Jakob Holm Hansen is the Director, GRC, of KMD Neupart. Here he shares why he is in support of women in the workplace and more diversity overall.
Why do you support the HeForShe campaign? For example – do you have a daughter or have you witnessed the benefits that diversity can bring to a workplace?
I believe that diversity completely changes the dynamics of the work environment, from collaboration in teams to client meetings and engagements. And that change in dynamic is for the better. It adds new dimensions to what we, as a company, can do.
Why do you think it’s important for men to support gender equality in the workplace?
Working in an IT company, we are in a heavily male-dominated field, which means that men typically have the strength of numbers. Therefor if we want change, it’s imperative that men get on board and support gender equality.
Even though our company is in a male-dominated field, we don’t find it especially difficult to find female talent. So in my opinion, there is really no excuse not to increase diversity.
How welcome are men in the gender equality conversation currently?
I think they are very welcome, but not everyone seems willing to join the debate – which is a shame, really. Because the gender equality conversation can only benefit from more participants and more diverse points of view.
Do you think groups/networks that include the words “women in…” or “females in…” make men feel like gender equality isn’t really their problem or something they need to help with?
While I recognize that some women might feel more comfortable in those kind of groups, or even feel a need to belong to a certain community, I don’t believe they do much for gender equality. Many of the women I work with, have even expressed that they feel out of place in such networks. What I hear from them is that they would much rather be part of professional networks that include men, to benefit from the aforementioned dynamics.
What can businesses do to encourage more men to feel welcome enough to get involved in the gender debate?
I’m not sure businesses can do much more than provide the framework and environment for a diverse workplace. I think it is important for every employee to look at themselves and see what they can do to actively participate in the debate. Ultimately, it has to come from the individual.
Do you currently mentor any women or have you in the past?
I mentor and coach all my employees – including women. That’s part of modern leadership in my book, and a unique way of getting to know the members of your team, and getting their perspective on things.
Have you noticed any difference in mentoring women – for example, are women less likely to put themselves forward for jobs that are out of their comfort zones or are women less likely to identify senior roles that they would be suited for?
Honestly, no. I don’t buy into the belief that women or men are a specific “type” in the workplace, with gender-specific character traits. It is this kind of belief that keeps us locked in a stereotypical way of thinking. I coach and mentor everyone as individuals, with individual needs and viewpoints. Once you do that, I find that there are no differences between men and women, but instead there are loads of differences between each individual person.
