Lots of Men Are Gender-Equality Allies in Private. Why Not in Public?
Real male allies tend to have three things in common as agents of organizational change. Debra Meyerson and Megan Tompkins’s research, using the National Science Foundation’s ADVANCE program at the University of Michigan, finds that allies need three traits in order to create institutional changes to support gender diversity. First, as majority stakeholders, they have insider knowledge of the organization. Second, they show genuine understanding of the cost of inequality for everyone (not to mention the organizational bottom line). Finally, they demonstrate an honest commitment to what is right and just.
Too often, men find themselves in a situation where a male colleague makes a sexist comment or joke in a group of men and women. They feel the awkward discomfort, fully grasping the inappropriateness of his remarks. In this context, men too often look to see how a female colleague reacts, as if requiring confirmation that she was offended before bothering or daring to say something. Real male allies act at this point. Yet being in groups often inhibits action...