The unfortunate consequence of #MeToo - Why are men hesitant to mentor women?
I was disheartened when I read several articles this week about the unfortunate consequence of #MeToo that some men are avoiding a professional working relationship with women. It was even a topic of discussion at the World Economic Forum including some men avoiding a one-on-one business relationship with women as a “risk-management” strategy.
Another disappointing statistic is that 71% of executives have proteges that look like them….and that would be primarily white male (especially in a male-dominated industry).
How are we going to attract, retain and advance a diverse workforce in our industry if we can’t figure out how to help the executives (senior white males) develop proteges that DON’T look like them?
I have a great deal of admiration and respect for senior leaders who give their time, energy and attention to developing the talent in our industry. And I owe a huge debt of gratitude to the many male (and female) mentors I’ve had in my life and career. Were it not for them, I wouldn’t be the person, the leader that I am today.
So, here’s a HUGE SHOUT OUT to the many men who are willing to mentor female talent in our industry!
My message at the NAED Women In Industry Forum was to “check your woman card!”. What I mean by this is that women should go into the conversation not as a “woman” in the industry; but as a “member” of the industry. The same goes for men. Don’t look at the conversation and mentoring relationship as one that is “with a woman.” Just treat us like a “member” of the industry.
Sure – you probably shouldn’t have your mentoring meetings in a hotel bar late at night, duh! But please don’t hesitate to share your experience, insight and guidance with the diverse talent in our industry.
Together we can make a difference.
I’m currently seeking mentors for a pilot program in our electrical industry. If you’re interested in learning more, send me an email at info@KJCompany.net.
Photo by Jason Leung on Unsplash