Recently, I had an intriguing conversation with a potential client. One of the key factors they raised was their choice to use the word inclusion instead of diversity. The reasoning? Men—specifically, white, cisgender, heterosexual men—often feel ignored or left out of what many perceive as “diversity conversations.” This perspective struck a chord with me, as it aligns with a shift I made in my own work two years ago.
At that time, I began to consciously include men in my diversity work by asking organisations a simple question: “How is your men’s ERG doing?” This question led to some fascinating discussions. It has now evolved into one of my most engaging posts, receiving over 10,000 views on LinkedIn , a clear indicator that the conversation is gaining traction.
Read the original post here, https://www.cynthiafortlage.com/post/how-is-your-men-s-erg-doing
What I find most interesting is the increasing visibility of this issue. While I don’t directly link this to the political negativity surrounding the word diversity, it’s hard to ignore the national discussions happening right now. Large public organisations have been criticised or even pressured into dismantling their D&I programmes. In some cases, this has led to entire teams being laid off. Yet, underneath all of this, there’s a recurring theme: men, especially those who are typically privileged in society, are feeling excluded from these conversations.
This is precisely why I continue to ask organisations:
How is your men’s ERG doing?
Do you have a men’s ERG?
Are you questioning why you should have one?
Including men in these initiatives isn’t about minimising the importance of diversity efforts. On the contrary, it’s about ensuring that inclusion truly means inclusion—for everyone. When men feel excluded from these discussions, it not only limits their understanding of diversity, but it also hinders the progress we can make as a collective. Creating safe spaces should mean creating safe spaces for all employees, regardless of gender, race, or background.
I think we are beginning to realise that diversity programmes should be inclusive of everyone, including men. By doing so, we allow for more meaningful and well-rounded discussions on inclusion and belonging. So, I encourage you to ask yourself—and your organisation—these questions:
• Do you have a space for men in your diversity programmes?
• Are men, particularly those from majority groups, feeling seen and heard?
• What impact would a men’s ERG have on your broader inclusion efforts?
These are critical questions that could shift the narrative. If you don’t know the answers to these questions, it may be time to start a conversation. By opening ourselves up to explore these areas, we can better understand why all diversity programmes should factor in all employees. Creating awareness and understanding is a powerful first step.
If you’d like to discuss how your organisation can ensure its diversity programmes are truly inclusive, I’m always open to a conversation. Let’s continue to create spaces where everyone, including men, can feel a sense of belonging. Email me: cynthiafortlage@cynthiafortlage.com
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