Gender equity or equality cannot be achieved unless those in power are willing to establish and pursue it as a goal and core organizational value. Since those in leadership positions are primarily men, it is up to them to support the challenging of gender norms. - BY Betty Armstrong

Social norms are powerful constructs that drive behaviors in groups, whether it is society at large or the workplace. They are formal and informal standards of acceptable behaviors, and they are shared. Traditionally, in most societies, men have developed common standards they apply in the workplace, and many are the antithesis of gender equity. Since most organizational boards of directors, CEOs, and senior leaders are still men, women cannot change social norms without male participation in the change process.

Reevaluating Social Norms

Women need men as allies, and that has many implications. The first implication is men in leadership positions must reconsider their standards and actions through the lens of social norms, which in this case means honestly recognizing conscious and unconscious biases. Second, male leaders must give women a voice they can use to share their workplace experiences, challenges, and barriers to career progress. A third implication is that men must play a direct role in helping women achieve goals, meaning action is needed.

Being an ally involves more than goal setting and talking. It requires specific actions that reflect an understanding of how social norms lead to gender inequalities. Even in developed countries like the U.S. and Europe, men are socialized to believe their value lies in dominance, control, influence, status, and work commitments before even family responsibilities. Social norms essentially say men must conform to male stereotypes in which they are dedicated and competitive. Women are perceived as people to dominate because they are “soft,” which means they cannot do work that is equal to the work of men. Emotional people with primary caregiving responsibilities for family members cannot be leaders. It does not take much of a leap from thought to practice to see how this leads to entrenched inequity and inequality.

Women continue to be paid less for doing the same work as their male counterparts, continue to have difficulty breaking through the proverbial glass ceiling, are often not included in career-building opportunities, and must constantly overcome daily encounters with male biases. It is an exhausting situation.

Gender Equity is Good for Everyone

It is not difficult to anticipate how male allyship can change the picture and even rapidly help women achieve equity and equality in the workplace, which can then spill into society. Senior leadership must support the development of male allies because convincing people they are treating others unfairly is emotionally challenging. Through development opportunities, men must be brought into the conversation and learn that achieving gender equity is good for everyone and not a threat.

As Sheree Atcheson, Group VP of Diversity and Inclusion at Valtech, succinctly explains, “It’s not possible to change decision-making processes, policies and business strategy without those sitting at the table taking responsibility.” Vassilis Kazas, Managing Partner at Grant Thornton Greece, points to an important issue holding back the development of male allies. “What a lot of businesses are doing wrong is only engaging women on gender equality initiatives, while struggling to find the right way to speak to the men holding dominant positions in the workplace.”

Fix the System

Male allyship has many components, but it is important to understand that it is a strategy to ‘fix the system’ and not fix the women. Male allies treat women equitably. They hire women based on their skills and experience, introduce them to their professional networks, give them work opportunities that support career advancement, and advocate for the inclusion of women on project teams, to name a few behaviors. Human Resources becomes an ally by ensuring women are paid equitably for their work and are not arbitrarily excluded from hiring and promotion opportunities. Social norms can be changed, and the workplace is the ideal place for initiating change through male allyship.