Thank you very much. For too long, this seemed to be the magic recipe to get more diverse leaders into senior positions: we asked women to change. We asked them to « fit in » into a very masculine world of leadership: competitive, risk-taking, rational. We expected them to hide their feminine powers - we told them that their empathy, their kindness and their emotional intelligence were « unprofessional » and certainly not rewarded in their careers.

In short: we put all the burden of « breaking the glass ceiling » on women only. Women had to change. Most men carried on as usual and did not feel part of this transition.

Opening the glass ceiling « from above »

It is time that we stop asking women to crush the glass ceiling from below.

In reality, the glass ceiling can only be opened up „from above“ - by those leaders who are already there: mostly men.

Men in the corner offices of this world - they hold the executive and financial power to make work environments more open, more welcoming and more attractive for women and diverse leaders.

The first key is that we don’t leave male leaders alone with this task. 

Just as we invested a lot in « women empowerment trainings », we need „men empowerment“ trainings, too. Yes, we need to support men to feel confident as leaders in a changing work environment with diverse leadership styles. Many organisations have started with « Male allyship » programmes - and they report great results.

Reshaping the idea of a « successful leader »

The second key will be to make men feel part of this transition. Many men are still nervous and uncomfortable addressing diversity and gender balance in a professional context. The key will be to reward male and female managers in their career progression when they acquire diversity management skills. As soon as we make diversity skills part of the promotion equation, we will see a change. 

Those men who decide to take an active role in « breaking the glass ceiling from above » will have a unique opportunity: they can reshape the idea of leadership and success for themselves. Away from the pressure to be a „tough alpha leader“ and towards a leader who can be a father, a sensitive manager and a part-time boss, too - and successful.

Because in the end, true diversity means that men can be different leaders, too. Finally. 

On 19 November, we’ll celebrate International Men’s Day - an occasion to highlight men’s and boys’ diversity and to put a spotlight on the social, mental and physical challenges faced by men. 

Taking these challenges seriously will be the ultimate crack in the glass ceiling - and we need it urgently. Let’s do this together.

Helene Banner is an international keynote speaker, leadership mentor and political communication advisor who supports men and women in leadership positions to find their authentic leadership style. In her workshops and speeches, she advises organisations to become more attractive for diverse leaders. She previously was the German speechwriter of European Commission President Jean-Claude Juncker and member of Ursula von der Leyen’s team in the weeks when she became the first female President of the European Commission.