The tide is turning. The glass ceiling, once a formidable barrier, is starting to crack. But this shift isn’t driven solely by the relentless efforts of talented women. A powerful undercurrent is surging – the unwavering support of male allies.
In a world tilted towards men, their allyship is the missing piece. True allies go beyond quotas and empty gestures. They’re champions for collective progress, willing to challenge the status quo.
As Shailesh Singh, CPO, Max Life Insurance, puts it, “It’s about active sponsorship – believing in a woman’s potential and advocating for her like you would for your own.” This sponsorship, often seen at senior levels, needs a groundswell of support from men at all rungs of the corporate ladder.
The current system inherently favours men. Unless men acknowledge this imbalance and become active agents of change, progress will be glacial. Male allies can amplify women’s voices, advocate for their rightful promotions, and dismantle ingrained biases.
“They bring a fresh perspective and influence,” says Suchismita Burman, a senior HR leader, “often holding positions of power where change is most impactful.” Their genuine advocacy is the wind propelling the sails of gender equality.
“It’s about active sponsorship – believing in a woman’s potential and advocating for her like you would for your own.”
Shailesh Singh, CPO, Max Life Insurance
But advocacy is just the tip of the iceberg. Male allies can champion the undeniable business case for diversity. “It’s not about ticking boxes,” explains Kinjal Choudhary, CHRO, Cadila. “A diverse workforce strengthens the bottom line. Our customers are a kaleidoscope, and our workforce should reflect that to truly understand and serve them.”
Overcoming unconscious bias is another battleground. Stereotypes such as women prioritising work-life balance more than men are deeply embedded. Male allies can dismantle these biases, especially those they might unknowingly perpetuate. Additionally, men and women often have different career trajectories. “Women often feel the pressure to prove themselves exceptional for leadership roles,” observes Burman. Male allies can offer a different viewpoint, advocate for their qualifications, and help women overcome self-doubt.
“Male allies bring a fresh perspective and influence often holding positions of power where change is most impactful. Their genuine advocacy is the wind propelling the sails of gender equality.”
Suchismita Burman, a senior HR leader
Language too is a weapon in this fight. Replacing gendered terms such as ‘manpower’ with neutral alternatives such as ‘workforce’ chips away at unconscious bias. Acknowledging the unique challenges women face, such as balancing childcare, fosters a more supportive environment.
Empowering women is equally crucial. “Women need to believe in themselves, continuously learn, and strive relentlessly,” says Singh. By shattering societal expectations and showcasing their capabilities, women redefine perceptions and pave the way for future generations.
“A diverse workforce strengthens the bottom line. Our customers are a kaleidoscope, and our workforce should reflect that to truly understand and serve them.”
Kinjal Choudhary, CHRO, Cadila
Becoming an effective ally requires introspection. “Male allies must be sensitive to non-verbal cues to understand power dynamics,” suggests Burman. Recognising their own position and how it influences interactions with women is vital.
Organisations must be the wave that lifts all boats. Diversity targets need a clear rationale that goes beyond just financial performance. They should showcase how inclusion fosters innovation and creativity. Employee support groups and Gender Equality and Inclusion (GEI) campaigns can equip men to become allies. These initiatives should go beyond awareness training and provide practical tools and strategies for everyday interactions.
Finally, framing male allyship as a core leadership competency elevates its importance. When viewed as architects of change, bridge-builders, and catalysts for progress, organisations unlock the full potential of their workforce and create a more equitable future for all.
The impact of male allyship creates ripples far beyond individual career advancement. Studies show companies with diverse leadership teams outperform industry norms. Gender diversity isn’t just a social good; it’s a smart business strategy.
Furthermore, male allyship fosters a more positive and inclusive work environment for everyone. When employees feel valued and respected, regardless of gender or background, they’re more engaged, productive, and innovative. This domino effect attracts and retains top talent, creating a virtuous cycle of success.
In conclusion, male allyship is more than just mentorship. It’s a tidal wave of change, creating a more equitable and successful workplace for all. By harnessing the combined power of male and female voices, organisations can ride this wave and reach their full potential in the ever-changing global landscape.
