was successfully added to your cart.
gender equality in the workplace, training leaders, male allies, leadership training

ONE Call to Action

By | Communication, Diversity, Gender Equality, Leadership | No Comments

The day has finally arrived.  ONE:  How Men and Women Partner for Gender Equality, is available!  And, you can be the first to get your copy here.

We’ve touched on the key strategies throughout this series – Heart, Story, Speak, and Work-Life – for male allies to engage with women leaders to support gender equality.  There are great male allies out there that have shown us what good looks like, and we need to multiply our male allies.  Those featured in ONE – and those you know – are not enough.  We need more.

Positive peer pressure works.  Spread the word to other potential male allies on the fringe, who want to help support women (but may not know how).  For organizations looking to encourage male allyship, focus on what you will do to create positive change.  If you do not have a male ally group, form one.  If your organization has a women’s professional development group, invite men to participate.  Men and women, get curious to learn from one another.

Organizations embracing male allies outperform those that do not.  You are leaving money on the table if you are not facilitating male allyship.  Becoming an ally is a journey.  From our research, we found organizations with gender equality offer these best practices:

  • A culture setting gender equality, inclusion, and diversity as a nonnegotiable belief, and acts as a basis for “fit” with the organization
  • Goals to improve gender equality as a part of their strategic plan, with full transparency of statistics by gender for leadership roles and pay
  • Women’s professional development groups that include male allies (and have a budget)
  • Accountability for behaviors to support gender equality: heart, story, speak, and work-life

Call to Action

Our goal in writing ONE was to create a call to action for more male allies to engage with women for gender equality, and for more women to engage with male allies for support (personally and professionally).  Men, if you believe in equal rights, it is time to step up.  Channel the women you empathize, learn HERstories, speak up with them, and do the fair share.  Be their mentor, sponsor, advocate, coach, advisor… whatever role that benefits them and is aligned with your strengths.  Women, start the dialogue, share your story, speak up with men, and practice self-care.  We’ll leave you with this Male Ally Challenge: share our mantra below on social media using hashtags #maleallies, #genderequality, #femaleadvocacy, #ONE, and #heforshe.

Our Mantra

I believe in gender equality.  I believe women and men, partnering together for gender equality, is what is best for all humans.  By collaborating together, we will improve the lives of future women leaders and girls who will grow up in a world where anything is possible.  My voice matters.  I make choices every day supporting gender equality.  We are all in this together.  I commit to supporting male allyship.  We are stronger together.  We are ONE.

To spread the word on the importance of male allies, post your stories and thoughts with these hashtags:  #genderequality #ONE #heforshe #maleallies #femaleadvocacy.

Order your copy here and we will include a commemorative bookmark with our mantra for a limited time.

gender equality in the workplace, training leaders, male allies, leadership training

Sneak Peak…PART TWO: How Women Partner with Male Allies for Gender Equality

By | Career Game Plan, Coaching, Diversity, Gender Equality, Leadership, Talent Retention | No Comments
Only one more week until our new book, ONE:  How Male Allies Partner with Women for Gender Equality, is available!  And, yes you can pre-order on our website here.
This blog features a sneak peak of the women’s strategies part of the book, with exclusive content from our research and interviews with successful women and male allies.  For the next wave of gender equality, it is critical that women engage men.
The four key areas where women partner with male allies partner for gender equality are by:
  • Starting with the WIIFM (what’s in it for men)
  • Sharing their story with men
  • Speaking up WITH him
  • Practicing self-care
Start the Dialogue with the WIIFM
WIIFM:  What’s In It For Men.  Catalyst, the Pew Research Center, and many other credible sources spell out the clear competitive advantage gender diverse leadership teams have – business performance.  When there is gender equality in organizations, teams thrive and profits are on average 16% higher.  While men care about women, we all can get behind actual proven statistics to support a partnership across men and women to make this happen.  When women start with the why for the organization and for the male ally, men listen.

Read More

gender equality in the workplace, training leaders, male allies, leadership training

Sneak Peak…PART ONE: How Male Allies Partner with Women for Gender Equality

By | Career Game Plan, Coaching, Diversity, Gender Equality, Leadership, Talent Retention | No Comments

As we shared in our last post, we are thrilled that our new book, ONE:  How Male Allies Partner with Women for Gender Equality, will be available early October!  Our next three blogs will feature sneak peaks of the new book, with exclusive content from our research and interviews with successful women and male allies.  For the next wave of gender equality, it is critical that men are involved in the movement.

