How HR Leaders Can Engage Men in Gender Equality

Do you enjoy looking at old movies?? I do.? And not just old movies but old television series as well.? Just today I was looking at one called “Eight is Enough” which aired in the seventies and was particularly popular in my house.? Admittedly though, at that time in Trinidad and Tobago, we only had two stations, so the viewing choices were fairly limited.? All the same, my sister and I enjoyed looking at the various episodes, because where else do you get sibling rivalry, teenage angst and parental discipline as the denouement, all rolled up into 60 minutes.

Since it is a rainy Sunday, I thought it would be good to spend some time cozied up and watching old episodes of this show and fell upon one episode where the eldest daughter, Mary, was trying to become a doctor in a world which was not yet prepared for female doctors and she was up against a particularly misogynistic professor who even suggested that she consider becoming a nurse because well, a good nurse would be extremely useful to a doctor.? Of course, he was insinuating that the doctor would be male and the nurse, female.

That kind of thinking is changing but it got me going, at least inside my head, about how much we need men to support the struggle that women are experiencing in the workplace to self-actualize and to become all that we can be.? I personally have been talking about the value of male allies for more than a decade and it never gets old.? Bottom line, men can and should play the role of allies for women in the workplace.

And so, dear readers, this is going to be the topic in this week’s Corner Office.? Especially since we still in the month of March – a month in which we honour women - we are going to be talking about the strategies that HR leaders can employ to engage men on the road towards gender equality.? ?You see, a concerning reality persists and this is one we cannot deny: while women constitute nearly half of the global workforce, they continue to encounter significant barriers across various organizational levels. From unequal pay to limited representation in leadership roles, the challenges are multifaceted and pervasive. Addressing these disparities demands a holistic approach that goes beyond traditional diversity and inclusion efforts. Crucially, it necessitates the active involvement of men as allies and advocates in the journey towards gender parity.

Although diversity, equity and inclusion (DEI) was once a standalone career choice, what it evolving is the key role of HR in driving meaningful change in DEI.? We have to consider that since HR is responsible for all the staff evolution across the employee life cycle, and that women’s evolution is often hampered by stereotyping and biases, HR leaders need to lead the charge. However, for HR leaders achieving true gender equality needs to mean more than mere acknowledgment of the issue; it demands proactive engagement and collaboration from all members of the workforce, irrespective of gender. ??Therefore this week, I am going to jump right into the strategies that HR leaders can implement to effectively engage men in gender equality initiatives, and set off a cultural shift towards greater equity, opportunity, and empowerment for all.

Let’s start with the benefits.? One of the key benefits of involving men in gender equality efforts is the opportunity to create a more diverse and inclusive workplace environment. By actively engaging male employees in discussions and initiatives focused on gender equality, organizations can promote greater understanding, empathy, and collaboration among all team members.? Additionally, involving men in gender equality efforts can help break down stereotypes and traditional gender roles that may limit opportunities for both men and women. By encouraging open dialogue and participation from all genders, organizations can create a more supportive and empowering work environment for everyone.

Despite these benefits, we have to understand that there are some real factors which may impede male engagement in gender equality initiatives. Some men may feel hesitant to get involved due to fear of backlash or uncertainty about how they can contribute meaningfully. ?From the start therefore, it is important to keep these factors in mind and to address these concerns through education, communication, and creating safe spaces for open dialogue.

To engage men in the workplace, there are a few strategies which HR leaders may employ.? One key strategy and really the basis of everything is to start by educating men on the importance of diversity and inclusion.? Education and awareness play a crucial role in promoting male allyship and fostering a deeper understanding of gender issues. By providing training and resources for men to recognize their privilege, unconscious biases, and the impact of inequality, HR leaders can create a more inclusive and equitable society.

It is important to acknowledge that many men may not be aware of the privileges they hold or the unconscious biases they carry. Through education initiatives, workshops, and awareness-raising campaigns, HR leaders can help men reflect on their own beliefs and behaviors, encouraging them to become allies in the fight for gender equality.? Also, education and training has the added benefit of equipping men with the knowledge and tools to challenge traditional gender norms and support marginalized groups such as women. Further, education empowers individuals to engage in meaningful conversations about gender issues, sparking positive change within communities and workplaces.? When men are equipped with the necessary skills to navigate complex gender dynamics, they can actively contribute to dismantling harmful stereotypes and promoting a culture of respect and equality for all genders.

Another strategy which has been known to be successful for HR leaders to create environments in their respective workplaces where men feel safe to participate and reflect on their roles.? For example, HR leaders can organize workshops that encourage men to share their perspectives and experiences. By providing a platform for men to voice their thoughts, HR leaders are in reality facilitating meaningful discussions that promote understanding and empathy.? In this same vein of creating safe environments, HR leaders can start allyship programs that actively involve men and create spaces for them to support their female colleagues. Allyship programs can provide opportunities for men to learn about the challenges women face in the workplace and how they can contribute to creating a more equitable environment.? Simple programs like these have the reverberating effect of building a culture of inclusivity where men feel empowered to engage in dialogue, reflect on their roles, and work towards creating a more equitable workplace for all.?

If you want to learn more, I hope you will check out Forte’s, website and be as inspired as I was.? Forte’s mission is to “launch women into fulfilling, significant careers through access to business education, professional development, and a community of successful women”. In 2016, they launched a “Men as Allies” program which has been very impactful on business school campuses in the United States.? Microsoft and Proctor and Gamble are other companies which support allyship not just as a movement to promote gender equality but in support of many other marginalized groups.

Need I say more? HR leaders can and should engage men and encourage them to champion gender equality within the workplace. As HR leaders, we need to take proactive steps and lead the way towards a future where men play a crucial role in advocating for gender equality.

As we look ahead, we are in a place to create the workplaces of our dreams where male allies are not just supporters but active champions of gender equality. ??We are not in this alone but certainly we hld the power; the power to shape this vision by implementing at least some if not all the strategies I have talked about here and more to foster a culture of inclusivity and respect.

I hope that all my readers, and especially my HR leader colleagues have been inspired by this week’s Corner Office to encourage to strive towards a future where gender equality is not just an aspiration but a reality that benefits everyone in the organization.

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