Author: Daniel Graziano, SVP District Executive, Santander Bank  

You are a current member of Santander’s EmpowHER, a Business Resource Group that fosters a respectful, collaborative and inclusive work environment. What motivated you to become active in this group and how has this advocacy evolved over time?

My motivation stemmed from recognizing the importance of gender diversity and inclusion to create a more equitable and thriving environment for all employees. Initially, as the only male, I became active in EmpowHER out of a desire to support the voices and careers of women at Santander Bank. Plus, I have a daughter and don’t want her to face the hurdles that many women still face today. Over time, my advocacy evolved as I gained a deeper understanding of the challenges women face within workplaces. I have helped implement mentorship programs, and leadership development opportunities while ensuring equal advancement opportunities within my team and across the Bank.

As an advocate for women in the workplace, particularly within the banking sector, what specific advantages do you see in promoting female sponsorship initiatives? How do you believe such initiatives can contribute to not only gender equality but also the overall performance and innovation within financial institutions?

Like many organizations, banking tends to have a greater percentage of women in lower-level and middle-management roles — and fewer at executive levels. Promoting female sponsorship initiatives will help us achieve a better gender balance at all levels. Women add great value and perspective. We need more at the top of the house in most industries!  

In your experience, what role does male allyship play in creating a more equitable and supportive work environment for women, and how do you encourage other men to become advocates?

Male allyship plays a crucial role in creating a more equitable and supportive work environment for women by challenging harmful stereotypes, biases and discriminatory practices. It involves actively supporting gender equality through promoting diverse hiring practices for all positions. Encouraging other men to become advocates involves providing education and resources on gender equality issues, leading by example, and creating safe spaces for open dialogue inside the organization. I also like to share success stories of the women I’ve mentored and sponsored over the years.

What are one or two things a male advocate can do to support women’s leadership that are easy and effective.

One effective action a male advocate can take to support women’s leadership is to actively listen to and amplify the voices of women in meetings or discussions.  Additionally, advocating for equal opportunities for women within the workplace or community can make a significant impact along with coaching and mentoring women.

As a male advocate for women in the workplace, how do you navigate and address any potential resistance or skepticism from colleagues or stakeholders who may not initially understand the importance of gender diversity and inclusion initiatives?

When addressing resistance or skepticism from colleagues or stakeholders who may not initially understand the importance of gender diversity, it’s essential to approach the conversation with empathy, patience, and evidence based arguments. A few things I get to do in my position with Santander Bank is educate, engage in dialogue, highlight business cases, lead by example, build allies and measure impact of diversity and inclusion initiatives. By approaching resistance with understanding and a commitment to dialogue, you can help build awareness and support for gender diversity and inclusion initiatives within your workplace.