May 29, 2018, 3:07 PM ETPanel

How to Be a Man in 2018

The session, titled "How to Be a Man in 2018," explores the intersection of traditional masculinity, gender stereotypes, and modern workplace dynamics.
Moderated by Richard Sandler (Executive Vice President, Milken Family Foundation), the panel features Michael Ian Black, Joanne Lipman, Kevin O'Leary, and Alex Rodriguez.
The discussion frames gender inequality not merely as a social issue but as a "bad business" practice that negatively impacts productivity, culture, and the bottom line.

Black's activism stems from the Sandy Hook and Parkland school shootings, linking mass violence committed by young men to restrictive definitions of masculinity.
He identifies the primary male emotional responses to stress as "withdrawal" or "rage," noting a lack of broader emotional language for men.
Black argues that cultural constructs of masculinity force men to be "closed off," contributing to measurable declines in male life expectancy and increases in suicide and addiction rates.
He advises parents to model "full humanity" rather than narrow gender roles, acknowledging that peer groups and media culture often override parental influence.
Black asserts that men are conditioned to view vulnerability as a loss of power, whereas women are often conditioned to seek cooperation and emotional intelligence.

Lipman emphasizes that gender inequality is a systemic issue requiring male allies, as women-only conversations constitute only "half the conversation."
Data cited indicates women are interrupted three times more frequently than men, a trend observed even among female Supreme Court Justices compared to their male counterparts.
Lipman notes a phenomenon where male colleagues often repeat women's ideas to receive credit, highlighting how "male voices" are culturally prioritized.
Research confirms that resumes with male names receive more callbacks and higher salary offers than identical resumes with female names.
Lipman reports that women are 15% less likely to be promoted than men at every career level.
Early socialization creates bias: mothers overestimate sons' physical abilities and overestimate daughters' genius potential, while boys outperform girls on math tests only when their names are visible (implying gender bias affects grading).
Lipman critiques standard diversity training, citing a Harvard study showing it often worsened outcomes due to male resentment; she advocates for "unconscious bias" training and CEO-level ownership of diversity as a business imperative.
She clarifies a key cultural misunderstanding: when women cry in the office, it often signals anger or frustration rather than emotional hurt, a nuance men frequently misinterpret.

O'Leary shifted his investment strategy from male-led to female-led companies after discovering superior performance metrics in his own portfolio.
His research on 34 small-cap private companies revealed that firms run by women hit sales targets 95% of the time, compared to 65% for companies run by men.
O'Leary attributes female business success to superior time management and efficiency, describing this as the "killer secret sauce" for financial returns.
Consistent goal achievement by women-run firms leads to near-zero staff turnover, creating a "sticky" culture that boosts IRR (Internal Rate of Return).
He asserts that financial performance is the primary driver of social change, predicting that economic incentives will resolve gender imbalances faster than moral appeals.
O'Leary views the recent Nike scandal as a positive catalyst for broader market change, as transparency and social media pressure force boards to prioritize inclusive management to protect market cap.
He believes investors will increasingly favor female CEOs, noting that performance metrics suggest women should be the CEOs in roughly 50% of opportunities.
O'Leary dismisses fear of sexual harassment as an excuse for avoiding female employees, stating that the vast majority of women are not perceived as predators, and men must re-engage to solve the issue.

Rodriguez credits his upbringing by a single mother and the Boys & Girls Club for his drive to become both a businessman and a present father.
He invested early in real estate to secure generational wealth, driven by the short career span of athletes (avg. 5.5 years) and the financial instability he witnessed in his childhood.
Rodriguez's company is led primarily by women (Chief of Staff, Managing Director, CFO), selected based on merit and character rather than gender quotas.
He advocates for gender diversity in baseball management, noting the absence of female General Managers despite the high success rate of female athletes like Jessica Mendoza.
Rodriguez admits to his steroid suspension as a major personal failure, emphasizing that owning mistakes publicly and making "uncomfortable calls" restored his reputation and partnerships.
He describes the "athletic culture" of "blood sports" as one that often values winning over culture building, suggesting a need to shift metrics to include talent curation and equality.
He advises young men to recognize that vulnerability and admitting error are not signs of weakness but essential components of true leadership.

A primary concern raised was the "backlash" where men avoid mentoring women or conducting business travel due to fear of false accusations.
Panelists agree this is an unintended negative consequence of the "Me Too" movement, causing a temporary "hollowing out" of cross-gender professional relationships.
O'Leary argues that economic necessity and performance metrics will eventually force the pendulum to swing back, as companies cannot afford to lose top talent.
Lipman suggests that women must also own their biases and create an inclusive environment to alleviate men's fears of saying the wrong thing.
The group identifies a lack of male-to-male conversation about toxic masculinity as a critical gap, noting that while women have reclaimed their narratives, men remain silent.

Kevin O'Leary expresses optimism that economic forces and transparency will drive massive change within 10 years.
Michael Ian Black calls for "courage of compassion," urging men to recognize their own vulnerability and cooperate with women rather than viewing them as opponents.
Alex Rodriguez warns against all forms of bias (including appearance-based bias) and reiterates that diversity is the "best thing for your organization" from a performance standpoint.
Joanne Lipman concludes that closing the gender gap is an "all-of-us issue" requiring men and women to work together, rejecting the notion that it can be solved by either side alone.