top of page




Multiple studies show that companies that truly embrace diversity and inclusion are more profitable, have greater innovation and deliver a better customer experience. They have a more engaged and motivated workforce.

But, with too few (white) men involved in D&I initiatives the pace of change is frustratingly slow.


Why don’t they get involved?

  • Relevance: Some don’t see a problem; others see a problem with representation (diversity) but don’t appreciate the greater challenges to career progress experienced by many of their colleagues (inclusion).

  • Motivation: Some don’t think there is enough in it for them to spend time and effort getting involved; even when they agree that it is important, they don’t always know how they can help.

  • Reticence: Even if they are supportive, they can be concerned that they may be criticised for speaking out in the wrong way; or concerned that speaking out will damage their career progress.


Men for Inclusion have developed a series of tailorable  keynote presentations, workshops and programmes that help to ‘get men on board, involved, supporting and leading the way.

Visit their website to find out more about how your organisation can benefit from the research and learning we have utilised for this book and more.

The Accidental Sexist_cover 3D.png
bottom of page