Men as Allies for Gender Equality: Three Key Actions

Gender Equality is increasingly prioritized by companies, industries and governments around the world – and rightly so. Women make up half of the population, but are still underrepresented at the top.  According to the World Economic Forum’s Gender Gap report, which measures equality across economy, health, politics and education, it will take more than 100 years to achieve Gender Equality based on our current rate of progress.  Clearly, while we have improved, there is much more still to be done.

Looking back to how we have generally discussed Gender Equality, we often focus on equality in the workplace. This is imperative – and we must indeed bust the barriers and myths that hold women back in the workplace.  But with a critical eye, I also put forward that we cannot separate equality in the workplace and equality in society. Gender Equality in the workplace and in society must go hand-in-hand to achieve our goal faster.  We must take a much more holistic approach. 

Having been in P&G for over 25 years, I work with many inspiring women.  I have seen first-hand how diversity leads to better business results.  In P&G, we help create a more gender-equal workplace and world. To achieve this, both women and men are critical. Here are three ways men can drive equality:

#1 – Openly discuss male privilege and unconscious biases

Traveling across Asia Pacific, Middle East and Africa, I have seen varying social structures and cultural values.  In many countries, men have privileges that women still do not enjoy. Men need to become sensitive to this male privilege. And even in countries where there is arguably more parity, unconscious biases against women still exist.

Likewise, I have also seen some entrenched norms change when people are unafraid to start the conversation. Today, 74% of men hesitate to discuss Gender Equality.  We need to improve this statistic and openly talk about male privilege, unconscious biases, and Gender Equality.  I am proud that our region’s senior leaders participate in Catalyst’s “Men Advocating Real Change” – and we are expanding this program to more levels. Beyond our own walls, we also use our voice in advertising and community programs to spark discussions.  Brand campaigns – such as Always’ #GenerationOfFirsts, which celebrates women pioneers in Saudi Arabia, or Pantene’s #HairWeGo, which challenges unspoken rules of how women should look in Japan – bring privilege and unconscious biases into the open. It is when we shine a light on issues that we can make interventions.

#2 – Demand progressive workplace policies to enable equality at home

Many companies around the world are evolving its practices and policies to create a more inclusive culture and gender-equal workplace. Some companies and countries have successfully implemented policies on equal pay and diversity quotas.  

We need to raise the bar at the workplace to enable equality at home. Today, women often face the “double burden of work” – starting and ending the day with work like cooking, cleaning and caring for the children & elderly in addition to their paying jobs. A report by the International Labour Organization (ILO) highlighted that, globally, women do 3 times more unpaid care work than men. In Asia Pacific, this rises to a staggering range between 4 to 11 times more unpaid care work than men.  We see encouraging progress to correct these cultural norms: For example, in 2015, 79% of men thought household chores were a woman’s job. In 2018, this had gone down to 52% - with help from brands like Ariel advocating men to #ShareTheLoad.

Parenting is gender-equal, and so is housework. Men must do their part to demand and help create progressive workplace policies that enable equality at home. More and more companies are providing equal and gender-neutral parental leave. In P&G, we provide flexibility to all employees – men and women alike – in terms of working hours and location. This provides invaluable support especially during life transitions, such as becoming new parents, caring for aging parents or taking a more active role at home. 

#3 – Share dissatisfaction and lead change

There is so much that each person can – and must do – to achieve Gender Equality. We need to fix policies that hold women back in the workplace. We need cultural interventions that support men as equal partners at home. We need to be dissatisfied with today’s slight improvements. 

In P&G AMA, we are deliberate about a 50-50 candidate slate across levels. We started on-site childcare when and where it is most needed. In Indonesia, we offer childcare during Ramadhan – when nannies visit their families and our employees struggle to find other means of childcare. We are influencing gender portrayals in advertising through clear guidelines and self-regulation in countries like the United Arab Emirates. These are just a few examples. While we celebrate these achievements, we are also raring to do more.

As business leaders, we must be deliberate about having a 50-50 leadership team.  We need to refuse to accept a role in an external association or forum if women are not well represented. As managers, we must ensure equitable pay for similar roles and performance, regardless of gender. As citizens, we must influence governments to create gender-equal policies and systems. We must speak out against unconscious biases and gender stereotypes. 

The key to a Gender Equality breakthrough is this: Each of us must do our share to lead change in workplaces and in society. By recognizing our own biases, by demanding equality-based policies, and by taking a stand as equality-minded leaders, we will dramatically accelerate progress to a gender-equal world.