From the conversations being had around the subject it is obvious that although not a new concept, male allyship is something that needs more attention.
There are still plenty of issues regarding women’s career progression, the glass ceiling, the gender pay gap, and gender equity, but one thing is clear: they are not women’s issues to solve, they are everybody’s issues to solve.
There is a difference between saying you are a supporter of women’s career progression and then actually taking action to show your support. But if you do believe in equal opportunities then it’s your problem to solve and steps need to be taken.
Luckily, you don't have to do it alone as the more people on board the equity train the better; and the easier it will be to find the solution.
What is an allyship?
For those that like definitions, the Oxford dictionary states that, ‘to be an ally is to unite oneself with another to promote a common interest. In an alliance, both parties stand to benefit from the bond or connection they share.’ Which only reinforces that this isn't a women's only issue.
It’s about working together to achieve gender equity in the workplace. For too long there have been ‘boy’s clubs’ that women aren't privy to and missed opportunities that women haven't had access to. Being discriminated against because they started a family, wanted to work more flexible hours, or have had some time away from work.
Even working in a male dominated environment and feeling like they have to wear a mask to work or change who they really are. Simply so they don't get labelled aggressive, difficult, or emotional. Plus they have to work even harder to fit in or get a look in for that next promotion.
Although the tables are turning, they still haven't done a 360, so there is still a lot of work to do. One of the ways to combat stereotypes, bias and derogatory behaviour is through education and awareness… which is where male allyship comes in.
Discrimination still exists
There are men out there who are already very supportive of their female colleagues, men who think they are supportive, and men who want to be more supportive.
There are also men who don’t get it. They have convinced themselves that they don't need to as someone else will do that (usually women), and there are men who don’t want to. Their sexist beliefs are so ingrained that they wouldn't even condone any type of work around gender equity. Now they might be good at talking the talk and ticking the right boxes but deep down they just don't believe that women can do, be, or have the same things as men.
What can you do?
If you are faced with male colleagues, maybe more senior to you, that are not onboard with male allyship or supporting women’s career progression, don't give up. This is the time to think about things differently.
People sometimes need to hear things on repeat and in different ways for it to sink in. This won’t work for everyone but if a collective of voices are singing the same tune, then that song is even louder and pretty much impossible not to hear.
Collaboration. Find those allies that want to learn the words and sing with you.
Where do we start?
It’s about awareness. Not everyone knows what they need to do or say to be better allies, so education is key.
Creating a safe space to explore beliefs, expectations, unconscious bias, and sometimes very conscious biases that are out there is fundamental. As for real change to happen, pointing the finger of blame doesn't work. It makes people defensive and then nothing changes, or things can even get worse than they already are.
The four types of ally
Allyship and education is such a powerful way to combat all of this.
There are 4 different types of allyship and by understanding them it’s easier for companies and their people to be better allies and support others to do the same:
Interpersonal: relationships with women.
This is the usual and most common. Where men are line managing women, or women are line managing men at work, this relationship between colleagues and peers is a great way to start an allyship journey. They make it easier to ask questions, listen to experiences, and provide support in that context.
Public: when you become a Proactive ally.
You are still supportive and listening to your female colleagues, but you also start to challenge things when you see it happening. You are aware that you are a role model for others and that this can make a huge difference in how women are treated and how men behave in the workplace.
Systemic: when you become an Advocate for organisational change.
You know that in order to create real long-lasting change for all women, it starts with changing cultures and shifting organisational practices, policies, and procedures. You start to analyse them and fight for changes across the company and beyond.
Performative: when you are being an ally to look good and tick that box.
Going on the allyship and unconscious bias training or even ‘banter’ training (yes, there is such a thing) to show that you are someone who supports women, but after the training has finished you don't spend another minute thinking about it and you’re back to business as usual.
This is the type of allyship that shouldn't even be classed allyship.
Are you an ally?
Have a think about the allies that you know or work with - where do they fall? Maybe they are ready to do more and move into a new allyship role to make a bigger impact and difference at work?
And where are you?
Being a woman doesn't automatically make you an ally, far from it. There are women who aren’t using their own positions and power to support their female colleagues when it comes to career progression - in fact, there are women who are actually hindering their female colleagues.
However and wherever you fit you can always play a part: by paying attention. Everyone can pay attention and notice what is happening. You never know you might just save someone's career or support them to achieve their full potential.
The big picture
This can’t all be put on individuals to do by themselves. Companies need to promote all of these types of allyship because everyone is different and at different stages of their journey.
What is important to note though is what Johnson and Smith (2018) found that the evidence shows that when men are engaged in gender inclusion initiatives, 96% of organisations see progress — compared to only 30% of organisations where men are not engaged.
This is not about fixing women. It’s about fixing the systems that create barriers for their progression.
Don’t fix women, fix systems
Here are some things companies can start to think about:
Recognise female talent early on
Offer mentoring/sponsorship for ambitious women
Promote women when they are not in the room
Share networks with them / make introductions
Ask for their opinions / ideas and then listen - to hear and not to fix!
Get to know them as individuals and their own barriers
Break the ‘norms’ e.g. ask men to take minutes
And who better to ask what more allies could be doing to support women than women themselves. Here’s the top 3 answers they gave:
Listening to understand the challenges and barriers women face in the workplace and how this impacts their progression and development
Offering mentorship for the women in your workplace to guide and support them into senior positions. Share networks and make those important introductions.
Being inclusive especially when it comes to career progression opportunities, such as re-looking at job specs and criteria and more flexibility with part time and full-time roles especially in more senior and leadership positions.
Join the conversation
Although there is still work to do to get greater gender equity, there is always a place where you can get involved at a level that suits you.
Male allyship is all about standing by each other to make sure that everyone thrives.
If you know that your workplace would benefit from extra support for male allies to be educated to grow and support women's career progression even further, then get in touch about the Stand By Me Workshops.
** Gemma is a self-promotion expert and specialises in working with organisations to identify, develop and retain their female talent and encourage senior level progression to close the gender gap. This is through coaching, consultation, training sessions and workshops. She understands the importance of visibility when it comes to women’s career progression and helps ambitious women find their confidence to own and showcase their expertise. Host of the ‘No More Hiding: Self Promotion at Work’ podcast - click here to listen.
Message her directly to find out more or book a call here. Download your copy of her white paper ‘Visibility At Work: The Importance of Self Promotion for Women's Career Progression here’. **
NB - When we refer to the terms men/women we are including all non-binary, trans and any marginalised genders
