Male Allyship Training
When we talk about allyship at work, we’re referring to employees from an advantaged group who want to improve the status of a disadvantaged group because they are aware of their own privilege and want to support others. For example, men could be allies for women at work. To successfully engage in allyship, men first educate themselves to be able to communicate their knowledge to others and intentionally act to support women at work.
Becoming an ally isn’t easy–it requires reflection and potentially unlearning commonly held beliefs while taking care to avoid paternalistic or performative actions and actively crafting a more inclusive climate. For these reasons, we’ve designed a new, evidence-based training to arm potential allies with the tools to be successful. Across four sessions, participants will learn to identify (often subtle) forms of sexism and gender bias, reflect about their privilege, acknowledge their fears and responsibilities of becoming an ally, and practice using these tools to increase the likelihood of transfer.
Watch the video below to learn more about allyship, why it is important for businesses, and what you can do to become an ally.
This course aims to contribute to the recognition and promotion of male allyship as a powerful tool to foster greater gender equality in the workplace.
We welcome working men and people who identify as men who are interested in learning about gender equality and motivated to better understand what they can do in their organizations.
Blended Learning (Online and on site). One virtual self-paced Session (2 hr.) and half day on site (6 hr.). It includes an education part, groups discussions and practical activities. All learning materials and refreshments during breaks are covered.
By participating in this evidence-based program you will have the opportunity to improve your knowledge and awareness on diversity and inclusion as well as develop skills to interrupt gender bias and support aspiring female leaders.
Are you interested in our training? Find out more about it at an information event:
- April 24th from 12 to 12:30 | Register here
- May 15th from 17 to 17:30 | Register here
For more information or questions, please contact:
Eugenia Bajet Mestre
Programme Manager and Research Assistant
Part 1 (online)
Introduction to diversity and inclusion key concepts
The goal of this session is to increase knowledge and awareness of the importance of diversity, equity and inclusion. We will start discussing the obstacles that aspiring female leaders face in Switzerland and discuss how gender bias at the workplace negatively affects both men and women. Then, we will talk about why male allyship in needed.
Part 2 (on site)
Fears and responsibilities of becoming an ally
Men might be afraid to talk about gender topics because they think they don’t have legitimacy or because they fear making mistakes. Having zero-sum beliefs (the perception that “gains for one group” necessarily involve “losses for other groups”) can also limit allyship action. The goal of this session is to discuss the obstacles of allyship and understand that men’s actions towards gender equality are legitimized.
How can men empower women
In this session we will identify specific behaviors that allies can do to reduce gender inequities, both at an interpersonal and an organizational level. Moreover, given that confronting sexism is not easy, we will practice what can be done when we observe sexism at work.
Speaking with but not for women
Not all allyship action is useful, indeed, when men engage in paternalistic or dependency-oriented help, their efforts might backfire. The goal of this session is to understand and practice the type of help that would be valued.
Part 3 (online)
Check in for impact and integration
Participants will be able to review and reflect on the contents learned.
Prof. Dr. Jamie Gloor
With 15+ years of experience across 4 continents, Asst. Prof. Dr. Jamie Gloor is an award-winning speaker, teacher, and scholar, most recently winning the Latsis Prize for the top scholar under age 40 at HSG. Her research is featured in Academy of Management Review, Journal of Applied Psychology, Harvard Business Review, and The New York Times. She and her team craft courses, articles, workshops, and keynotes spanning management, economics, and psychology on the topics of diversity, leadership, humor…and more.