WMFDP transforms mindsets and behaviors to help organizations sustain truly inclusive cultures.
Going beyond traditional approaches to diversity, we build leaders’ courage, consciousness and competence to engage employees, spark innovation and improve business performance.
Why We Call Ourselves White Men As Full Diversity Partners
Clearly our name evokes and provokes reactions, and not always positive ones. But if one reads closely, it speaks to our desire to transform mindsets – the keywords being “full diversity partners”.
Well over twenty years ago, we noticed that white men were not making the connection about how D&I efforts relate to them and their culture (yes, white men have a culture). Believing diversity initiatives aren’t about them, white men go along passively (if at all) most often because they do not know where they fit in the conversation, let alone how to drive it. Instead they rely on the non-dominant groups to “fix” the problem, sometimes fearing that they stand to lose from the advancement of other groups.
We believe that excluding white men from diversity conversations is not a sustainable situation. It breeds apathy in white men; frustration, fatigue for women and people of color; and doesn’t result in meaningful or lasting change.
Transforming A Cultural Change Requires A Mindset Shift in White Men
When the role of white men goes unexamined, it is a serious missed opportunity with consequences that can disrupt or derail well-intentioned diversity initiatives.
The unintentional result of relying on historically marginalized groups —to carry the burden of driving diversity and inclusion discussions, is that the role of the dominant group goes unexamined. It is ironic that diversity work has focused on the needs of every group while ignoring white men – arguably, the most influential group affecting transformation in the workplace.
This approach also undermines the main objective of any diversity effort, which is to recognize, respect and fully leverage the differences that each individual brings to the table, while finding alignment through similarities. When the dominant group realizes they have self-interest in diversity work, they see how inclusion benefits everyone, including the organization.
Engaging White Male Leaders Enhances Partnership
We believe that an effective diversity and inclusion program must include white male leaders for the unique perspectives and influence they offer.
When companies engage white male leaders it frees up white women, people of color and other marginalized groups from the exhausting work of helping and coaching white men to understand their world.
The challenge global companies face related to employee engagement, morale and representation doesn’t have a simple fix. It is inherently complex, and involves considering a vast array of dynamics that affect employee confidence and performance. By being cognizant of these factors we can work across cultural differences, and come together to build powerful global organizations.
Co-Founders Discussing Our Name | 2:27