The Roles Male Leaders Should Play in the Quest for Gender Equality

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Male leaders have a unique opportunity to support gender equality in the workplace. Authors of Athena Rising: How and Why Men Should Mentor Women share four decades of research illustrating profound benefits for men and women when men support women’s careers. But first, if you’re a male leader wanting to support the women on your team, you must be aware of the unique challenges and barriers they face.

A 2021 study conducted by Lean In and McKinsey & Company identified some concerning stats about female representation in the workplace worth exploring:  

• For every 100 men promoted to manager, only 86 women were similarly elevated; this “broken rung” was especially pronounced among women of color, who comprised just four percent of C-suite leadership positions.
• Women senior leaders reported being interrupted or spoken over more often than male leaders, 36% compared to 15%.
• In comparison to male senior leaders, 34% of female senior leaders reported their knowledge and expertise being questioned more often. In contrast, only 22% of men had this experience.

This study and others reveal that women leaders are often treated differently than their male colleagues for reasons beyond their control (i.e., sex, gender, age, and race), which equates to bias and unfair treatment resulting in more women avoiding taking on leadership roles.

What Male Leaders Can Do to Support Women at Work

Take a moment to reflect: are you helping your female colleagues reach their full potential? If not, you can make a meaningful difference. Here are three roles that senior male leaders can play to champion emerging and seasoned women leaders in their workplace:

Become a Sponsor

Do you make a point to sponsor women on your team or your organization?

Someone who takes an active part in promoting and furthering the career of another is known as a sponsor. These leaders have strong social connections, which gives them the resources to support and vouch for those they choose to champion. According to an article in the Harvard Business Review, having sponsors and mentors to boost gender diversity and inclusivity in our workplace and executive teams is essential. There is a lot of debate about the necessity of women being sponsored in the workplace to help advance their careers into leadership. For men committed to gender parity, acting as both sponsors and mentors can be hugely beneficial in helping women excel professionally.

Be an Ally

Do you consider yourself an ally for women in the workplace? How do you demonstrate allyship?

Having allyship at work is very beneficial, particularly for women in leadership roles. An ally is an agent of change who advocates for others. A 2019 report by Promundo-US found that, though many men supported gender equality according to the survey, most respondents (of all genders) agreed that men rarely stand up to sexism in the workplace. The report proposed that men can become better allies for women at work by “listening more attentively, looking for chances to hear women’s stories, recognizing their situations, and informing other males.”

Advocate for Women’s Rights

Do you take a stand and speak up for those who have been and continue to be disadvantaged in your workplace?

An advocate is a person who speaks up about matters that negatively affect those who are often ignored or dismissed.  Men in leadership roles can be powerful advocates by using their privilege and voices to amplify the voices of women around them.  They should negotiate for resources, promotions, and career opportunities that support women in their workplaces.

Promundo-US's research shows that men can spotlight when credit was due to female colleagues, protect women from sexual harassment by male coworkers, fight for equal pay, and call out other men for inappropriate comments made in a work environment.

Conclusion

Male leaders must lead by example in supporting their female co-workers. So, are you a sponsor, ally, or advocate? One positive benefit to taking on one of these roles is that modeling gender-equal behavior at work has a rippling effect. By showing that you embrace and appreciate diversity, you will create a much healthier work environment that will be seen as an example by other managers. This respect for all individuals, regardless of sex, gender, or race, will help set the tone for others to do the same.