The Importance of Male Allyship in Gender Equality

We had a crucial decision to make in setting up the mission of WCorp. Did we think that blaming men, shaming men and even more, demonising men had a role in our company? It’s a serious enough question as it would have allowed us so much in terms of marketing gold, clickbait headlines etc.

But I and our team in general have zero interest in this approach. I would go further and say it’s deeply unhelpful to turn away such a large segment of decisionmakers by attacking them.

Yes, many men are at fault, even more because they don’t speak up against these issues, rather than consciously perpetuate them.

But you really have to make a decision in life on how to play the battlefield. And I think allyship with men is more crucial than ever. So we set out to understand more about the challenges men face in becoming effective advocates for women, revealing both obstacles and opportunities that can reshape our work environments for the better. (A big thank you here to Robert Baker and Daniele Fiandaca)

Current Statistics Highlighting the Gender Gap

• 38% of surveyed men feel that their workplace culture is predominantly masculine
• 51% believe their company is only minimally diverse
• 61% report that only a minority of their male colleagues are actively engaged in these efforts

There’s clearly a significant gap and a pressing need for men to understand that this change is NOT just for the benefit of women but for their own professional growth and satisfaction.

Overcoming Barriers to Effective Allyship

And to take into account the built-in barriers for men on this journey.

Many fear that showing vulnerability—an essential trait for authentic leadership—will be perceived as a weakness.

Although 55% believe that vulnerability is a form of courage, only 37% feel that their workplaces truly value this quality. So even if men want to step forward they fear being penalised. For example, only 32% of men took advantage of paternity leave and in the UK at least the statutory leave is only 2 weeks. Not nearly enough to adjust to parenthood.

The Economic Benefits of Gender Diversity

But as we change life for mothers, fathers can get the benefits and be helped to take advantage of them too. The real change here is that WCorp and the conversations we have, are simply vehicles to change the infrastructure of how workplaces function so they elevate humanity as a whole.

However, the benefits of male allyship extend beyond individual workplaces; they ripple out into the broader economy.

Steps Men Can Take to Become Better Allies

The path forward requires collaboration and commitment from all sides. Men can take proactive steps to become better allies by educating themselves about gender issues, challenging biased behaviors, and advocating for equal opportunities and recognition of women's contributions. By doing so, they not only uplift their female colleagues but also enhance their own work experiences: 

Join WCorp in Creating Supportive Workplaces

Companies that prioritise gender diversity are often more innovative and profitable. Research shows that organisations with at least 30% female leaders experience 15% higher innovation revenue, while those with diverse executive teams are 25% more likely to achieve above-average profitability.

When men actively advocate for gender equality, they contribute not just to a more inclusive workplace but also to a stronger economy.

Share this post to spread awareness and visit wcorporation.org/how-to-get-certified to learn how your company can become certified.

Join the conversation on LinkedIn.