To shift the dial on gender, men need to show up differently

Research* shows that men grossly overestimate their allyship for women — and that the work of creating gender equality to date has largely been left to women. 

Presented by People Measures

Leaders and boards have a responsibility to create equitable and inclusive environments in organisations. But many male leaders have not been playing an active part in making progress on workplace gender equity — not because they don’t want to, but because they don’t know how.

Gender inequity is costing the Australian economy an estimated $128 billion, according to Deloitte’s Remaking the Norm report.

The system needs to change. For that to happen, male leaders (including board members) need to exercise leadership on gender inclusivity, equity and equality.

Research* shows that men grossly overestimate their allyship for women — and that the work of creating gender equality to date has largely been left to women.

DEI (diversity, equity and inclusion) has been widely acknowledged as both a moral and business imperative. Evidence shows that there is a causal relationship between increasing the proportion of women in leadership and subsequent improvements in company performance. Still, gender inequity continues to be a widespread problem. It touches individuals, communities and workplaces.