Welcome to Own Your Ambition, the weekly newsletter designed to give professional women the tools they need to be successful. As a former CEO who made it to the C Suite from an entry level, I know first hand what it takes for women to realize their ambition and reach their career goals.
Though it may often seem that the odds are stacked against you, the fact of the matter is that you still have power over your ambition and career. You have the power to succeed if you’re smart and strategic.
My discussion with Jeffery Tobias Halter, founder of YWomen, will enlighten you about the power of having a male ally, how to find one, and build a solid relationship to support your ambition.
Remember. No career is made in a vacuum! Be smart and nurture the relationships that count.
Women in the workplace continue to fight the systemic bias that supports an unlevel playing field. Women, especially those in male dominated work environments, struggle for equal representation in leadership, promotions, sponsorship, as well as access to the power networks that dictate the culture.
The current backlash of DEI programs makes the ongoing battle for gender equity even more challenging. Not only is the message to abolish these initiatives coming from CEO’s who argue about their lack of efficacy and fairness, but now government has also chimed in to endorse abolishing DEI.
With or without formal DEI initiatives, the reality is that men run the show. This reality makes male allyship to support women’s talent, ambition, and rise to leadership more important than ever. Men have the power to create change, and they can be our best allies in advancing our careers.
Jeffery Tobias Halter, founder of YWomen, recently spoke with me about the importance of male allyship. “Male allyship is critical because men hold the majority of leadership roles and holding those positions in senior and middle management, they both have the unique ability and responsibility to shape workplace culture. As I see it, allyship is a strategic imperative to create healthier, more equitable, and more productive workplaces where everyone can contribute to organizational success.”
Halter went on to say, “allyship benefits everyone—not just underrepresented groups. It fosters workplaces where men feel comfortable bringing their whole selves to work. This leads to stronger collaboration, greater innovation, and better business results.”
A gender strategist, consultant, and author, Halter founded YWomen to give men and women the tools and confidence to step into allyship.
Passionate about this mission, Halter emphasizes that “allyship is about action. It’s about challenging the status quo, championing equitable policies, and ensuring every voice is heard and valued. It’s not about giving something up–it’s building a culture where fairness and opportunity are the norm. As a straight white man, it’s deeply personal—I want a more equitable workplace for my daughter, my granddaughter, and every woman I’ve worked alongside in my career.”
Male allyship helps women’s advancement
Halter has experienced first-hand how male allyship and advocacy creates opportunities for women to thrive. “Allie use their influence to challenge biases, ensure equitable access to resources, encourage women to apply for promotions earlier, and champion women for leadership roles. This support helps dismantle barriers that often hinder women’s progress, like unequal pay, lack of mentorship, or being overlooked for promotions.”
When men advocate for inclusive policies, continually check for gender bias in hiring and promotions, mentor women, and amplify their voices in meetings, they help create a culture where talent—not gender—drives decisions. This not only advances individual women but strengthens the entire organization. Allyship accelerates equity, and when women succeed, businesses thrive.”
Halter has outlined ideas to help organizations check for gender bias and review their demographic data to analyze institutional barriers.
Male allyship promotes gender equity
Because men hold the majority of leadership positions, and influence workplace norms, policies, and culture, male allyship is a powerful driver for gender equity.
Halter offers “Actions for Advocates” as a roadmap for allyship:
1. Listen and Learn: Understand the unique challenges women face in the workplace.
2. Advocate for Change: Take a leading role in supporting policies like pay equity, flexible work options, and parental leave.
3. Mentor and Sponsor: Help women access opportunities and provide visibility for their contributions.
4. Challenge the Status Quo: Have the will to speak up against inequities and promote inclusive behaviors in your sphere of influence.
When men take these actions, they don’t just uplift women—they create stronger, more equitable workplaces that benefit everyone. Equity isn’t about taking something away; it’s about ensuring everyone has what they need to succeed.”
