Male allies can support women in tech by sponsoring and mentoring them, challenging bias, advocating for equitable policies, amplifying their voices, self-educating, supporting gender-balanced hiring, setting diversity goals, leading inclusively, promoting networking, and actively listening.
What Actions Can Male Allies Take to Help Champion Gender Diversity in Tech Leadership?
AdminMale allies can support women in tech by sponsoring and mentoring them, challenging bias, advocating for equitable policies, amplifying their voices, self-educating, supporting gender-balanced hiring, setting diversity goals, leading inclusively, promoting networking, and actively listening.
Empowered by Artificial Intelligence and the women in tech community.
Like this article?
Building Gender-Balanced Tech Leadership Pipelines
Interested in sharing your knowledge ?
Learn more about how to contribute.
Sponsor this category.
Sponsor and Mentor Women Colleagues
Male allies can actively sponsor and mentor women in their organizations, especially those aspiring to leadership roles. This means recommending them for high-visibility projects, introducing them to influential networks, and providing guidance on career advancement.
Challenge Bias and Discrimination
Speak up when witnessing biased language, behavior, or decision-making. Whether it’s during meetings, in hiring processes, or in performance reviews, allies should call out both overt and subtle forms of sexism, and advocate for fair treatment.
Advocate for Equitable Policies
Support the development and implementation of equitable workplace policies, such as transparent pay structures, inclusive parental leave, and flexible work arrangements. Use your influence to ensure these policies are prioritized and enforced.
Amplify Womens Voices
Ensure women have equal opportunities to speak in meetings and contribute ideas. If a woman is interrupted or her point overlooked, redirect attention back to her and give her credit for her contributions.
Engage in Self-Education
Continuously educate yourself about the challenges women face in the tech industry, from gender bias to the glass ceiling. Engage with resources, attend workshops, and seek feedback to better understand and address these issues.
Support Gender-Balanced Recruitment
Advocate for gender-diverse candidate shortlists and participate in unbiased recruitment processes. Encourage hiring managers to look beyond traditional backgrounds and consider a wider talent pool.
Set Diversity Goals and Track Progress
Work with leadership teams to set concrete gender diversity goals at all levels, especially in leadership. Regularly review data, celebrate achievements, and address setbacks openly within the organization.
Lead by Example
Demonstrate inclusive leadership by displaying respect, openness, and humility. Regularly reflect on your own actions and decisions, and be transparent about personal commitments to gender diversity.
Promote Inclusive Networking Opportunities
Organize and encourage participation in events, forums, and professional groups that are inclusive of women and aim to build diverse professional relationships, rather than perpetuating “boys’ club” cultures.
Listen Learn and Advocate
Most importantly, listen to women’s experiences without judgment or defensiveness. Use your position of privilege to amplify their concerns and advocate for structural changes that support sustained gender diversity in tech leadership.
What else to take into account
This section is for sharing any additional examples, stories, or insights that do not fit into previous sections. Is there anything else you'd like to add?