How Male Allies Can Support Women for Gender Equality In The Workplace [Book Review]

This week is International Women’s Day, a global day celebrating the social, economic, cultural and political achievements of women. It also marks a call to action for accelerating gender parity.

In recognition of International Women’s Day: Today I’m going to address a relevant topic by providing a brief book review that talks about Allies.

The book is called: One: How Male Allies Support Women for Gender Equality.

In todays show I discuss several things including:

  • What Allies are and some of the challenges this book raises when talking about them
  • The role of Allies in promoting gender parity in the workplace
  • The 4 key prejudices that female leaders experience in the workplace and much much more

Here’s some of what I share in the show:

International Women’s Day is fascinating:

I explain why some people can misunderstand International Women’s Day:

“International Women’s Day is fascinating for me because my observation is that some people feel that International Women’s Day is a day for women by women and others who feel that International Women’s Day is for everyone who wants to celebrate women and accelerate gender parity. This question is answered by the website for International Women’s Day which says…”

 The Pursuit of Gender Equality is not a “women’s problem”

I describe how a clear message of the book is the cooperation required for gender equality:

the book has a very positive, clear message which is that the pursuit of gender equality or gender parity needs the cooperation of men and women in the workplace, furthermore the book argues that success in the workplace is not a zero sum game. It’s described as win win”

The 4 key prejudices that women leaders experience in the workplace

I describe the 4 key prejudices that women leaders experience in the workplace and how we should look for them:

“the book highlights the 4 key prejudices that women leaders experience in the workplace, these are identified as assumptions or stereotypes … I would encourage everyone to ask themselves if they have experienced, observed or even committed any of these prejudices in the workplace”

Show Notes

International Women’s Day Website

One: How Male Allies Support Women for Gender Equality: Strategies, Ideas and Stories for Leaders to Partner Together

Harvard Business Review: “The Men Who Mentor Women”

My PhD Thesis

About Julie Kratz

Intersectionality, Discrimination & Employee Resource Groups

Delivering through Diversity: A Review Of The Follow Up Study To “The McKinsey Report”

Why Diversity Matters: A Review of the “McKinsey Report”

Click here to tell me the 3 things you want me to cover on this podcast

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences