What is male allyship and how can companies do more?

From the conversations being had around the subject it is obvious that although not a new concept, male allyship is something that needs more attention. 

There are still plenty of issues regarding women’s career progression, the glass ceiling, the gender pay gap, and gender equity, but one thing is clear: they are not women’s issues to solve, they are everybody’s issues to solve.

There is a difference between saying you are a supporter of women’s career progression and then actually taking action to show your support. But if you do believe in equal opportunities then it’s your problem to solve and steps need to be taken. 

Luckily, you don't have to do it alone as the more people on board the equity train the better; and the easier it will be to find the solution. 

What is an allyship?

For those that like definitions, the Oxford dictionary states that, ‘to be an ally is to unite oneself with another to promote a common interest. In an alliance, both parties stand to benefit from the bond or connection they share.’ Which only reinforces that this isn't a women's only issue. 

It’s about working together to achieve gender equity in the workplace. For too long there have been ‘boy’s clubs’ that women aren't privy to and missed opportunities that women haven't had access to. Being discriminated against because they started a family, wanted to work more flexible hours, or have had some time away from work. 

Even working in a male dominated environment and feeling like they have to wear a mask to work or change who they really are. Simply so they don't get labelled aggressive, difficult, or emotional. Plus they have to work even harder to fit in or get a look in for that next promotion.

Although the tables are turning, they still haven't done a 360, so there is still a lot of work to do. One of the ways to combat stereotypes, bias and derogatory behaviour is through education and awareness… which is where male allyship comes in.

Discrimination still exists

There are men out there who are already very supportive of their female colleagues, men who think they are supportive, and men who want to be more supportive. 

There are also men who don’t get it. They have convinced themselves that they don't need to as someone else will do that (usually women), and there are men who don’t want to. Their sexist beliefs are so ingrained that they wouldn't even condone any type of work around gender equity. Now they might be good at talking the talk and ticking the right boxes but deep down they just don't believe that women can do, be, or have the same things as men.

What can you do?

If you are faced with male colleagues, maybe more senior to you, that are not onboard with male allyship or supporting women’s career progression, don't give up. This is the time to think about things differently. 

People sometimes need to hear things on repeat and in different ways for it to sink in. This won’t work for everyone but if a collective of voices are singing the same tune, then that song is even louder and pretty much impossible not to hear. 

Collaboration. Find those allies that want to learn the words and sing with you. 

Where do we start?

It’s about awareness. Not everyone knows what they need to do or say to be better allies, so education is key. 

Creating a safe space to explore beliefs, expectations, unconscious bias, and sometimes very conscious biases that are out there is fundamental. As for real change to happen, pointing the finger of blame doesn't work. It makes people defensive and then nothing changes, or things can even get worse than they already are.

The four types of ally

Allyship and education is such a powerful way to combat all of this.  

There are 4 different types of allyship and by understanding them it’s easier for companies and their people to be better allies and support others to do the same:

Interpersonal: relationships with women.

This is the usual and most common. Where men are line managing women, or women are line managing men at work, this relationship between colleagues and peers is a great way to start an allyship journey. They make it easier to ask questions, listen to experiences, and provide support in that context.

Public: when you become a Proactive ally.

You are still supportive and listening to your female colleagues, but you also start to challenge things when you see it happening. You are aware that you are a role model for others and that this can make a huge difference in how women are treated and how men behave in the workplace.

Systemic: when you become an Advocate for organisational change.

You know that in order to create real long-lasting change for all women, it starts with changing cultures and shifting organisational practices, policies, and procedures. You start to analyse them and fight for changes across the company and beyond.

Performative: when you are being an ally to look good and tick that box. 

Going on the allyship and unconscious bias training or even ‘banter’ training (yes, there is such a thing) to show that you are someone who supports women, but after the training has finished you don't spend another minute thinking about it and you’re back to business as usual. 

This is the type of allyship that shouldn't even be classed allyship.

Are you an ally?

Have a think about the allies that you know or work with - where do they fall? Maybe they are ready to do more and move into a new allyship role to make a bigger impact and difference at work?

And where are you? 

Being a woman doesn't automatically make you an ally, far from it. There are women who aren’t using their own positions and power to support their female colleagues when it comes to career progression - in fact, there are women who are actually hindering their female colleagues.

