Abstract:

This research explores the critical role of men in achieving gender equity in the workplace, focusing on their potential as allies and partners in this endeavour. Despite the growing awareness of gender equity's benefits for all, workplaces often struggle to make meaningful progress. The study recognizes that while the empowerment of women is essential, involving men is equally crucial to transforming social behaviours and creating a truly inclusive environment. Persistent gender biases continue to hinder women's advancement globally, manifesting in pay disparities, limited career opportunities, and discriminatory practices, which negatively impact both women and organizational performance.

The concept of allyship emerges as a pivotal solution. Allyship is more than just support; it is a continuous journey of empathy, trust, and accountability, where individuals, especially those in positions of privilege, actively advocate for marginalized groups. The research emphasizes that men need to be encouraged and equipped with the necessary skills to take on allyship roles to create a more inclusive and equitable workplace. Allyship can challenge entrenched biases, foster a culture of accountability, amplify marginalized voices, and build stronger, more cohesive communities.

The study was conducted among male employees of a large international corporation, aiming to understand what men need to thrive as allies in gender equity-focused organizations. A mixed-methods approach was used, combining evidence-based survey questions with qualitative data analysis to capture the participants' attitudes, awareness, and needs.

Key findings from the survey reveal a significant lack of engagement and awareness among male employees regarding gender equity. Despite these challenges, there was a strong consensus on the importance of gender equity, with respondents acknowledging its benefits for organizational culture, innovation, and employee morale. The study also identified a desire among men for clear guidance and training on how to support gender equity initiatives effectively. Recommendations include providing role models, setting clear organizational goals, offering skills development opportunities, and creating safe spaces for men to explore gender equity topics.

Qualitative data analysis highlighted mixed emotions among respondents, ranging from anger and frustration about persistent gender discrimination to empathy and a desire for change. Many respondents expressed a willingness to support gender equity but also noted barriers such as fear of saying the wrong thing, lack of understanding, or discomfort with challenging traditional gender roles. These insights suggest that while there is support for gender equity, there is also a need for targeted interventions to address these barriers and foster a more inclusive dialogue.

Overall, the research underscores the importance of engaging men as allies in the journey towards gender equity. While there is recognition of the benefits of gender equity, there is also a clear need for greater awareness, training, and organisational support to enable men to effectively contribute to and thrive in gender-equitable workplaces. The findings suggest that achieving gender equity requires a multifaceted approach, involving not only policy changes but also cultural shifts and personal commitment from all employees, particularly men in leadership positions.

Keywords:

Allyship gender equity.