The Power of Allyship: Why Every Workplace Needs Male Allies for Gender Equity
Diversity, Equity, and Inclusion (DEI) are crucial for fostering innovation, enhancing decision-making, and driving organisational success, with McKinsey noting that organisations with greater gender diversity are 27% more likely to achieve superior value creation.
Yet, gender equity in leadership remains a challenge: for every 100 men promoted to middle management, only 87 women advance, and women hold only 35% of board positions and 25% of executive roles in the JSE’s top 40 companies. This stark disparity underscores the urgent need for systemic change.
In the quest for gender equity, male allyship stands out as a powerful catalyst for change. But what exactly does it mean to be a male ally, and why is it so critical in the workplace?
What is Allyship
Allyship is defined as the actions, behaviours and practices leaders (men) take to support, amplify and advocate for others, particularly with individuals who don’t belong to the same social identities as them.
It involves men supporting diverse colleagues, understanding their experiences, and actively advocating for fairness in the workplace. Allyship refers to using a position of influence to challenge discriminatory practices, amplifying the voices of female colleagues, and actively participating in initiatives aimed at closing the gender gap. Male allies are not passive supporters, but proactive agents of change.
Why are Male Allies Important?
According to a 2023 report by Diversity for Social Impact, companies with strong allyship initiatives see 21% higher employee engagement, and 92% of employees find allies valuable in their careers. Embracing allyship boosts productivity, reduces turnover, and improves client satisfaction, transforming the workplace into a dynamic and inclusive space.
Gender Equity Enhances Success Across the Board
Achieving gender equity is more than just a moral imperative; it's a business advantage. Diverse teams are proven to enhance problem-solving capabilities, and companies with gender diversity are 21% more likely to surpass average profitability; according to the “Diversity matters even more: The case for holistic impact” report by McKinsey. Male allies drive a culture that values diverse perspectives and their support helps build more innovative teams and enhances decision-making processes, leading to better business outcomes. When male leaders champion gender equality, they help create an environment where all employees can thrive, leading to increased productivity and more successful organisations.
Close the Leadership Gap
Despite advancements, men still occupy the majority of leadership roles. Women currently hold only 38% of managerial positions and 22% of executive roles. Male allies play a crucial role in challenging these disparities by influencing policies and practices that can help close the gender gap. By advocating for fair promotion practices and equitable pay, male allies help to affect meaningful change that benefits everyone.
Leverage Power for Positive Change
Men can use their influence to drive change by supporting female colleagues, advocating for underrepresented voices and actively promoting women’s career growth. Male allies help to model inclusive behaviour and inspire others to follow suit. Their involvement in diversity and inclusion efforts helps to embed these values into the organisational culture, making them an integral part of everyday business practices.
Confront Gender Stereotypes
Persistent gender stereotypes can hinder women’s career opportunities. Male allies are essential in challenging these biases, helping to break down barriers and foster a fairer, more level playing field for all employees. This not only supports individual career growth but also promotes a culture of respect and equality across the organisation.
But what does it mean to be a true ally? How can men actively support and advocate for gender equality beyond mere declarations?
A Practical Approach to Fostering Allyship in the Workplace
A Deloitte survey revealed that over 90% of people consider themselves allies, but most fail to acknowledge their personal responsibility in actively supporting others. To truly drive change, employees need deeper insights, practical tools, and a clearer understanding of their role in creating an inclusive environment.
To effectively promote allyship, organisations can implement several key strategies:
Implement Allyship at a policy level: Establish policies that promote allyship and encourage leaders to speak out against bias, advocate for inclusive practices, and provide the necessary resources for them to learn. Create a culture where employees feel secure in expressing their needs and asking for help, ensuring that allyship is integrated at every level.
Educate employees on the impact of allyship: Leaders should understand the impact of their allyship and the important role they play in creating a supportive work environment. Training sessions can highlight how allyship improves the psychological experience of disadvantaged colleagues and how to practically demonstrate effective allyship.
Provide feedback: Research indicates that allies often undervalue how much their support positively contributes to the work environment. To counter this, leaders should receive concrete feedback and highlight the positive outcomes of their allyship. Recognise and reward acts of allyship to reinforce their value and impact. This can help allies see the true value of their efforts and encourage them to engage more actively.
In a world where equity and inclusion are vital, practicing active allyship is not just a choice but a responsibility. True allyship extends beyond verbal promises; it requires deliberate, impactful actions to reshape workplace dynamics and embed inclusivity at every level. It’s time to develop true allies—the champions who create healthier, more dynamic work environments where everyone can thrive.