However and wherever you fit you can always play a part: by paying attention. Everyone can pay attention and notice what is happening. You never know you might just save someone's career or support them to achieve their full potential.

The big picture

This can’t all be put on individuals to do by themselves. Companies need to promote all of these types of allyship because everyone is different and at different stages of their journey.

What is important to note though is what Johnson and Smith (2018) found that the evidence shows that when men are engaged in gender inclusion initiatives, 96% of organisations see progress — compared to only 30% of organisations where men are not engaged.

This is not about fixing women. It’s about fixing the systems that create barriers for their progression.

Don’t fix women, fix systems

Here are some things companies can start to think about: 

• Recognise female talent early on

• Offer mentoring/sponsorship for ambitious women

• Promote women when they are not in the room

• Share networks with them / make introductions

• Ask for their opinions / ideas and then listen - to hear and not to fix!

• Get to know them as individuals and their own barriers

• Break the ‘norms’ e.g. ask men to take minutes

And who better to ask what more allies could be doing to support women than women themselves. Here’s the top 3 answers they gave:

• Listening to understand the challenges and barriers women face in the workplace and how this impacts their progression and development

• Offering mentorship for the women in your workplace to guide and support them into senior positions. Share networks and make those important introductions.

• Being inclusive especially when it comes to career progression opportunities, such as re-looking at job specs and criteria and more flexibility with part time and full-time roles especially in more senior and leadership positions.

 Join the conversation

Although there is still work to do to get greater gender equity, there is always a place where you can get involved at a level that suits you. 

Male allyship is all about standing by each other to make sure that everyone thrives.

If you know that your workplace would benefit from extra support for male allies to be educated to grow and support women's career progression even further, then get in touch about the Stand By Me Workshops.

** Gemma is a self-promotion expert and specialises in working with organisations to identify, develop and retain their female talent and encourage senior level progression to close the gender gap. This is through coaching, consultation, training sessions and workshops. She understands the importance of visibility when it comes to women’s career progression and helps ambitious women find their confidence to own and showcase their expertise.  Host of the ‘No More Hiding: Self Promotion at Work’ podcast - click here to listen.

Message her directly to find out more or book a call here. Download your copy of her white paper ‘Visibility At Work: The Importance of Self Promotion for Women's Career Progression here’. **

NB - When we refer to the terms men/women we are including all non-binary, trans and any marginalised genders

How can my company celebrate International Women's Day?

With International Women's Day on 8 March 2021 it's important to have a think about how you and your company will be celebrating.  Here are some ideas that have worked really well for companies in the past and might be things that you haven't considered before and also to bust some myths and obstacles you might come up against when planning your party!

Why celebrate International Women’s Day?

The whole point of IWD is to celebrate all things female.  This includes everything from celebrating women's achievements to raising awareness about gender parity, developing female leadership and supporting those charities and others that work on female focused activities.  

Did you know that It has been going for 110 years since 1911 when the first National Woman's Day (NWD) and gathering happened in the United States.  This was on the back of the 15k women who marched in 1908 through new york city demanding fair pay and equal rights.  Copenhagen followed in 1910 with the first conference for working women. 

The 8th March became a fixed date from 1914 and it was that year women marched from Bow to Trafalgar Square in London.  There is more information on the history of IWD in a comprehensive timeline you can read on the IWD website.  If you are interested in brushing up on your history check it out HERE.

Busting Myths Around International Women’s Day

There are a few myths that surround this special day and I thought this would be a great opportunity to bust them.  And at the same time give you some ammunition if you come up against any obstacles when wanting to mark International Women’s Day at work.

1. Ticked it off the list - job done! 

The first is that if you do one thing on the day then you’ve sorted it for that year. On the whole it's a great start. However Gender Equity is not only a once a year tick box exercise  - please don't think for a moment that if you have organised something to celebrate the women in your organisation then that's it job done.  It is an ongoing process and one which must be considered every day in all areas of the business.  Something that will one day become a default and won't have to be talked about because it will be the norm.

2. It’s only a women’s issue!

The second is that It's only a women's issue - this couldn't be further from the truth.  Male allyship is absolutely crucial and this isn't about men being put on a pedestal and giving special treatment for being an ally. It's about them standing by women, being more than performative allies and supporting them everyday.

