The benefits of gender diversity in business—greater profitability, less risk, more innovation—have been known for some time and new research continues to make the case. But in terms of female advancement, we’ve barely moved the needle.
Why? Part of the answer seems to be that the bulk of leadership at many companies—men—play, at best, a peripheral role. When we brought our “Men As Allies” initiative to the top business school campuses, we found that many men perceive achieving gender parity at work as unfair or unnecessary. Others underestimate the problem, or feel blamed when women point it out. And those who clearly see bias at work have no roadmap for how to correct it.
When our “Men As Allies” groups first started forming on business school campuses, some women let it be known that they don’t need men to be a white knight riding in to save them in the workplace. Which perplexed some men even more.
So what’s a company—and a co-worker—to do?
There are ways for men to get involved that don’t require shouting “Sexism!” in a meeting, and concrete strategies to counter apathy and indifference. They range from small gestures to company-wide initiatives, but what they share is knowledge that consistent action, not a one-time diversity workshop, is crucial.
Listen Up. Hearing a female co-worker’s specific workplace story is the most powerful way to understand bias is real and relevant.
Speak up in the locker room. Devaluing women behind the scenes can have a profound effect on a company’s culture.
Go to where the women are. Traditional networks yield traditional hires. Seeking out women’s organizations, partnerships, and institutions is more legwork, but it’s the way to get valuable talent. And if your company has an internal women’s network, explore joining it or participating in meetings.
It doesn’t just start at the top. Standing up at a podium to denounce sexism is great, but it’s the day-to-day actions that yield the best results. While it’s critical that senior leaders are involved in diversity, men must be involved at a grassroots level as well.
Form a male ally group. An internal group is a valuable way to validate women’s concerns, strategize for ways men can help, and liaise with existing women’s networks in the company.
The best way to make a difference is to get involved. Some of our strongest “Men As Allies” groups on business school campuses started with students of both genders who were friends and came together to make an impact. Now that they’ve received their MBA, they’re bringing that knowledge and experience to the workplace.
