Meaningfully engaging men in workplace gender equality efforts can boost outcomes by up to 300%.
And with growing pressure on employers to demonstrate real, measurable progress — what team wouldn’t want that kind of impact?
Unfortunately, our research shows that many companies — even those that believe they’re “encouraging male allies” — aren’t getting this right. And that’s not just slowing progress; it could be quietly undermining your entire gender equality strategy.
Most men say they get the ‘why’, but they don’t have the ‘how’
Our study of over 1,000 men found that most men are already on board with gender equality efforts, but they don’t know what to do next. While 8 in 10 men said they support gender equality efforts, of this cohort:
- 48% don’t know how to contribute
- 47% fear backlash or criticism
- 69% have felt unwelcome even discussing the topic
These stats — along with the candid insights shared by respondents — reveal a critical gap in many workplace strategies. While employers are increasingly strong at communicating the “why” (the business case, lived experiences, and calls to “step up” or “raise women’s voices”), there’s still a clear how-to gap that’s holding men back from turning support into meaningful action.
The most common causes of the how-to gap
🧭 1. Lack of practical direction: Nearly half of the men surveyed said they don’t know what actions to take — and that number jumped to 62% for entry-level employees. Many also said that while concepts like “use your privilege” are familiar, they’re rarely paired with specific, real-life guidance on how to do it.
⚠️ 2. Lack of safe spaces: Almost half of men who say they’re in agreement with gender equality efforts report feeling held back in their support due to fear of criticism or saying the wrong thing!
🚪 3. Lack of inclusion: While 88% of supportive men said they felt confident in theory, 69% reported feeling unwelcome even starting a conversation about gender equity. This kind of exclusion — intentional or not — shuts down momentum before it starts.
⏰ 4. Lack of time and prioritisation: Many men — especially senior leaders — said their company doesn’t provide dedicated time or space to engage with gender equity. That makes it difficult to learn, join discussions, or implement change alongside their day-to-day demands.
Why this matters now more than ever
Among the 1,000+ responses from the men we surveyed were the worrying consequences of this continued gap: disengagement, frustration, fear, and even a growing resentment towards initiatives designed to create fairer, more inclusive workplaces.
Recognising and addressing the cost of this impact is critical for companies, as expectations for employers to prove measurable progress in gender equality aren’t going away. For example, both Australia and the UK now mandate pay gap reporting — and people are paying attention.
84% of respondents to our What Women Want survey said they want to know what companies are actively doing to close those gaps.
This demand for proof of progress is also evident in the ever growing number of women using WORK180’s transparent career platform to review, rank, and validate companies’ gender equality efforts (rising from 1 million to 1.5 million in the past year alone). This year, the Australian government also introduced gender equality targets for employers with 500 or more staff, with non-compliance risking public naming and ineligibility for government tenders.
In short, gender equity efforts are no longer optional. Employers must invest time, effort, and resources into doing this well. And failing to properly include men is a missed opportunity — especially when the majority are ready and willing to support.
How to address the how-to gap
Exact strategies to better engage and empower men in gender equality efforts depend on your industry, company, and current state. However, there are three key principles that all teams can bear in mind:
- Swap vague encouragement for clear, practical actions: Offer specific examples of what allyship looks like in daily work life — whether that’s challenging bias in meetings, advocating for inclusive hiring, or mentoring underrepresented colleagues.
- Offer accessible training and guidance: Avoid broad theory or overly complex frameworks. Instead, focus on practical, step-by-step actions tailored to different roles and levels.
- Foster environments where everyone feels safe contributing: Create space for open questions, learning, and growth — without judgment or fear of getting it wrong.
For more detailed guidance and practical steps on how to plug your how-to gap and create a gender equality strategy that engages all team members, download our free guide!
Looking for more hands-on, tailored support? We also provide a range of expert-led workshops relevant to this challenge, including “Engaging Men in Workplace Gender Equality” and “Activating DEI Advocates.”
Ready to really accelerate gender equality efforts at your organisation?
From our trusted endorsement, known for boosting candidate interest from women by up to 25%, to our proven process helping employers drive gender equity up to 12x faster than their industry peers, we know what works.
You can find out more about our services on our For Employers page, or feel free to book a consultation call with a team member today.
