The meteoric rise of allyship as a focus of diversity, equity, and inclusion (DEI) efforts is largely due to employee demands for tangible workplace change in the wake of widespread protests against racism and evidence of deep gender inequities laid bare by the pandemic. Yet, despite a new focus on allyship education and programming, research shows that women and other underrepresented groups see less evidence than men of measurable workplace change.
Research: Men Are Worse Allies Than They Think
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A new study reveals a persistent gap between men and women in their perceptions of how men are truly showing up — or not — in the workplace. This gendered disparity was magnified when survey participants were asked about many of the salient micro-behaviors aligned with allyship for gender equity. Men are also more likely to view themselves and other men as active allies and advocates than women do, but men who participate in allyship programs appear to be more aware of what real allyship action looks like and are more likely to report taking actions to mitigate gender inequity.
Fortunately, there are best practices for closing the allyship gap. First, make allyship an value and priority in your organization. Second, listen and collaborate with DEI and ERG leaders. Third, move from awareness to action. Finally, create a community of allies who share experiences, learn, and grow.
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