrielli, Alexandre Jost, Nicolas Sauvage, Patrick Scharnitzky and Philippe Marty.

What are the results so far?
Some key points, that we can learn from our 2012-2014 events:
The main topic was “stereotypes”. Stereotypes: necessity and calamity! The stereotype resistant fingerprint registered inside us, makes us (re) act without letting us decide, makes us understand the reality unrelated to the real. The stereotype is cumbersome and enclosing because it makes us act in a manner that is not what we want. But if it leads to discrimination, it is important however not to deny the reality of difference.

Male stereotypes associated with men "manly, strong, powerful, successful..." are stifling for men and discriminate against women in a lose / lose situation. These stereotypes are a "straitjacket" that men would like to break free of. Still, even today nobody talks about masculine stereotypes and the discrimination continues.

The transformation of representations and expectations is the interest of all. Well-being for both sexes depends on men and women willing to commit to change on both the personal and professional level.

And other topic of importance was “Dare to talk about money”.
Asking for a raise is not a question of values (what you believe in), but value (having confidence in oneself, belief in oneself so that others believe as well).
Regarding “dare to talk about money”, levers and opportunities exist. Prepare and be prepared: this is the key!

After two years, what should you/we keep in mind?

Companies must do everything they can to retain ALL talents in order to maintain their economic performance. This includes having policies that promote gender parity and help their employees feel good and therefore be more effective at work.

 What's Next?
Despite the significant progress women are making in advancing in society and the workplace, there is still a major imbalance in the distribution of power in organizations and women are substantially less well represented at senior levels than men.

In our mission to promote greater gender diversity, we wanted to take to take this learning further and go deeper in a topic that we have been messaging  for a few years at PWN Paris and  PWN Global. Three of our members (Marie-Christine Maheas, Margaret Milan and Valérie Rocoplan) are currently writing a book on how to drive greater awareness, acceptance and involvement of men, particularly senior male leaders - the book  includes CEOs interviews from companies such as HP, Orange, Renault Nissan, SNCF Voyages, Sodexo (amongst others)  to genuinely accelerate gender leadership inclusion.

This publication, due to be released in March 2015,  is generously sponsored by Sodexo and Total. To place pre-orders and request more details on how to partner with us please send an email to information@pwnparis.net.

In the mean time...
...We encourage you to read some relevant studies:
The involvement of men in gender equality Initiatives in the EU
Fathers’ Influence on Children’s Cognitive and Behavioural Functioning:A Longitudinal Study of Canadian Families (paternity)
Prévention des discriminations et promotion de la diversité dans les entreprises – ORSE, 02-2011
« Entre le rose et le bleu : stéréotypes sexuels et construction sociale du féminin et du masculin », Etude du Conseil du Statut de la Femme, Québec 2010 
« Femmes et Hommes - Regards sur la parité » - INSEE Références – 2012 :
« Rapport sur l’image des femmes dans les médias », présenté par la commission de réflexion sur l’image des femmes dans les médias – Michèle Reiser et Brigitte Grésy – 09-2008 :
« Les stéréotypes sur le genre : comprendre et agir dans l’entreprise », Guide IMS-Entreprendre pour la cité, 05-2012
• « Le poids des normes dites masculines sur la vie professionnelle et personnelle d’hommes du monde de l’entreprise », Sylviane Giampino et Brigitte GRESY l’ORSE – 05-2012
« Etablir une meilleure égalité femmes – hommes dans un contexte de compétitivité équitable », – Commission Respect de l’Homme – MEDEF 01-2012 » 
« Filles et garçons sur le chemin de l’égalité de l’école à l’enseignement supérieur » - Direction de l’évaluation, de la prospective et de la performance, 2012
Enquête du Laboratoire de l’Egalité « Les stéréotypes hommes/femmes » 
« Attitudes et comportements des entreprises en matière d’égalité professionnelle. Enquête APEC auprès de 50 entreprises », Association pour l’Emploi des Cadres, mai 2012.
« Les pères dans la publicité, une analyse des stéréotypes » 2010 ; l’ORSE en partenariat avec BETC euro RSG

And check some websites:

• Ministère des Droits de la femme
Observatoire de la parité
Observatoire des inégalités
Observatoire de la parentalité
Observatoire de la Responsabilité Sociétale des Entreprises 

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