Why do we need allies?  

Allyship in any context is important as it plays a major role in dismantling oppressive systems that keep marginalised groups in their place. Those who are in a position of privilege, or have some form of advantage, must recognise how they can be more active in accelerating progress for those who do not.  

Male allyship, specifically, is essential to achieving gender equality as it helps to close the gap created by societal prejudices. It has been estimated that it will take 136 years to close the gender gap, and women cannot do this alone. Male allyship has been shown to increase both respect and support, whilst reducing feelings of isolation. It is also essential to career progression – progress towards female equality in leadership roles is accelerated when men act as allies.  

However, this doesn’t just benefit women; there are multiple advantages for men who engage in allyship. A study by Boston Consulting Group has found that both men and women have a more positive outlook towards their organisation’s progress when men have actively engaged in gender diversity and inclusion efforts. This further proves that having a culture of allyship will contribute to an overall happier and more collaborative workplace which benefits everyone involved. The preconception that allyship and feminism as a whole only benefits women couldn’t be further from the truth, as evidenced above.  

How to be an effective ally  

There are multiple ways in which men can be effective allies to women, in the workplace and beyond. Whilst a lot of men may think they are good allies, evidence suggests they could be doing more – 77% of men state they are doing all they can whilst only 41% of women agreed with this statement.  

A big way that men can help women to accelerate in the work place is sharing opportunities. The ‘pass up and pass on’ strategy is an amazing way to ensure that female co-workers are receiving the opportunities they deserve. Men can partake in this by turning down opportunities they know their female colleagues would be better suited for.  

Similarly, it is important to celebrate your female co-workers’ achievements both publicly and privately to ensure they receive the recognition they deserve. A major place women lack recognition is the non-promotable workload. It has been found that women are 48% more likely to volunteer for tasks that benefit the organisation but don’t contribute to their own career development. Therefore, it is essential that men do their fair share of these tasks to ensure equal recognition and opportunities for professional advancement.  

It is not enough for men to simply not be sexist; they need to actively be calling out sexist language and behaviour. Men have a certain power and privilege associated with their gender, meaning other men are more likely to listen to a male voice than a female voice. It is important that men use this power to criticise others for their sexism and to encourage them to reflect on their behaviours. Don’t shy away from difficult conversations with other men – fear and apathy are the leading reasons preventing men from speaking out. Calling out sexist behaviour can be intimidating, especially in male social circles, however the more it becomes normalised the easier it will be going forward.  

Education is also essential here, whether this comes from listening to the experiences of women from them directly or taking the time to self-educate on important issues. Emotional labour is a significant part of allyship. This education should include intersectionality, as the experiences of women of colour and queer women are crucial. Another great way to improve male allyship is to educate boys from a young age. This way, it becomes inherent to men as they grow up and not a conscious decision they have to make. Again, normalising these conversations and behaviours will only accelerate gender equality and progression.  

Types of allyship to avoid 

Authentic allyship demonstrates a genuine attempt to advocate for those who lack certain privileges and help them access said privileges. Many men believe themselves to be authentic allies already, however there are many types of allyship that may be detrimental to the cause. Remember, allyship is not about you but how you can use your privilege to help others! 

For instance, performative allyship is driven entirely by self-interest as it requires men to do just enough to avoid being labelled as sexist, whilst doing little to challenge existing sexist ideals. This only benefits the ‘ally’, and actually has a negative impact on the cause. The point of allyship is not to receive gratification, but to recognise the positive impacts you can make to help a marginalised group. This is a great example of actions speaking louder than words - real steps to engage with gender equality must be taken.  

Heroic allyship is equally as harmful. Having a saviour complex and believing that women need to be saved only further disempowers them and presents women as depending on men. This does the opposite of creating equality; supporting women and trying to save women are entirely different things.  

Allyship as a way to avoid scrutiny for previous behaviours is self-protective and denies all accountability. Some men will partake in this to compensate for previous sexist actions on a surface level, whilst refusing to acknowledge and apologise for their mistakes. Taking accountability may be difficult, however it shows a great amount of courage and growth. It’s okay to make mistakes! Learning from them is what counts.  

A final point to consider is allies who over-estimate their own behaviour yet do very little for gender equality. This is different from performative allyship as these men genuinely believe they are doing all that they can without recognising the full extent of gender disparity. To reiterate, simply not being sexist is not enough anymore! Allies have to educate themselves and actively promote social justice and gender equitable policies.