Today, many corporate diversity and inclusion (D&I) initiatives struggle to include white men. While many best practice organizations are now focused on engaging white male allies, in many other organizations the perception of diversity initiatives as primarily addressing inequities faced by women, people of color, and other marginalized groups has unintentionally excluded white men. This has distanced them from authentically buying into the practices of D&I, an unfortunate consequence considering white males hold positions of power as majority and hierarchical decision-makers and are often an influential employee group in driving real change.