International Men’s Day 2019

Tue, November 20, 2018

“To all the Men!  We need you and your contribution is valued”

A note from Ocean’s Peter Hall, Diversity & Inclusion Director

International Men’s Day is an annual international event celebrated in over 70 countries every year on 19 November. Inaugurated in 1999 in Trinidad and Tobago. The longest running celebration of International Men's Day is Malta, where events have occurred since 7 February 1994.

The objectives of celebrating an International Men's Day

 "The 6 Pillars of International Men's Day":

  • Improve gender relations
  • Promote gender equality
  • Highlight male role models
  • To celebrate men’s positive contributions
  • To highlight discrimination against males
  • To create a safer, better world

What does this have to do with the global asset management industry? 

All men within the global asset management industry play a pivotal role in helping to create and sustain an inclusive culture for everyone working in the industry.  When looking at the ‘gender agenda’ the focus and rightly so,  has been on securing women into more influential senior leadership positions within firms and closing the gender pay gap. However, as an industry we need to be mindful that men play a critical role in helping to bring authentic change that is so needed in the industry.  Recent research suggests that men from some ethnic groups may express that they are suffering from ‘diversity fatigue’ or at worst do not feel included in the inclusion debate. 

Some people may argue that every day is men’s day and to some extent, I would agree; Except we do need to celebrate and recognise that men’s positive contributions need to be recognised and valued. In asset management, this is critical as the industry already suffers from a negative male stereotype.  Men, together with women can play a key role in affecting real change to address this.  Leaders within the industry can adopt better inclusive leadership behaviours, as well as act on exemplifying and adopting better agile working practices that effects the wellbeing of their colleagues and friends.  

At The Ocean Partnership 59% of all placements made in the 2017 calendar year were female (with 70% of our Director level and above placements being female). This would not have been possible if hiring managers (mainly men, in some business areas) had not been forthcoming regarding diverse talent.

It is inspiring to see so many men supporting inclusion initiatives from board level down. Our Ocean seminar series provides a space to learn and discuss strategic diversity themes you can sign up to our next ones where we will be discussing the role men play in improving culture and contributing towards creating a better perception of the industry.

How to manage inter-generational teams  

Inclusive leadership - how to lead a diverse team  

Are you An Inclusive Leader? Ocean's 10.

Decide if you are an inclusive leader by answering the following 10 questions:

Do you sponsor someone with high potential who is from a group currently under-represented in leadership to support them in realising their career aspirations?

Do you ask those you manage or lead for feedback on the impact of your style and approach in supporting them to perform well and/or progress their careers?

Do you know the different values and drivers that motivate those you manage or lead and do you leverage these to help improve performance?

Do you challenge others if their behaviour or actions do not support inclusion and diversity?

Are you aware of the stereotypes, assumptions and judgements you make about different groups (unconscious bias) and what you can do to minimise the potential negative impact of these?

Do you involve and encourage those you manage or lead to identify problems early on, come up with solutions and improvement ideas?

Does your team reflect diversity in its demographic make-up, background and perspectives and do you leverage this to avoid group think?

Are you clear how inclusion and diversity can help you meet your own and the wider organisation’s business goals?

Do you help those you manage or lead understand the bigger organisational and strategic picture and their role within this?

Do you mentor others, including women and people from minority backgrounds and check that your approach meets their specific needs?


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