This post will unpack the four key areas where male allies partner with women for gender equality are by:

  • Channeling the women they empathize
  • Asking for her HERstory
  • Speaking up with her
  • Doing the fair share

Channel the Women You Empathize

Think About What You Want for Your Daughter, Mother, or Spouse.  Male allies shared incredible insights into the strong women in their lives that they cared about, and acted as a source of inspiration to transfer that care and compassion to other women.  These men often were selfless in their gives of mentorship, sponsorship, or in how they managed women.  They saw them as humans just like them, and did what anyone would do.  They downplay their extraordinary efforts as ordinary, yet as I shared this with women, they responded that they wished there were more men like this.  Male allies, although all around us, are more of a rare breed than they realize.  Our belief is that these men see themselves as “normal” because they have channeled the strong women in their lives subconsciously, seeing the women they work with as extensions of their “normal” reality.

Read More

gender equality in the workplace, training leaders, male allies, leadership training

Sneak Peak…ONE: How Male Allies Partner with Women for Gender Equality

By | Career Game Plan, Coaching, Diversity, Gender Equality, Leadership, Talent Retention | No Comments

We are so excited to announce that our new book, ONE:  How Male Allies Partner with Women for Gender Equality, will be available early October!  Our next four posts will feature sneak peaks of the new book, with exclusive content from our research and interviews with successful women and male allies.

In working with successful men and women leaders throughout my career, and in my research, there is a clear and integral role for women helping one another, as well as the importance of men supporting women.  We rarely recognize the “male allies” behind successful women, and this book is intended to help men and women understand the importance of “male allies,” and also to provide strategies, tools, and ideas for women and men to partner together for gender equality.

From our research, we believe that feminism failed to produce results because it was negatively perceived as “man haters” and left out 50% of the population in its cause.  Now is the time to showcase examples of what good looks like, and the man’s role in creating positive change.  As many of the male allies we interviewed said, it’s the small things that make a big difference.  From everyday men in business, to men in academia, to executive women leaders, to bestselling authors, to Ted Talk speakers, we interviewed dozens of extraordinary men that have done ordinary, and extraordinary things to support women.

This is not a tug of war; it’s not a zero sum game.  We all stand to benefit when we welcome men into the conversation about gender equality.  We’re not going to solve this problem as women alone.  We need the support of male allies to win together.  And, as we found in our research, there are benefits for both women and men.  It’s a win-win.

There are four key areas that we believe holistically represent what male allies do to support women and what women do to engage male allies.  It truly is a collaboration across genders.

  • Heart: How Men Channel the Women They Empathize, and How Women Start the Dialogue with the WIIFM
  • Story: How Men Ask for HERStory, and How Women Share Their Story
  • Speaking: How Men Speak up with Her, and How Women Speak Up with Him
  • Work-Life: How Men Do the Fair Share, and How Women Practice Self-Care

Read More

gender equality in the workplace, training leaders, male allies, leadership training

Retaining Women Leaders

By | Career Game Plan, Coaching, Gender Equality, Leadership, Talent Retention, Training | No Comments

We’ve been writing and sharing data that continuously supports that when organizations have more women in senior leadership positions and on corporate boards, performance increases.  Yet, as organizations are initiating women’s groups, diversity officers, and inclusion initiatives, the numbers of women at the top continue to stagnate.  In my research for our new book, ONE:  How Men Partner with Women for Gender Equality, I found that strong women leaders often have access to sponsors and mentors, and many of them are men.  These women leaders believe strongly in the purpose of their work, and the positive impact it has.  We also found another pillar focused on coaching.  Managers of strong women leaders coach them, provide real-time feedback and help her be her best possible self.  They do not solve her problem for her, they help her self-discover her own plan forward.

To increase gender equality at the highest levels of organizations, we must engage women in other ways.  In this post, you will learn proven strategies from our research that outlines these three pillars.  To retain top female talent, leaders focus on:

  • Improving access to sponsors and mentors
  • Aligning their value and purpose with their work
  • Coaching women to success

Read More

Diversity is a candid conversation.

Start the Dialogue.

  • Get our guide, The 5 Questions to Start the Gender Equality Conversation.