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Male Allyship & the Future of Work Report

One of the reasons that women have not advanced in equal pay, parental leave, and equitable hiring and promotion is because women have lacked male allies in the workplace. Male allyship is critical in the evolution of gender equality programs in the workplace. A new research report on allyship by future legal leaders was recently released.

The University of Pennsylvania Law School partnered with Thomson Reuters in 2020 to conduct research on the future of allyship within the legal world through interviews with a diverse and global group of potential male leaders. The aim of this research project is to understand the philosophy, policies and or principles that the next generation of allies would like to see and shape in the legal profession and in business.

A 2018 Harvard Business Review paper by Brad Johnson and David Smith shows that when men are deliberately engaged in gender inclusion programs, 96 percent of organizations see progress — compared to only 30 percent of organizations where men are not included.

As this new US research demonstrates, Gen Z men believe that advancing women in leadership, as well as promoting equality between the sexes and setting up fair policies for all intersectional identities it is the right thing to do and that it is equally good for business.

Read here more about the improvements that need to be made in workplace policies and generational responses (men 50+, men 30-49 men -30) in Thomson Reuters Legal Executive Institute’s article on this interesting research.

We need men as allies and partners to promote gender equality and make the workplace a more collaborative environment for all human beings.

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