Organizations Need More Good Guys and Allies

"Robert, a man with a stellar career in executive leadership roles, observed that, based on his experience, women don't ask for raises. Of course, some do, but his point was that men are much more aggressive about doing so than women are. He often witnessed that men with lesser skills and accomplishments were promoted, and given salary increases, over women with greater skills. Why? Because the men ask and make a case for their worth to the organization. Recognizing this phenomenon, he has worked to create workplace cultures in which respect and fairness are part of the fabric of the organization."

"By the nature of his vision and actions, Robert is a good guy and ally. He promotes gender equality; speaks up when he encounters injustices, inappropriate comments, or treatment; and looks for ways to become a better leader and colleague to the women in his organization. Assumptions about working women are usually embedded in a systemic bias of male entitlement and patriarchal inheritance."

Women often ask for raises less frequently than men, contributing to promotion and pay disparities even when women have greater skills and accomplishments. Men who ask for raises and make a case for their worth receive promotions and salary increases. Some leaders intentionally foster workplace cultures of respect and fairness to counteract this dynamic. Allies promote gender equality, speak up against injustices and inappropriate treatment, and seek to be better leaders and colleagues. Assumptions about working women are embedded in systemic male entitlement and patriarchal inheritance that shape media, language, actions, and childrearing. Kimani, an African-born, American-trained physician, faced barriers related to accent, skin color, and name but advanced professionally.

Read at Psychology Today