Most men support gender equity but face barriers to taking action
Executive summary
A long-standing challenge for culture-change practitioners across HR and other functions has been engaging men in efforts to make workplaces more fair and inclusive for employees across genders. We commonly hear that men feel left out or left behind, are unaware of structural inequities, and think that addressing differences only perpetuates difference. As a result, some people question whether men are interested in and support the idea of gender equity.
The data paint a very different picture: Our latest research with over 5,000 men from nine countries and more than 12 industries shows that the overwhelming majority of men do want to close gender gaps at work — but messages about how men should behave in the workplace discourage them from taking action. This report reveals how pressure to conform to harmful — yet pervasive — stereotypes about masculinity are linked to men’s decreased engagement in gender equity initiatives, despite their personal agreement with initiative goals. This is an alarming situation for organizations and culture-change leaders who spend considerable time and resources carefully constructing and implementing these initiatives to drive critical outcomes like employee engagement, productivity, and intent to stay.
Addressing the gender stereotypes that men face is essential for the success of organizational efforts to create a workplace where all employees can attain their full potential, as true gender equity accounts for the different gender-based barriers and advantages people experience. Understanding workplace messages about masculinity and how they box men in and get in the way of men’s full engagement in gender partnership is critical for leaders who want to implement culture change programs that both engage and benefit people across genders. The result will be well worth it since gender equity is key to progress for women and everyone.
Read the report to discover tools and actions to channel men’s interest in gender equity into action.