Men as Partners in Diversity: How Male Advocacy Can Drive Change

By Christine Amour-Levar

Engaging men in DE&I is not just an initiative; it’s a movement that requires all of us to contribute. Through personal experiences, both uplifting and challenging, I’ve seen the power of male allies in this journey. It’s time we all embrace this responsibility, not as a burden, but as an opportunity to create lasting change.

In my career, which has spanned multiple continents and sectors, I have witnessed the transformative power of Diversity, Equity, and Inclusion (DE&I) initiatives. While discussions around DE&I often centre on women, minorities, and underrepresented groups, a vital piece of the puzzle is sometimes overlooked—engaging men in these efforts. This is a subject that is both deeply personal and profoundly significant to me, and I would like to share my thoughts on how men can play a crucial role in advancing DE&I.

The Importance of Male Allies

I have always believed that true inclusion requires the participation of everyone, especially those in positions of power and influence. Men, who often hold these positions, have a unique role to play as allies. Early in my career, I was fortunate to work with several male mentors and bosses who not only recognised my potential but also actively championed my growth. Their support went beyond opening doors; it was about dismantling the barriers that stood in my way.

One leader, in particular, made a lasting impact on me. He was a senior executive at a multinational company where I was just starting out. Unlike some who saw my dedication and ambition as a threat, he saw it as an asset. He invited me to meetings, sought my opinions, fought for my promotion, and, most importantly, ensured my voice was heard. This experience taught me that when men use their privilege to elevate others, it creates a ripple effect that can transform organisational cultures. 

Breaking Down Stereotypes

Engaging men in DE&I efforts also requires challenging and breaking down stereotypes. Too often, society imposes rigid expectations on men, dictating how they should behave, express emotions, and interact with others. These stereotypes not only limit men but also hinder progress towards genuine inclusion.

I have encountered many men who felt uncomfortable discussing DE&I, not because they did not care, but because they were afraid of saying the wrong thing. I remember a conversation with a colleague who admitted he wanted to support DE&I initiatives but felt paralysed by the fear of making a mistake. This fear, I realised, was rooted in a lack of understanding and the pressures of societal norms.

To engage men effectively, we must create safe spaces for them to learn, ask questions, and grow. This means encouraging open dialogue and embracing mistakes as part of the learning process. It also involves showing empathy and understanding that change is a journey, not a destination.

Building Inclusive Cultures Together

Creating inclusive cultures isn't just the responsibility of women or minorities; it requires a collective effort and the commitment of everyone. Through Investors for Climate, the global community of investors I co-founded with my friend Helena Wasserman, we aim to not only mobilise capital for climate solutions but also promote inclusivity across the financial centres where we are currently expanding.

Within this network, which currently comprises a higher percentage of men than women, we are trying to advance the principles of diversity, equity, and inclusion, with strong backing from some of the male allies in our community. Many of them recognise the importance of their role in this movement, especially within the climate sector. The male leaders in our network are not just participating in meaningful conversations; some are actively advocating for a culture of greater diversity and inclusion in the climate tech space. Quite a few have told me they feel compelled to do this because they have daughters of their own and “want to advocate for a fairer world for them”.

In the past few years, I have seen firsthand the powerful impact of men actively engaging in the promotion of equity. In the venture capital space, which is heavily male dominated, I have witnessed a male CEO advocating for the creation of a women's network within his firm, recognising the need to cultivate a more inclusive environment.

In the scientific community where I occasionally work as a consultant, I’ve observed a tenured male professor actively champion the careers of young female scientists, and scientists of racial minorities, providing them with opportunities to share their research and discoveries with a wider audience. Similarly, in the startup ecosystem where I’m deeply involved, I know several successful male entrepreneurs who use their social capital and networks to support and mentor women entrepreneurs in their circles.

In the same vein, I was once hired by the regional male CEO of a global Japanese tech company, to design a bespoke program to support his senior female executives through an accelerated leadership initiative. This programme aimed to provide them with the tools and insights to overcome challenges, harness their unique narratives, and foster a mindset of empowerment.

These examples illustrate how men can serve as crucial allies in advancing gender equality, driving meaningful change within their organisations, and inspiring others to join this mission. I believe that by engaging more male allies and advocates, we can greatly enhance our efforts, creating a stronger, more unified approach in the fight against climate change and in building a more equitable society. When men stand with us as true partners and advocates, they not only help build a more inclusive community but also inspire others to do the same.

The Way Forward

Engaging men in DE&I is more than just inviting them to the table; it's about empowering them to become advocates for change through education, empathy, and action. Men have much to gain from DE&I, from richer relationships to more innovative workplaces and a fairer society.

I encourage men to take an active role by listening to others' experiences, challenging their own biases, and using their influence to support women and minorities. Inclusion isn't a zero-sum game; it expands opportunities for everyone.

By working together, we can create a future where diversity, equity, and inclusion are the norm. This is the world I envision for my four children, and it is achievable if we all commit to making it happen.