In an era as divisive as the present day is, it’s important to remember how support and advocacy of co-workers can lead to better business outcomes.
A special session being held in conjunction with the 2024 ICAN Women’s Leadership Conference will feature a panel discussion, available to both men and women, that will examine the concept and discuss how companies can leverage it to create a more inclusive work environment and how the companies that do this effort well perform better.
“The concept may be new to some people; however, it has been practiced for decades,” said Marsha Graesser, director, talent development and culture for WoodmenLife and chair of the ICAN board of directors, who will kick-off the session. “Male allyship is men recognizing their influence and using it for the good of others and the overall organization. It’s simply doing the right thing. It is being brave and having tough conversations on behalf of others. It’s also recognizing your biases and practicing a growth mindset.”
Ready to Work
Graesser said the panel will not only illustrate what male allyship is but also give practical tips that can be applied immediately in the workplace.
“Allyship, in general, takes work,” she said. “To leverage male allyship in the workplace, you must take a chance, be vulnerable and pay it forward. To be a great ally, you must be an advocate when no one is looking, make time and be willing to outsmart your biases.
“At WoodmenLife, we strive to be a place where everyone can do their best work. This means leaning in, paying attention to details, making room for others and practicing the value of inclusion. When others see allyship in action, they won’t say it, they will do it. It is contagious, to say the least.”
Across the business landscape, companies are looking for ways to boost inclusion and root out sexual bias wherever it exists. Male allyship seeks to increase situational awareness, identify outmoded schools of thought and action and empower male employees to advocate for, support and respect their female counterparts, be they peers or subordinates.
“Although most men notionally support more gender inclusion and equity, there is clear research that men often are challenged at recognizing gender discrimination and harassment in real time,” wrote W. Brad Johnson of Harvard Business Review. “For instance, despite the recent focus on workplace sexual harassment and assault, a 2018 study revealed that 77% of men didn’t see harassment as a problem, even as 38% of their female colleagues reported experiencing workplace harassment.
“Lack of awareness can keep even well-intentioned men on the sidelines, rather than serving as effective advocates and accomplices for change,” Johnson wrote.
Worthwhile Efforts
John Slieter, ICAN faculty member and moderator of the session panel, said while strides have been made overall, there’s still work to be done.
“More men want to be allies to women in the workplace than ever before, with 76% of men expressing an interest in allyship,” he said. “At the same time, being an ally is not easy. It takes male leaders at the highest levels demonstrating ways of encouraging male colleagues to step up, develop allyship skills, and support women with strength of conviction, pursuing gender inclusion and equality as corporate values.”
The concept of male allyship has been part of the ICAN dialogue for the past few years, said Julie Burrell Lillig, the organization’s vice president of strategic partnerships, and those discussions have only become more layered as high-profile examples of male allyship continue to present themselves in society.
“Male allyship is about paying attention and unlocking doors for everyone,” she said. “If you want to be a good ally, then proactively include women, find ways to educate yourself and your team, ask how you can help and then listen and lead by example.
“A recent example, when Ryan Gosling spoke out on behalf of [director] Greta Gerwig and [actress] Margot Robbie during the awards season for the Barbie movie, it demonstrated that male allyship is about being more than a passive observer at work. Bottom line, we need more good men to be active advocates for women and for policies that move from awareness to advocacy.”
Open to All
ICAN is committed to using its conference as an annual forum to discuss the most important issues related to developing and advancing women. The 2024 special session, attended separately from the rest of the ICAN conference, will feature a panel of Joanne Sebby, Fiserv chief risk officer; Javier Fernandez, OPPD president and CEO; and Rick Putnam, partner, Baird Holm followed by facilitated circle conversations for participants to further connect, reflect on their learnings, and share best practices and ideas.
“One of my favorite quotes is from [gender strategist] Jeffery Tobias Halter,” Burell Lillig said. “He said, ‘If men are 50% of the problem, then we’re also 50% of the solution.’ This year, we’re highlighting some prominent allies in the business community who will share their experiences and best practices [on male allyship]at the special session. It will be an exciting opportunity for attendees to the session as they get to experience part of the day and get acknowledged for how important they are in standing up for the progress of women in the workplace.”
To learn more and register visit: https://icanleaders.org/programs/male-allyship/.
