How Men Can Be Better Allies to Women in the Workplace

The workplace is a complex ecosystem, one where gender dynamics often play out in subtle but significant ways. While progress has been made toward gender equality, women—especially women of color—continue to face systemic barriers, from unequal pay to limited opportunities for advancement. Men, as key stakeholders in this system, have a unique opportunity to step up and become better allies. But what does that really mean? And how can men move beyond good intentions to take meaningful action?

Challenges women face in the workplace

First, let’s talk about what type of challenges women are up against in the workplace and why allyship matters. Research shows women are 50% less likely to receive callbacks despite identical qualifications, face significant pay disparities for equivalent work, and are 18% less likely to be promoted to management roles despite comparable performance. Beyond these quantifiable inequities, women are often interrupted more frequently, called “aggressive” for behavior that’s praised in men, and have their expertise constantly put into question. These compounding factors create obstacles at every career stage – from hiring and advancement to day-to-day workplace interactions.

Why allyship matters

These challenges not only hinder individual careers but also have a significant impact on business and culture. McKinsey & Company found that companies with more gender diversity at the executive level are 21% more likely to financially outperform their less diverse competitors. Their research further revealed that this performance advantage grows progressively stronger as female representation increases. Allyship is critical to dismantling these barriers, fostering inclusive workplaces, and driving both business success and cultural progress.

Allyship is about actively supporting and advocating for those who face systemic barriers in the workplace and society. It involves recognizing your own privileges and using your position thoughtfully to help create positive change. But here’s the catch: privilege is blind. Many men don’t see the barriers women face because they’ve never had to navigate them. That’s why we’ve created this guide for meaningful and effective allyship.

How men be better allies to women in the workplace:

1. Listen to your women colleagues: It’s so important to listen to women’s experiences and learn the particular challenges your colleagues face. The more you can tune in to your colleague’s experiences, the more you will be able to stand up for what is right.
2. Challenge bias and microaggressions: From offhand comments about a woman’s appearance to assumptions about her role (e.g., mistaking a female executive for an assistant), bias and microaggressions are pervasive. Don’t stay silent when you witness them. Speak up, even if it’s uncomfortable.
3. Give credit where it’s due: It’s an all-too-common occurrence that a woman will suggest a great idea in a meeting and will be dismissed, for only minutes later a man will be praised for saying the same idea. If you’re in a meeting and a woman makes a great point that gets ignored, don’t let it slide. Repeat her idea and give her credit. This simple act can help ensure that women’s contributions are recognized and valued.    
4. Offer mentorship: Take an active role in developing female talent by offering guidance, sharing your network, and creating pathways to leadership opportunities. Whether through formal mentoring programs or informal coaching, your experience and advocacy can help bridge the leadership gender gap and strengthen the talent pipeline.
5. Champion systemic change: While company policies promoting gender equity are important first steps, real transformation requires sustained advocacy and action. Push for concrete policy changes that address systemic barriers, from parental leave and flexible work arrangements to equitable promotion processes. Advocate for comprehensive training programs that help employees understand and actively support these policies. Most importantly, hold leadership accountable for turning written commitments into measurable progress.

Being an ally isn’t about being perfect; it’s about being proactive. It’s about recognizing that gender equality isn’t just a women’s issue—it’s a human issue. And it’s about understanding that men have a critical role to play in creating a workplace where everyone, regardless of gender or race, can succeed.

So, men, the ball is in your court. Listen, learn, and take action. The women in your workplace—and the future of work itself—will thank you. 

Want to get involved? Email us at thinktank@hbanet.org and discover how you can help create a healthcare industry where women thrive.