A Few Good Men - Encouraging Men to be Allies in the Workplace - A Call to Action

In our rapidly evolving professional landscape, it has become increasingly evident that the behaviours and customs of working men are often inherited from previous generations. These customs shape not only individual actions but also the culture within entire industries. As we reflect on the behaviours that have long been entrenched in our workplaces, it begs the question:

How can we expect men to act differently when they have only ever witnessed the same patterns of behaviour?

In recent years, many industries have faced scrutiny, leading to calls for change. The typical response has been to reflect on past actions, implement policy changes, and provide training. While these steps are undoubtedly beneficial, they are merely the beginning. To create a truly inclusive environment, we must empower men to step up as allies. We need male leaders willing to challenge the status quo and advocate for a shift away from outdated behaviours that have persisted for too long.

The reality is that many workplace systems are not designed to support this transformation. However, change is on the horizon, and we all have a role to play. Throughout my career, I have encountered numerous men working diligently behind the scenes—acting as allies, enablers, and sponsors for women and underrepresented groups. Yet, these individuals often remain unrecognised and uncelebrated.

One of the most pressing issues we face is the perception of charisma in men versus women. Studies show that while charisma is often viewed positively in men, it can be seen negatively in women. This is just one example of the biases that permeate our workplaces; in fact, there are over 100 types of bias that affect perceptions and interactions in the professional world. To make meaningful progress, we can start by addressing at least 50 of these biases and implementing strategies to mitigate their impact.

A statistic that has long resonated with me, particularly during my fellowship with the Centre for Democracy and Peace Building, is that 70% of men feel they cannot contribute to equity, diversity, and inclusion (EDI) initiatives. This statistic highlights a significant barrier to progress.

If a majority of men feel excluded from these conversations, how can we expect to foster an environment where everyone feels empowered to contribute?

The challenge before us is clear: we must actively engage men in the conversation about EDI. This means creating spaces where they feel comfortable expressing their thoughts and concerns, as well as encouraging them to become vocal advocates for change. We must recognise and

celebrate the contributions of those men who are already acting as allies and sponsors, amplifying their voices and experiences.

So, as we strive for a more inclusive workplace, and inclusive society, it is crucial to recognise the role of men as allies in this journey. By empowering them to challenge traditional norms and supporting their involvement in EDI initiatives, we can create a more equitable and collaborative environment for all. The time for change is now, and it begins with each of us taking action.

What can we do to foster greater inclusivity and ensure that every voice is heard?

The responsibility lies with all of us, and together, we can make a difference.

Remember there is no quick win here - but you can start now and you can do what you can with what you have. If I can help, get in touch.?

This article encouraged my reflections on work I have been doing around Allyship in the workplace, society and the economy.

NB - I’ve been developing a new EDI tool with Sans Souci over the past year that will help address how to build a #sustainable approach to embedding #allyship, #diversity, #equity and #inclusion in your workplace. I am also an approved global facilitator of the 50 ways to Fight Bias in the Workplace, Get in touch if you want to hear more.