Male managers are in a central position to influence organisational cultures. Here is a checklist of advice you can give a male middle manager who wants to become more gender aware:
- Monitor meetings closely for potential gender bias. Think about ways to ensure that women are being heard and be aware that women might express themselves differently to men.
- In hiring and promotion decisions, keep in mind that assumptions we make are not always correct. Check your own assumptions and alert others to the assumptions they make.
- Mentor and sponsor a woman by not only providing advice but also encouraging her to take developmental assignments.
- Make sure that your panels are not men-only but fully represent the talent of individuals. Find women experts!
- Monitor how you and others speak about and to women. Check which metaphors are used or even exclude them completely. Reflect on alternative language that could be used.
- Demonstrate support for women, for instance by attending women’s group meetings, and take responsibility for gender parity.
- Do not hide outside work commitments. Talk about them.
- Reserve a few minutes every day to reflect on how gender might have played a role in your work day. Did you experience or notice any discomfort in you or others? What went well? What would you do differently?
Elisabeth Kelan is a chaired professor of leadership and the director of the Cranfield International Centre for Women Leaders at Cranfield School of Management.