Male allies are the ‘good guys’ at work
Halter says, “You already know them. A good male ally is someone who actively listens to understand, takes responsibility for fostering inclusion, and uses their influence to create equitable opportunities. They don’t just support diversity, equity, and inclusion (DEI) from the sidelines—they step into the work, challenge inequities, and commit to continuous learning.”
When identifying potential allies, Halter encourages organizations to look for “ready-now men.”
The qualities of a good ally include:
1. Empathy: They genuinely care about understanding and addressing the experiences of underrepresented colleagues.
2. Courage: They’re willing to challenge biases and stand up for equity, even when it’s uncomfortable.
3. Commitment: They take ongoing, intentional steps to support inclusion, knowing it’s a journey, not a one-time effort.
The relationship is built on trust, respect, and a mutual commitment to fostering an inclusive workplace.
How to build a relationship with a male ally
“Establishing a relationship with a potential male ally,” Halter says, “begins with identifying someone who shows readiness— ‘ready-now men.’ These are individuals who are open to learning, listening, and supporting others in meaningful ways.”
1. Seek Common Ground: Start with someone who has shown interest in DEI initiatives, shared supportive actions, or exhibited inclusive behavior. Common values are a strong foundation for building trust.
2. Initiate a Conversation: A casual approach works best. Share your perspective or an experience and gauge their response. For example, “I’d love to get your thoughts on how we can ensure everyone’s ideas are heard in meetings.”
3. Be Direct but Collaborative: If there’s a specific issue where their support could help, name it. For instance, “I noticed you’re well-respected in this space—your voice could make a big difference in addressing XYZ.”
4. Provide Opportunities to Engage: Suggest ways they can get involved, whether it’s joining a resource group, attending an event, or supporting a particular initiative.
Remember, allyship is a two-way street. As much as allies need to listen, women seeking allies can play a role by inviting men into the conversation and offering opportunities to take action. Building a partnership rooted in mutual respect and shared goals can lead to meaningful progress for both individuals and the broader workplace.”
How companies can encourage male allyship
According to Halter, “Encouraging male allyship starts with a company’s commitment to building a culture of inclusion and belonging.
Here’s how organizations can lead the way:
1. Invest in Awareness and Training: Provide education on unconscious bias, privilege, and the benefits of allyship. Equip men (and women) with tools to recognize inequities and take action.
2. Set Clear Expectations: Make allyship a part of leadership competencies. Tie inclusive behaviors to performance reviews and leadership goals.
3. Highlight Role Models: Showcase examples of male leaders and peers who actively advocate for gender equity. Normalize allyship as a valued behavior.
4. Support Open Conversations: Create forums where men can safely explore allyship, ask questions, and discuss challenges without fear of judgment.
5. Incentivize Inclusion: Recognize and reward efforts that promote gender equity, such as mentoring, sponsoring, or championing inclusive policies.
6. Foster Accountability: Encourage leaders to measure and report on progress in DEI initiatives, including male allyship, to ensure sustained focus and improvement.
Halter works with companies to establish Male Allyship Circles, an action-taking program that focuses on recruiting, developing, and deploying male leaders to become allies for equity and inclusion of women and people from under-represented groups while creating a workplace culture of psychological safety.”
He adds, “When companies take these steps, they create an environment where male allyship can thrive, driving progress toward gender equity and stronger, more inclusive workplaces.”
And male allyship a win-win relationship. Women get the support and visibility they need, and the men who step up and assume these roles strengthen their leadership status.
New 6 week online course!
Are you looking for support to advance your career and get the recognition and promotion you deserve?
I have designed a new 6 week online course just for you!
The course consists of 6 video lessons and coaching support each week to give you the tools and strategies to navigate the complexities of the workplace, build a power network, advocate for yourself, and overcome your self-doubt and fear.
You can learn more about the course here.
And here’s a free sample training video.
Please reach out if you have any questions.
Remember, you have the power and control to own your ambition! Take action today!
Well stated! Thank you.