Male allyship for inclusive workplaces

For decades, women have carried the responsibility of advancing equality, fighting for recognition, representation, and respect in workplaces and boardrooms.

- MA. AURORA D. GEOTINA-GARCIA

And while progress has been made, invisible barriers remain: the glass ceiling, unconscious bias, and outdated stereotypes. These are challenges women alone cannot dismantle nor can men afford to ignore.

On Sept. 18, I shared my views on male allyship with the Board and senior officers of the Employers Confederation of the Philippines (ECOP) for an Executive Session on Male Allyship, a timely and transformative conversation about how men can step up as champions of gender equality.

WHY MALE ALLYSHIP?

Too often, gender equality is framed as a women’s issue. But it is not. It is a human issue, a business issue, and a leadership issue. Companies with diverse leadership are proven to be more innovative, more profitable, and more sustainable. Diversity of thought produces stronger decisions, while inequality limits potential and risks talent loss, disengagement, and reputational harm.

This is why male allyship is not optional. It is not about men “helping women” out of benevolence. It is about leaders ensuring that organizations maximize the full range of human talent and creativity. When male leaders actively support women, they model the inclusive workplaces that will define the future of business.