A recent article published on Psychology Today, titled "Breaking Down Biases: Men as Allies for Women in Leadership," highlights the importance of male leaders stepping up as allies for gender equity.

At Be Braver, we recognise that when it comes to Gender Equity, like all areas of learning and development, we need two critical ingredients to create change.

Spaces for connection, self awareness, and reflection. For both men and women. To explore the challenges and opportunities it presents at a personal and individual level as much as at an organisational and business level. We will only ever be motivated to difficult things when we know why it matters. To our own values and model of leadership.

We also need a courageous mindset and practice. To ask the difficult questions and persist in turning our awareness in to action. And again when it fails.

We know from research that often the challenges that get in the way of allyship can be as much about internal barriers as they are external. Fear of getting it wrong, being judged, causing offence, making a mistake. It takes courage to take action that is uncomfortable and uncertain. Where there is a risk we might not get it right.

Yet the risks of not trying, when avoidance perpetuates that which is unbearably costly for half the population, makes the greater risk, doing nothing.

This blog looks to demonstrate how applying one of the Be Braver Courage Frameworks is crucial to exploring the ways courageous male allies can foster a more inclusive and equal future.

1. Clarity: Gain a clear framing of the purpose, meaning, and intent of what equity means to you as an individual. Personally and professionally. Understand that the purpose is to explore how men can support and advocate for gender equity and eliminate biases. Assess how this topic aligns with your values and the importance you place on promoting equality and inclusivity so you can articulate it clearly. And with pride.

2. Opportunity: Explore and appraise the potential imagined and unimaginable outcomes that can result from men actively becoming allies for gender equity. Consider the positive impact on workplace dynamics, individual growth, and societal progress that can arise from increased support for gender equality.

3. Understand: Connect the opportunity costs of not actively supporting gender equity to the clarity of purpose and values. Recognise the importance of understanding the barriers, experiences and biases that women face in their personal and professional lives. By understanding these challenges, you can better appreciate the value of advocating for gender equity and the benefits it brings to all individuals and organisations. Recognise your privilege. Ask. Listen.

4. Risks: Consider the risks of inaction and indecision regarding gender equity, as well as the risks associated with actively engaging as an ally. Reflect on the potential negative outcomes of perpetuating biases or remaining silent in the face of inequality. Your role as a leader. Evaluate the risks of potential backlash or discomfort that may arise from challenging the status quo.

5. Audit: Take a full appraisal of the resources, timing, and connections available to men who want to be allies for gender equity. Consider the personal knowledge, skills, and influence that can be leveraged to support gender equality efforts. Identify potential limitations, such as biases or lack of awareness, and explore ways to address them.

6. Generate: Develop a plan for what needs to be in place before and after taking action as an ally for gender equity. This may involve educating oneself on gender-related issues, asking women engaging in self-reflection, and seeking opportunities to amplify the voices of women. Consider the potential impact of allyship on personal relationships, workplace dynamics, and broader social change.

7. Engage: Be mindful of engaging with the emotional, systemic and interpersonal connections involved in supporting gender equity. Acknowledge the experiences and perspectives of women, listen actively, and empathize with their struggles. Engage in open and respectful dialogue to foster understanding and collaboration. Take actions that actively challenge biases and create an inclusive environment.