Why is male allyship important today and for the future?

Women have been fighting for gender equality since the 1800s and for a long time it’s been considered a ‘women’s issue’. While there’s no denying that great strides have been made, this 2022 UN Women report shows that our current rate of progress is incredibly slow. If we continue how we’re going it will take 286 years to achieve gender equality globally and 140 years before gender parity is reached at the manager/supervisor levels of workplaces.

These dates fall starkly short of the 2030 target set by the United Nations for gender equality and empowerment of all women and girls. If we’re serious about hitting this target then countries, governments, organisations, and individuals need to consider what else we can be doing. We also need to stop viewing it as a women’s issue and see it as a society issue where every member of society has some responsibility to put it right.

This is where male allyship comes in.

Why is male allyship important??

Systemic change can only be made by the people with the power and influence to do it. But women are missing from these influential positions at the top of most organisations, even in the industries where they make up the majority of the workforce. The World Economic Forum’s Global Gender Gap Report 2023 shows that the drop is significant when it comes to high-level positions, for example, women make up 71% of entry-level positions in hospitals and healthcare but only 41% of c-suite level positions.

Male allyship is therefore needed to bridge the gap, with allies harnessing their male privilege and influence to make systemic change happen in their organisations. The Brussels Binder confirms: 'As some 80% of leaders and 60% of line managers, men are in a powerful position to drive change. Research shows that when they engage in these efforts, they make a significant difference for the better.’ By addressing processes, biases, and behaviours that put women at a disadvantage, men can level the playing field to create organisations with gender parity at management and c-suite level.?

We talk about systemic change because it will ensure the effect is robust and long lasting. Simply dropping some women into management and c-suite levels of every organisation wouldn’t address why women are so underrepresented in the first place, and it wouldn’t change their experiences in the workplace, so it wouldn’t create long-term change.

Will men benefit from gender equality?

It’s important that we recognise the benefit that gender equality has on all genders, including men, who have reported that changes within their workplaces have filtered into their family lives.?

Practising open communication, curiosity, and emotional intelligence fosters an open and understanding workplace culture that benefits everyone. The Brussels Binder’s survey found that 82% of men find engaging in gender equality issues makes them a better leader and colleague. While policies like flexible working arrangements and better paternity leave benefit men hugely too.?

Currently, fathers miss out on formative time with their babies because they either don’t have access to or are strongly expected not to take paternity leave. And fathers who choose to become stay-at-home dads are ridiculed, often having their masculinity questioned by both their bosses and their peers.?

Championing positive masculinity also has a significant impact on men's mental health, meaning better outcomes for men personally and professionally. In the UK, suicide is the leading cause of death for men under 50, with men committing suicide three times more than women. There are reasons for this – stereotypes and expectations for men to be strong and not show weakness, to always deliver and provide, to never be vulnerable or ask for help all contribute to men not seeking help from their families, health professionals, or workplaces with dire consequences. We owe it to the men in our families and workplaces to.

How male allyship benefits everyone

"Gender equality benefits every sector and sphere of society."

Investing in and empowering women has significant economic advantages for society. The Women's Foundation 2021 survey findings show that directing greater resources towards supporting women can yield returns that far outweigh the initial spending. More women being active in policy-making results in policies that are more inclusive and reflective of diverse societal interests. And within families, when both parents have equal control over resources, spending tends to benefit children.

In terms of business, Realindex’s Beyond Lip Service report shows that gender diverse firms, particularly those with diverse boards and senior management, tend to be of higher quality, showing positive correlations with return on assets, return on equity, and profit margins. The study suggests that diversity in management leads to greater innovation and better financial performance, with diversity in senior management being correlated with around 30% higher future profit margins.

As we’ve mentioned, organisations with male allies in leadership and decision-making positions make great strides for gender parity in their workplaces. With the evidence that gender-equal workplaces are more profitable, and male allyship being instrumental to achieving that gender parity, the benefits of male allyship is evident.

Why male allyship matters

Male allyship therefore holds an integral part in the mission for gender equality. The benefits are huge for all genders in all spheres of life – work, home, and society as a whole. If we don’t harness the power of male allyship then we can’t expect to accelerate progress, we can’t expect to reach the 2040 UN target, and women will continue to live in an unequal society for hundreds of years. The time for action is now.

How do I get started?

It’s important, though, for men to understand how to be a true ally and to be careful not to centre themselves in their actions and goals. Effective allyship is about standing with the marginalised group to help them, it’s not about charging in and saving the day.?

Our allyship training guides your organisation and the men at every level of the organisation through this process. We have training and workshops that lay the foundations, explain the nuances, and create a safe space for sharing, listening, and learning. We’re here to guide you through the process and to provide actionable frameworks to ensure the learning is applied.

Not only will allyship training foster a more inclusive workplace culture, your business stands to become more productive and profitable, something your stakeholders and investors care about, we're sure. The main reason we do this is because it’s the right thing to do – women shouldn’t be held back from work opportunities or treated poorly simply because they’re women – and we’re on a mission to help organisations like yours to bring male allyship and gender parity to the UK.

Whether it's bringing allyship to life through speaking, building allyship skills through workshops or supporting gender networks to recruit male allies, if you’re ready to make real change happen, contact us now on Linkedin or at [email protected].