7. Call out unfair behaviours: Don’t let sexist or exclusionary behaviours go unchallenged. Men can use their voice to create a respectful, inclusive environment for everyone.
8. Support inclusive leadership: Model the
behaviours of inclusive leaders: listen more, engage with diverse voices and promote fairness in hiring and promotion decisions.
HOW TO OVERCOME RESISTANCE & PROMOTE CHANGE In recent years, the discourse around inclusion and equality has expanded significantly. Often centred on women and marginalised groups, the conversation can leave men feeling unsure of their role and confused or even resistant to change. Yet, men have a critical role in advancing inclusion
the workplace culture towards a better environment where poor behaviours are reduced, good behaviours are supported and celebrated and cultural change can start to take place. It creates the fertile ground on which diverse talent can flourish and succeed.”
HOW MEN CAN BECOME ADVOCATES Becoming an advocate for inclusion and equality does not always require grand gestures. Men can start small, using their everyday actions to create change. Here are some concrete steps men can take:
To become effective advocates for inclusion, men need to: 1. Acknowledge relative advantage: Recognise that they may have advantages in the workplace due to gender, race or other factors, without dismissing their own struggles.
2. Engage in honest conversations: Understand that inclusion is not about guilt or blame. Instead, it is about making the workplace better for everyone, including themselves.
3. Promote inclusive cultures: Advocate for changes that go beyond diversity hiring. Men can push for inclusive social practices, fair distribution of career-advancing opportunities and a culture that values varied contributions rather than just aggressive ambition.
4. Challenge assumptions: Men can call out accidental sexisms, such as assumptions about women’s ability to handle tough assignments and encourage their organisations to rethink traditional career paths.
5. Break free from stereotypes: Let go of outdated ideas about masculinity. Embrace vulnerability, collaborative leadership and flexible work practices.
6. Engage in the conversation: Instead of seeing inclusion as a women’s issue, understand that inclusion benefits everyone. Join conversations about culture and values and make the case for how inclusive practices lead to better outcomes for all.
as co-workers, champions and advocates. The challenge is in communicating to men why this is important and beneficial for everyone. To effect real change, Mark argues that we need to approach the problem constructively, particularly in environments that have historically suffered from gender imbalance, such as financial services and the energy, oil and gas sectors. This will become increasingly important as regulators, governments, shareholders and business pressure demand significant and lasting change. Men have a vital role to play in creating inclusive
workplaces and the path to becoming an advocate for inclusion and equality begins with self-awareness and small, everyday actions. By recognising their relative advantage, challenging outdated stereotypes and focusing on building a culture of inclusion, men can contribute to a more equitable world – one where diverse talent is celebrated and everyone has the opportunity to succeed.
EQUALITY IN THE WORKPLACE – 3 PART SERIES
Marianne Curphey interviewed Mark Freed ahead of his keynote at Think Global Women’s celebration of International Women’s Day, 7 March 2025, London.
READ THE SERIES:
Part 1: How to achieve true equality in the workplace – page 74
Part 2: How to tackle resistance to cultural change in the workplace – page 28
Part 3: How to create a diverse & inclusive workplace – page 36
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GLOBAL LEADERSHIP SUPPLEMENT
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