Council Post: Six Ways Men Can Be More Effective Allies For Women In Business

As the president of one of Chicago’s largest restoration companies, I’ve seen firsthand how difficult it can be for women to claim their rightful positions in the business world.

Companies are taking steps to change the way women network and lead, but women can’t be the only ones involved in the effort; men also need to be involved if change is going to be seen throughout the entire organization. According to Boston Consulting Group’s 2017 survey on gender diversity, 96% of organizations where men are engaged in gender diversity initiatives report progress; when men aren’t involved, that drops to only 30%.

As organizations continue to focus on inclusivity, it’s clear that the support of men is more than just “nice to have.” It’s critical. With that in mind, here are a few ways men can be more effective at supporting women in business:

1. Trust.

Men can — and should — trust their female colleagues to get the job done. Too often I’ve seen men shut women down by talking over them or stepping in unnecessarily to take control. I’ve been in a lot of meetings where I am the only woman in the room, and it can be intimidating. If we’re going to make progress within our organizations, women need to be able to take the lead.

Don’t discourage women from joining meetings. Treat them as equal team members, and give them credit for their ideas. Women view the process of executing projects through a different lens, and innovation happens when we’re encouraged to voice our ideas and take control.

2. Listen.

Ignoring women hurts the organization because it silences some of the team’s most creative players. We have great ideas. Let us know you’re listening, and encourage our opinions. Let us be on your team, and make us feel comfortable and valued — not just because you’re forced to be accepting, but because you realize we have something to offer.

3. Be flexible.

Despite efforts to create gender-equal workplaces, “women continue to bear a heavier burden when it comes to balancing work and family,” according to Pew Research Center. This is double-standard that can leave many women feeling like they can never give enough of themselves. From my perspective, this is one of the biggest things that must change in the modern workplace.

Women with families might need more flexibility, and I believe it’s OK to allow them to have it. Offering parents the flexibility to work from home on certain days or when a child is sick is a great perk leaders can provide their employees. I have adopted this where applicable in my company, and though it can be difficult at times, my employees have found this flexibility to be extremely helpful.

It comes down to communication regarding schedules. My staff knows if they communicate ahead of time that they need additional time off or to work from home on occasion, we do what we can to allow this flexibility, such as adjusting their work hours or helping manage their workload.

4. Challenge your assumptions.

Biases and stereotypes can play a big role in how women are perceived in the workplace. This is why it’s critical for all leaders to challenge their assumptions. One of the easiest ways for leaders to do this is by allowing the women on their team to take control and run projects. When someone steps back and allows a woman to lead, they themselves are leading by example.

Even more, women in leadership are described with more negative attributes, such as “inept” or “frivolous,” than their male counterparts, according to a study by the Harvard Business Review. In terms of positive stereotypes, women are usually considered “compassionate,” while men are typically considered “analytical” and “competent.” These stereotypes can have big impacts, so it is important for leaders to broaden their views of women and allow space for them to thrive. Challenge the “traditionally feminine” stereotypes, and the way women are perceived in the workplace will begin to evolve.

5. Respect women’s space.

The #MeToo movement has opened up an important conversation focused on ending sexual violence and harassment. It’s led to many positive changes, especially when it comes to protecting employees in the workplace.

It’s critical that all leaders are cognizant of how their actions could impact colleagues and employees. Build a culture where personal space is respected, and avoid commenting on someone’s appearance. If you see someone behaving inappropriately, report it to your human resources team.

I strongly believe employers should have sexual harassment policies in place as well as staff training regarding the subject. Most importantly, leaders should lead by example and show no tolerance for sexual harassment of any kind. It is important for all employees — men and women — to know and understand the intricacies of harassment, regardless of gender. Creating a culture that takes this matter seriously will help create a safe environment for all employees, and this starts at the top with leaders setting a high standard.

6. Give women equal access. 

Equality doesn’t work unless it permeates a company’s culture. Equal access in its purest form means access to company pay, benefits, perks and promotions. One key way create an equal work environment has to do with salaries. It is critical that leaders provide equal pay to employees. Make sure they know they can negotiate without negative consequences.

Women are not leaving the business arena. As our voices continue to get louder, we need our male counterparts to embrace our positions. Equal rights for women is not a fad — it’s a necessity.

Becoming An Ally To Women

If organizations want to continue to dismantle sexist systems, men need to participate in the process actively and enthusiastically. When men and women work together, we can become more effective at shrinking gender disparities and promoting the rightful place of women in business.