Encouraging male allies

- Everyone suffers when organizations don't equitably hire, develop, or promote individuals, both male and female. And, we can all play a role in the goal of reaching gender equality in the workplace. A powerful way to do this is partnering with allies. We accomplish our goals more effectively when we work with allies. Research shows that because they aren't seen as self-serving, men can provide powerful support for initiatives geared towards advancing women. In fact, according to an article in the Harvard Business Review, 96% of organizations that included men in gender inclusion programs, saw progress compared to only 30% in organizations that didn't include men. However, men often report feeling excluded from these conversations. Here are some things women can do to encourage male allies. First, educate without assigning blame. Help male colleagues get a better understanding of the unconscious bias and the role it plays in decisions related to hiring, developing, and promoting people in the organization. Rather than just identifying anecdotal examples, make sure you include broader data on the specifics related to your company and industry. Facts and figures are important to supplement examples from your personal experience. Second, avoid cynicism. Trust me, I know how exhausting it can be to feel as though you're beating your head up against that glass ceiling. That being said, sarcasm and cynicism are not effective tools in breaking it. Sure, there are cliche things male allies might say or do, but remember, they're they're going to be on your side. Don't push them away or alienate them when they've shown the courage to participate. I've heard the pushback. I know, titles like manbassador or champion can seem over the top, especially when it seems like they're just doing the right thing. But remember, they don't have to engage at all. And, research indicates that some men experience backlash for stepping up as allies. For men who want to truly be allies to women, here are some quick advice for you. Listen up, speak up, and show up. Let's start with the first one, listen up. Listen actively, much more than you speak. Listen to understand rather than refute and listen with the expectation that you may or may not be able to relate to the information being shared with you. Second, speak up when you see or hear things, even jokes, that might disadvantage or disparage women in your organization. Not approving of the behavior doesn't make you an ally, but speaking up does. So if you hear or see something inappropriate, say something about it. Third, show up. Make your allyship known by showing up in ways that matter. You can join or start a male allies group in your organization. Find other like-minded men and be allies together. There's comfort and safety in numbers. Participate in the women's employee resource groups or other initiatives geared at advancing women in your organization. When you do participate, enter with the goal of learning. Remember, it isn't about you. Listen and learn as much as you can so that you walk away being better positioned to collaborate with your female colleagues. When it comes to gender parity, men can play an important role. But men often report feeling excluded from efforts to promote women. This is counterproductive. Make sure you find productive ways to encourage and create male allies in your organization.