3. We don't need a day to celebrate women.

The third myth is that we don't need this day anymore.  Until there is equity for all then we still need awareness days to do exactly that - raise awareness.  People may ask if there is still a need for IWD and of course there is - whilst there is inequality then there is still work to do. 

12 Ways to Celebrate IWD

Here are 12 different, interesting and fun ways that you and your company recognise this day.  I have also taken into account that we are in a global pandemic right now and these things that I will share can all be done virtually!

 

• Personally acknowledge and thank female employees; through a personalised note or card to organising internal networking sessions so that they connect with other women in the company - more important than ever right now whilst in lockdown and working remotely.

• Get social and show your support and solidarity online - give some awesome women a shout out and surprise them or share amazing work that women are doing to make a difference for others.  You can even join the movement and take a selfie with one hand in the air as part of this years theme and tag #ChooseToChallenge #IWD2021

• Review current policies in the organisation - are they fit for purpose or really outdated?  Create a steering group to keep on top of it.

• Host an online event that celebrates the women in your company and maybe get some to share their stories to inspire others. 

• Invest in training, workshops and lunch and learn sessions to support women in areas that they feel they need to know more about and this can also include sessions for the men to support them to better support women and be the male allies needed at work - The Harvard Business Review found there is 96% more progress when men are actively involved in gender parity initiatives at work.

• Support charities that are focused on female activities or female led businesses.  Showcase your support. You could even do something as dramatic as running a marathon or some other challenge that could help you raise awareness and essential funds for these charities. You could do a group challenge through work.

• Organise a speed mentoring session with different leads / senior managers within your organisation - so that women can access time and pick the brains of those that inspire them and build those important stakeholder relationships. 

• Create an inclusive video of the women at work asking them what they would ‘choose to challenge’ within the workplace or with the current juggle that they are experiencing.

• Host an award ceremony recognising and rewarding incredible women for doing their job.

• Facilitate internal networking events for women to build relationships, share experiences and increase the support for everyone.

• Share different literature and resources around female empowerment and female leadership that maybe others cannot readily access.

• And don't forget to recognise the awesome women in your life - a few words of acknowledgement and thanks can go a long way. 

 

This is definitely not an exhaustive list but gives you some ideas - had this been a previous year I might have included decorate the office or throw a party but unless it’s virtual that won't be an option in 2021.  

 

This time last year I was grateful to be facilitating a face to face in person ‘Stepping into Self Promotion’ workshop at a housing association to develop their female leaders. The second one was cancelled because of the lockdown at the end of March 2020.  All was not lost, and we got around to hosting it later on in the year as well as a further two group coaching programmes for female development - all virtual and all a massive success.  So there is no excuse not to celebrate International Women’s Day.  

 

I am super excited that I get to meet a lot more women and men who care about gender equity, through the workshops I am hosting in March for IWD 2021 that connect closely with this years theme #ChooseToChallenge.  

 

The IWD focused workshops include; 

 

> Self Promotion is not a Dirty Word; 

> Self Advocacy Builds Self Promotion; 

> The Importance of Visibility for Women’s Career Progression; 

> How to make Networking Work;  

> Stand by Me: Male Allyship in the workplace (one for the men who are committed to supporting their female colleagues and want to do more).

 

If any of these workshops would benefit your company and its people then get in touch and let’s see how we can make IWD a huge success for your organisation. One that not only impacts your employees through training and personal development, but also builds an ongoing inclusive and diverse culture in the workplace that can only result in more success.

 

It’s time to choose to challenge the status quo and remember that IWD is a day for everyone to come together to fight for equity for ALL women everywhere! 

How will you play your part?

**Gemma is a self promotion expert and specialises in working with organisations to identify, develop and retain their female talent and encourage senior level progression to close the gender gap. This is through coaching, consultation and workshops. She understands the importance of visibility when it comes to women’s career progression and helps ambitious women find their confidence to own and showcase their expertise.  Host of the ‘No More Hiding: Self Promotion at Work’ podcast - clicking here to listen.

