1. The design of everyday men A new lens for gender equality progress

2. Today’s goal: Agenda Overview of Report
INTRODUCTION
Agenda
Today’s goal:
Work together to address report insights and co- create new structures that can be put in place
Overview of Report
11:05 AM – 11:30 AM
Activity 1: Stories from the field
11:30 AM – 11:45 AM
Activity 2: Orthodoxies about success
11:45 AM – 11:55 AM
Activity 3: Ideating and prioritizing
11:55 AM – 12:05 PM
Activity 4: Developing a final idea
12:05 PM – 12:20 PM
Closing remarks
12:20 PM – 12:30 PM 2

3. OVERVIEW OF REPORT
A detailed look at men’s relationships with work, family and masculinity in an evolving world—and what business leaders can do to change the game on advancing gender equality.

4. Change the game on gender equality at senior levels of organizations
OVERVIEW OF REPORT
Our Mission
Focus less on “fixing” people through policies and programs and more on understanding people’s day-to- day experiences and why people act the way they do.
Change the game on gender equality at senior levels of organizations
Address the most pressing and persistent gap between men and women at C-suite positions in organizations.

5. Today’s workplace culture is a barrier to gender equality
OVERVIEW OF REPORT
What we found
The “always on, always available” workplace culture creates an environment where people need to prioritize workplace advancement over other responsibilities.
Today’s workplace culture is a barrier to gender equality
Men’s desire for status means they are more likely to sacrifice outside of work commitments, making it easier for them to succeed.

6. OVERVIEW OF REPORT
What we heard
Our primary research with 16 men revealed themes that show how men are facing difficulties balancing work, home, and masculinity, which may only get worse as men’s roles continue to evolve:
“It’s on me”
“I’m terrified”
“I can’t turn to anyone”
“Show me it’s okay”
Consulting All-Hands’ Call

7. OVERVIEW OF REPORT
What if we did nothing?
We will continue to stall on gender equality at senior levels
Our secondary research on masculinity shows that culturally and biologically, men are predisposed to seek status.
Success at work is a great way to achieve status, which means that men may be more likely to adhere to workplace expectations for success at the expense of outside-of-work commitments.
Attracting and retaining top male talent will become more difficult
Men are now taking on new roles outside the office with their families and in their communities. This transition for men hasn’t been smooth.
All people, not just women as we’ve previously thought, want to be seen for their “full self” and to play meaningful roles at home, in their communities and at work. If organizations aren’t designed to support that, talent will look elsewhere.
Consulting All-Hands’ Call

8. ACTIVITY 1
Stories from the field
15 minutes — 11:30 AM – 11:45 AM
Read through story cards at your table, individually.
Share your thoughts on which story resonated with you the most at your table.
Reduce # of stories – original had far too many options. 8

9. Orthodoxies about success at work
ACTIVITY 2
Orthodoxies about success at work
10 minutes — 11:45 AM – 11:55 AM
As a group, brainstorm orthodoxies around how success is measured in the workplace.
Orthodoxies are unstated norms, beliefs (“how we’ve always done things”)

10. Ideating & Prioritizing
ACTIVITY 3
Ideating & Prioritizing
5 minutes — 11:55 AM – 12:00 PM
As a group, choose one orthodoxy and ideate on how we could ‘flip’ it.
5 minutes — 12:00 PM – 12:05 PM
Brainstorm as many ideas as possible on sticky notes. Put each idea up on the poster. Group similar ideas.
Determine final idea. 10

11. Developing a final idea
ACTIVITY 4
Developing a final idea
5 minutes — 12:05 PM – 12:10 PM
Develop solution
What would change? What would need to be true to make it happen?
10 minutes — 12:10 PM – 12:20 PM
Groups present ideas back to the larger room 11

12. Closing remarks 10 minutes — 12:20 PM – 12:30 PM
Note to Eric: recommend commitement card that is virtual, not letter or hardcopy 12

13. Leadership Co-Authors Delivery Team Eric Arthrell Minnar Xie
Hi Natalie, Toby, and team – 
Co-Authors
Eric Arthrell
Leader, Future of Men in the Workplace
Carolyn Lawrence
Inclusion Leader, Deloitte Global
Delivery Team
Minnar Xie
Insights Lead, Doblin
Hailey Kuckein
Design Lead, Doblin
Leadership
Jodi Baker Calamai
Partner, HR Transformation
Alex Morris
Founder and Partner, Doblin Canada
Ken Fredeen
Co-Chair, Deloitte Inclusion Council
Pat Daley

14. What we can do Champion and commit to these actions as leaders:
APPENDIX – RECOMMENDATIONS
What we can do
Champion and commit to these actions as leaders:
Start all meetings with a thoughtful personal story
Put your own imperfection on display
Have 1-on-1 conversations with people that go beyond workplace formalities
Check in on people who seem like they need it the least
Take vacation and parental leave— actually
Identify organizational sponsors to lead and support these initiatives:
Offer personalized coaching to all individuals
Build learning and development programs around life goals, not just professional aspirations
Audit the informal behaviours that lead to success
Define the desired behaviours for success through a diversity & inclusion lens
Identify and transform jobs to match the unique human value people bring to work
Consulting All-Hands’ Call

15. The interview participants at a glance
APPENDIX – WHO WE INTERVIEWED
The interview participants at a glance
Selection: Our 16 research participants were selected from a long list of 75+ names across different professional and corporate organizations in the Greater Toronto Area. The long list was developed by randomly selecting diverse individuals across each organization based on the criteria below.
Research methods: We performed 2-hour, in-depth interviews with each participant in their homes and observed them in the workplace during meetings, commutes, and individual working time.
Results: Across 67 hours of in-the-field research, we generated 2,752 individual quotes and observations that informed our themes and insights.
Breakdown of final 16 research participants selected:
Ethnicity
Sexuality
Family Status
Levels of Seniority
10 white
6 visible minorities
1 Black / Caribbean
1 East Asian
4 South Asian
14 heterosexual and cisgender
2 homosexual and cisgender
1 white
1 visible minority
9 have kids
5 have young child(ren)
4 have teen/adult child(ren)
7 have no kids
2 married
5 unmarried
5 are VP and above
6 are Senior Director, Director, Senior Manager, and Manager
5 are below Manager
Consulting All-Hands’ Call

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