Male allyship is about addressing biases and creating a workplace culture that champions equality for everyone, including gender-diverse colleagues. Here’s how to make this happen:
Reduce gender bias
When we think of gender, we often default to women, but gender bias affects more than just cisgender women. Trans, non-binary and gender-nonconforming employees also face challenges like limited promotion access and subtle everyday exclusions.
Read more: One in 10 LBQ+ women and trans people feel unsafe at work
A trans woman I know was once told: “If you can’t decide what gender you are, how can we expect you to make business decisions?” This type of bias needs to be addressed immediately. HR can help counter it through regular bias training and channels for open conversations about how bias appears day-to-day.
Regularly reviewing job descriptions and promotion criteria can also help HR avoid gendered stereotypes. For instance, my own role as a legal secretary was rebranded as practice assistant to attract more diverse candidates. Additionally, HR can support mentorship programmes for underrepresented groups including people of colour, LGBTQ+ and disabled people, ensuring a more inclusive approach to career development.
Tackle sexual harassment
Sexual harassment remains a major workplace issue affecting both cisgender and transgender women. The Equality Act 2010 now requires employers to take “reasonable steps” to prevent sexual harassment, making proactive HR policies essential. Harassment ranges from unwanted comments to physical advances, and UN Women UK reports that 97% of young women experience harassment in public, with many facing similar treatment at work.
Updating policies is crucial, but regular training refreshers are also key as language and societal norms evolve. HR can enhance the company intranet with resources on identifying harassment, reporting procedures and available support. Encouraging men to be active bystanders by speaking out against inappropriate behaviour is a powerful step in building a safe and supportive workplace.
Call out misogyny
Misogyny is pervasive and can severely impact workplace culture and women’s sense of safety. As a transgender man, I’ve seen firsthand how it feels to be on the receiving end of gender-based discrimination, which has shaped my perspective on allyship.
Read more: Times names top 50 employers for gender equality
With recent developments, such as the National Police Chiefs’ Council describing violence against women as an “epidemic” and calling misogyny a form of “terrorism,” it’s clearer than ever that change is needed.
HR can address this by establishing clear policies to counter misogyny, and by encouraging male employees to actively stand against it. Leadership can help by modelling these values, making it clear that gender discrimination of any form won’t be tolerated.
Encourage language training
Many men feel hesitant to engage in DEI discussions because they worry about saying the ‘wrong thing’. Language training can make a significant difference, giving everyone the confidence to speak up and support one another.
Read more: Why your company needs a gender expression policy
HR teams should make a conscious effort to provide quick and tangible examples, to suit senior leaders who prefer case studies, in my experience as a consultant.
Support equal parenting policies
Equal parental leave policies are a powerful step towards creating a workplace that supports parents of all genders and family types, reduces gender roles and the gender pay gap, and encourages all men to take on active roles at home. By promoting shared caregiving, men may feel more empowered to speak openly about parental responsibilities, which can encourage others to support this policy and foster a more supportive environment for parents within teams. HR teams should also ensure that LGBTQ+ couples aren’t required to adhere to traditional gender roles, such as designating one partner to adopt the ‘male’ role when utilising IVF or surrogacy benefits.
By Tate Smith, founder and director of trans+ DEI consultancy Tate Smith Consulting
