When it comes to bridging the gender gap at work, how do you include men in the conversation?
Based on my coaching conversations, this is a crucial, and often over-looked aspect. While most of the leaders I meet do care about equality, and actively support gender equity, many men are hesitant. Why is that?
To be an ally to women means having an interest and investment in the advancement of women—at work, and in life. It is understanding the imbalance in opportunity, and working to change it.
You see, women don’t want to be recognized or given roles solely because they are women, rather, they want equal opportunities. Men who are allies to women recognize the challenges and biases women continue to face, and take action to create an environment where everyone has opportunities to succeed and advance. They act as allies even when women are not in the room.
So why don’t more men ally with women?
Men Are The Best Allies
In the new book Glass Half-Broken, authors Colleen Ammerman and Boris Groysberg point to scientific research and studies on how some men believe that it isn’t their place to speak up about gender issues. This “psychological standing,” refers to whether an individual feels they have authority or legitimacy to take action for a cause or issue.
However, studies find that attempts to bridge the gender gap are more effective when men participate by speaking up with ideas, volunteering to improve gender imbalance, or serving as equality champions.
The key is invitation: asking men to participate.
When this topic comes up in my coaching conversations, we review opportunities for men at all levels to participate in meaningful ways. Men can:
- Understand the experiences and perspectives of female colleagues. Men who listen, ask questions, and gain understanding, can and do create meaningful change.
- Amplify what women are saying. Ensure they have a platform to speak, and amplify their voices (without taking credit for their ideas).
- Empower women. Ensure they have a seat at the table.
To be sure, the gender gap at work is not a special interest problem, or a problem for women to solve. It is a shared problem. When men engage in the conversation, by listening and sharing their experiences and thoughts, they can foster awareness and be part of the solution.
What do you think? How do you include men in the conversation? I’d love to hear from you. You can reach me here, on LinkedIn, or give me a call: 561-582-6060.