Message her directly to find out more or book a call here. Download your copy of her white paper ‘Visibility At Work: The Importance of Self Promotion for Women's Career Progression here’.**

Still hiding: Female introverts avoiding self promotion

There's still a long way to go for women and self promotion

It seems the more I talk about this subject the more people resonate with it. Women are telling me that self promotion is the biggest thing that is holding them back.

And when I talk about self promotion I am not only referring to sales. I am talking about selling yourself. Speaking up and telling others how great you are. Asking for more. Sharing your ideas and opinions with confidence. Using your voice. Being heard.

It would seem that even when women are confident and successful at what they do, there is still an aspect of holding back from sharing that. They just get on with the day job, and hope that those they have impacted and worked with will tell others. And this is a great way of marketing, but it’s not the only way.

I sell confidence.

It is my thing and I love to help women feel more confident and believe in themselves. I not only have to show what I’ve got, and how I do that, but I also have to be confident too. Lead by example. But that doesn’t mean I can’t talk about the times when I am not. I am authentic and what you see is most definitely what you get.

I am not someone that becomes a different person when I walk on stage or has a new persona when I do a facebook live. I am actually quite proud of the fact that when I meet people in ‘real life’ they actually say ‘wow you are just the same’. And that’s because integrity is so important to me. Being who you say you are. Doing what you say you do. I can’t be anyone but me and I think this is the starting place for all women when it comes to self promotion.

You are selling you.

And that is the tough bit for a lot of people, especially introverts who I specialise in working with as they often want to avoid the spotlight or putting themselves in the middle of a massive noisy networking event full of small talk and people they would run a mile from, never mind work with.

A recent study by Lindeman, Durik & Dooley (2019) confirmed what we all think and that’s women worry too much about what others think of them. They go into more detail around stereotypes and the impact of what women want to do, in comparison of what they ‘should’ do, resulting in cognitive dissonance so they don’t promote themselves at all, but it comes down to that dualism - it is almost like we want to stand out, whilst wanting to fit in.

So where does that leave women who need to promote themselves?

The obvious answer is to forget what people think about you - but it isn’t as easy as that as this forms part of the belief system you hold about yourself created over your entire lifetime. So what is needed is to look at that cognitive dissonance between wanting to stand out and also belong, unpick those beliefs and start to form new ones in order to actively enjoy promoting yourself with the knowledge that it can only help others when you do. That it’s not all about you.

Then we have other obstacles that creep in like imposter syndrome and self doubts which can be tackled in the same way. In other words; self awareness is key to growth. Learn three proven strategies to be more confident with self promotion which I know has already helped so many women get started and feel good about it.

Promotion is serious business

If no one knows what you do then no one will buy - it is that simple. But you don’t have to do what everyone is doing and I think that in itself often puts women off too. Yet we are led to believe the opposite to be true; and whilst watching others we think we have to be like them to be heard or stand out. But it doesn’t have to be this way.

Isn’t it time we started testing our own theories, experimenting and seeing what works for us? But to do that you have to start talking about YOU.

International Women’s Day

We are celebrating International Women’s day and celebrating ALL women around the world, there are still areas that need to be addressed. Not only equality in general, the gender pay gap, sexual exploitation, but also how we view ourselves. Where do we as individual women fit into this big picture on a day to day basis.

I know so may women who don’t know how amazing they are. They just don’t see what I see. And that’s why I love to be able to open their eyes and unlock all their power and potential. Women need to see the positives in promoting themselves in an authentic way that feels good to them. It doesn’t have to be the way ‘promotion’ has always been or always been seen - but can be fun and meaningful for everyone.

The more women can look inside themselves and make those changes they need to make to step up and speak out - then the more other women will be inspired to do the same.

This is the most important step as a female leader in your industry; to stand out amongst the noise at a time when the internet seems to be exploding with everyone doing the same thing.

You are not the same - you are unique - now go show them that.

** Gemma Stow works with female leaders who are introverts and are ready to take themselves and their business to the next level.  To find what is getting in the way of putting themselves forward, self promotion and creates a space for them to explore who they really are and who they want to become.  As well as  private coaching using high level techniques including CBT, NLP and MI , she runs Introverts Talk Biz events where women come together to share ideas, struggles and make plans. More info on the next one HERE. Or book in a chat with Gemma if you are looking to increase your confidence so that you can do the things you keep telling yourself you can’t do **