Sanele Mlambo | Head | Marketing | Empact Group | mail me |
As we celebrate women’s month in South Africa, this is a time to reflect on the pivotal role male allies can play in amplifying women’s voices in the workplace, particularly in leadership roles.
With a workforce comprising 70% women, our organisation stands as a testament to the power of female voices in the workplace. However, true gender parity requires the active participation and support of male colleagues and leaders in every organisation for it to be truly effective.
The pivotal role men play in creating an even playing field in the workplace
Women often face systemic barriers that inhibit their professional growth and prevent them from reaching leadership positions. These barriers can manifest as gender bias, unequal pay, and limited access to mentorship and sponsorship.
You will not be hard pressed to find a woman who has firsthand experience of her voice being marginalised in the workplace, or having her contributions undervalued, leaving her potential untapped. Overcoming these challenges requires a concerted effort in resetting company cultures and practice; particularly from male allies in leadership roles who play a crucial role in creating an inclusive and supportive workplace culture.
Whilst there have been significant strides in implementing this shift, there is still work to be done and it is within this context that male allies can adopt essential strategies and actions to amplify women’s voices and drive gender diversity in leadership roles.
Key strategies for male allies
-
Listening and valuing women’s perspectives
Start by genuinely listening to female colleagues and valuing their input. Create spaces where women feel safe voicing their opinions and concerns; then ask questions to gain meaningful insights which can lead to real change.
-
Public support and recognition
Thunder stealing is alive and well unfortunately. Publicly recognise the contributions of female colleagues in meetings, through internal communications, or on social media. When male leaders highlight the achievements of women, it not only boosts individual morale but also sets a standard for others to follow.
-
Creating opportunities for visibility
Men in leadership positions can use their influence to provide women with platforms to showcase their skills and expertise. This might include recommending women for high-visibility projects, inviting them to speak at conferences, or nominating them for awards. These actions can significantly enhance the professional profiles of female employees, paving the way for their advancement.
Mentorship and sponsorship
For male leaders to actively support and amplify women’s voices, they must move beyond passive endorsement and engage in proactive measures.
Mentorship and sponsorship are critical in achieving this. Mentorship involves those in leadership roles guiding and advising colleagues on their career paths by sharing their experiences, offering career advice, and helping navigate workplace challenges. This personal investment can make a significant difference in a woman’s career trajectory.
Sponsorship goes a step further by advocating for women in decision-making circles, using clout to recommend women for promotions, strategic roles, and leadership positions. This active endorsement can open doors that might otherwise remain closed to women.
Creating inclusive environments
An environment where everyone feels valued and able to contribute only happens when people are intentionally working towards creating them. True inclusivity only comes about by implementing bias training, which educates employees about unconscious biases and helps create a more supportive environment for women.
Promoting flexible work arrangements, such as offering flexible hours or remote work options, can help women balance professional and personal responsibilities. In the same way, encouraging diverse teams in terms of gender, ethnicity, and background leads to richer discussions and better decision-making.
Breaking gender stereotypes
Stereotypes about gender roles can hinder women’s progress in the workplace, and male leaders have a significant role in challenging these stereotypes.
Diverse leadership teams are proven to make better decisions and drive more innovative solutions. When stereotypes are dismantled, it opens the door for a wider pool of talent to rise to leadership roles, enhancing the organisation’s overall performance.
Women often face scrutiny about their ability to balance work and family life, the most persistent stereotype is that women cannot be both effective leaders and committed mothers. Leadership support can make a significant difference in changing these perceptions by advocating parental leave for both genders, encouraging men to take parental leave helps to normalise the idea that both parents can share caregiving responsibilities.
Companies can implement policies that make it easier for mothers to thrive in leadership roles. These might include on-site childcare facilities, which can alleviate the stress of balancing work and family responsibilities.
Offering flexible work schedules allows mothers to manage their time more effectively, and return-to-work programs can help women transition back into the workforce after maternity leave, ensuring they don’t miss out on career advancements. Highlighting successful working mothers within a company can also inspire others and change perceptions.
Male leaders championing gender diversity
Sometimes we only become aware that an environment is lacking when we move on or compare notes with someone else.
Remarkable champions for gender diversity do exist, our own CEO Alan Quinn is among them. Under true gender equality focused leadership, a significant increase in the number of women in leadership roles can be observed.
An effective leadership approach includes establishing mentorship programs that pair male leaders with female employees to provide guidance and support; and implementing inclusive policies that promote gender equality, such as equal pay initiatives and anti-discrimination measures.
When a CEO uses his platform to speak about the importance of gender diversity, both within the company and in the industry at large, his active advocacy sets a powerful example for others to follow.
Empowering women through fair and supportive leadership
Fair and supportive leadership is crucial in empowering women in the workplace. When leaders are committed to creating an environment where women can thrive, the entire organisation benefits. It leads to a more motivated workforce, better decision-making, and a culture of innovation.
Beyond women’s month, let’s recognise that achieving true gender equality requires concerted efforts from everyone, especially male allies. By actively supporting and amplifying women’s voices, male leaders can help break down barriers, challenge stereotypes, and create a more inclusive and dynamic workplace.
Together, we can unleash the full potential of gender diversity, ensuring that more women ascend to leadership roles and drive our company towards greater success.
Related FAQs: Role of males in supporting female leadership
Q: How can male leaders support female leadership in the workplace?
A: Male leaders can support female leadership by advocating for equal opportunities, mentoring women and promoting a culture of inclusivity. They can also challenge gender stereotypes and work to dismantle the glass ceiling that often limits women in top leadership positions.
Q: What are some common female leadership styles?
A: Female leadership styles often include transformational leadership, which emphasises collaboration, empathy and empowerment. Women leaders tend to foster teamwork and create supportive environments, which can be different from more transactional leadership styles typically associated with male leaders.
Q: How do gender differences affect leadership characteristics?
A: Gender differences can influence leadership characteristics, with research indicating that women often display more relational and participative leadership styles. While male and female leaders may possess similar leadership qualities, women are more likely to prioritise collaboration and emotional intelligence in their approach.
Q: Why is it important to have more women in leadership roles?
A: Having more women in leadership roles is important because diverse leadership teams lead to better decision-making and innovation. Organisations that promote female leadership can benefit from a wider range of perspectives, ultimately improving performance and employee satisfaction.
Q: How does the concept of the glass ceiling affect women in leadership?
A: The glass ceiling refers to the invisible barriers that prevent women from ascending to top leadership positions. This phenomenon can limit the number of women leaders and reinforce stereotypes about male and female capabilities, making it essential for organisations to actively work against these barriers.
Q: What role does leadership training play in promoting female leadership?
A: Leadership training plays a crucial role in promoting female leadership by equipping women with the necessary skills and confidence to take on leadership roles. These training programs can help women develop their leadership styles and overcome challenges associated with gender biases in the workplace.
Q: How can organisations create a more inclusive environment for women leaders?
A: Organisations can create a more inclusive environment for women leaders by implementing policies that promote work-life balance, offering mentorship programs and ensuring equal opportunities for advancement. Additionally, fostering an organisational culture that values diversity and inclusion can help women thrive in leadership roles.
Q: What is the difference between male and female leadership styles?
A: The difference between male and female leadership styles often lies in their approach to management and decision-making. Male leaders may be more inclined toward transactional leadership, focusing on task completion and performance, while female leaders tend to adopt transformational leadership, emphasising collaboration and employee well-being.
