Gender inequality remains an issue in many workplaces where women face challenges that include lower pay, underrepresentation in leadership roles, and higher rates of mistreatment compared to their male counterparts. While some male leaders may leverage their relative privilege to engage in allyship efforts to improve gender equality, recent research from Simon Fraser University’s Beedie School of Business highlights that the reactions and behaviours of male colleagues are crucial in determining the effectiveness of leader allyship.

In their study published in Organizational Behavior and Human Decision Processes, Zhanna Lyubykh and Natalya Alonso, both assistant professors, emphasize the importance of male employees’ sense of connection with their leaders as the key factor in their support of allyship. The researchers found that when male employees perceive a strong connection with their male leaders, they are more likely to emulate those leaders' behaviors, including their allyship efforts. Conversely, when there is a lack of connection—such as in predominantly male workplaces or when leaders engage in disingenuous, performative allyship—male employees may reduce support for their female colleagues.

Fostering connection

Lyubykh underscores the role of fostering a sense of connection to drive progress. “This connection is essential; it ensures that employees are inspired to mirror their leader’s allyship behaviors.”

Lyubykh suggests practical strategies for leaders to enhance this sense of connection. “Involving employees in decision-making, demonstrating humility and showing appreciation for employees’ contributions can help solidify this bond.” These actions create a supportive atmosphere where allyship can thrive.

The Importance of Authenticity

Authenticity plays a pivotal role in effective allyship. When leaders ensure their words align with their actions, they create an environment of trust that encourages support amongst team members. “Being authentic means that a leader actually walks the talk,” explains Lyubykh. “An ally leader goes beyond mere declarations of support and engages in concrete actions to support women. Authentic actions inspire others to follow suit.”

“Without authenticity, allyship can be viewed as performative and may even arouse suspicion about the leader’s true motives, leading to backlash from employees,” warns Alonso. Performative allyship—where leaders make statements of support without backing them up with genuine actions—can lead to skepticism and disengagement among employees.

Context Matters

Understanding the workplace context is critical for promoting allyship, Lyubykh points out. “Male-dominated workplaces are, by definition, characterized by a lack of gender diversity,” she says. “Because gender allyship is counter-normative in such a workplace, allyship behavior may not be viewed as inspiring.”

“Some contexts, like male-dominated workplaces, are resistant to allyship,” warns Alonso. “Leaders should be cognizant of this, and can use storytelling to change norms in such settings before engaging in allyship,” she suggests.

Storytelling as a tool for change

These stories do not have to explicitly mention “allyship”; they can simply reflect moments when the protagonist displayed support for women, exemplifying actions that others can aspire to emulate. Stories who feature peers, those who are similar to employees, tend to be the most relatable and impactful.

“Storytelling is a critical component of any workplace,” explains Lyubykh. “Through stories, organizational leaders communicate and impart values, sending a strong message of “how things are done around here”—what is normative and valued.”

The key takeaway for organizational leaders is to be aware that where and how they engage in allyship matters. By understanding the dynamics of male observers’ reactions, focusing on authentic allyship, and fostering a sense of connection with employees, leaders can successfully transform how allyship is embraced at all levels of an organization.

Ultimately, equality in the workplace benefits not only women but enriches the overall culture. A more inclusive environment leads to improved collaboration, innovation, and success for everyone involved.