Three Practical Actions Men Can Take to Promote Gender Equity
By Jimmie Briggs
Gender equity benefits everyone when men actively participate in shifting norms, practices, and power dynamics. This isn't about grand gestures; it's about consistent, concrete actions that change the everyday realities of work, family, and community. Below are three practical, transferable steps men can start taking today, with room for reflection and adaptation across contexts.
“Allyship is a daily practice, not a title.”
That mindset invites humility and accountability. It means listening more than speaking, centering voices that have been marginalized, and using your influence to open doors rather than close them.
Action 1: Speak Up—Challenge Bias in Everyday Moments
Bias hides in plain sight—through microaggressions, gendered jokes, and assumptions about capability. The first practical action is to interrupt and redirect these moments in real time, while remaining constructive.
- When you hear a stereotype or a dismissive remark, call it out calmly and specifically, e.g., “That framing undervalues the team member’s contributions.”
- Invite quieter colleagues to contribute in meetings and avoid letting the loudest voices dominate the conversation.
- Reframe language that reinforces gender roles, such as avoiding “man up” or “girls’ night” in professional contexts.
- Offer public praise for inclusive behavior, not only results, and model accountability when you fall short.
Action 2: Advocate with Influence—Push for Equitable Policies
Individual acts matter, but systemic change requires institutional support. Use your position, networks, and resources to advocate for fair policies that reduce barriers and broaden opportunity.
- Review hiring, promotion, and compensation practices for hidden biases and ensure transparency where possible.
- Sponsor colleagues who are underrepresented in leadership, providing visibility and opportunities to lead high-impact projects.
- Support flexible work arrangements, parental leave, and reliable childcare options that enable all employees to thrive.
- Commit to collecting and sharing data on diversity outcomes, holding teams accountable for progress without shaming individuals.
Action 3: Mentor, Sponsor, and Elevate Women
Mentorship is valuable, but sponsorship—advocating for someone in rooms they’re not yet invited to—can accelerate career trajectories. The third action centers on cultivating legitimate, respectful relationships that unlock growth.
- Offer stretch assignments that stretch capabilities and prepare for leadership roles, with clear objectives and feedback.
- Introduce mentees to influential networks and strategic allies who can amplify their work.
- Provide honest feedback and advocate for fair recognition of contributions, ensuring credit is shared.
- Support women's leadership development programs and advocate for pipelines that lead to decision-making roles.
Actions like these create ripple effects beyond individual careers. When men actively cultivate inclusive environments, they reduce turnover, improve team performance, and broaden the range of perspectives that inform decisions. The goal isn’t perfection but momentum—small, repeatable steps that accumulate into systemic change.