The CFD created the Allies-in-Action initiative in 2022 to promote and develop a culture among our men colleagues to be active, reliable allies for our women colleagues. Given the documented effect of men driving gender equity and institutional change on the advancement of women’s careers, the goal of this allyship is to encourage greater support and collaboration across genders and a commitment on the part of men colleagues to enhance their advocacy and sponsorship as well as to drive for systematic changes in the workplace culture to nurture more women leaders.
34 men faculty across all MGH departments received training by Workplace Allies W. Brad Johnson, and David G. Smith, authors of Good Guys: How Men Can Be Better Allies for Women in the Workplace. The training included expanding gender awareness, validating and normalizing women’s experiences, and concrete steps in how to be an active upstander for women as well as the the crucial role of sponsorship. The goal after this training has been for these men to share what they have learned with both men and women in their departments, identify and train other men to be better allies for women, and with them grow advocacy for departmental and organizational change. The men allies meet regularly to share challenges and successes; they also meet with women peer mentoring groups to learn about women’s challenges.
Allies-in-Action is one of the many initiatives of the CFD to support and promote women and works in close conjunction with them. Other initiatives include but are not limited to academic promotion and CV support, leadership training, invited speaker opportunities, and peer mentoring cohorts with over 200 women currently involved.
If you want more information on Allies-in-Action, please reach out to us directly and we can connect you with one of our men allies: email@example.com.
- Women's Experiences with Male Allies
- Blindspot: Hidden Biases of Good People
- Engaging Men in Gender Initiatives: What Change Agents Need to Know
- Exploring Faculty Salary Equity at U.S. Medical Schools by Gender and Race/Ethnicity
- Five Ways Men Can Improve Gender Diversity at Work
- How Men Can Decenter So Women Can Step Up
- Men Are Afraid to Mentor Women - Here is what we can do about it
- MGI Power of Parity Full Report - September 2015
- Promising Practices for Understanding and Addressing Salary Equity at U.S. Medical Schools
- The Design of Everyday Men: A new lens for gender equality progress
- The Only Woman in the Room
- “Women as Deficit”: Re-evaluating Interventions to Establish Gender Equity
- Impact of Mentoring on Academic Career Success for Women in Medicine: A Systematic Review
- Other publications of interest for Men Allies for Women
- Other resources for Men Allies recommended by Brad Johnson and David Smith
- Listen: When Men Mentor Women. W. Brad Johnson & David G. Smith (October 24, 2018) HBR Ideacast: Harvard Business Review.
- Mentoring Women Is Not About Trying to “Rescue” Them. David G. Smith & W. Brad Johnson (March 14, 2018) Harvard Business Review.
- Lots of men are Gender-Equality Allies in Private. Why Not in Public? W. Brad Johnson & David G. Smith (October, 2017) Harvard Business Review.
- The Best Mentors Think Like Michelangelo. W. Brad Johnson & David G. Smith (January 23, 2018) Harvard Business Review.
- How Masculinity Contests Undermine Organizations, and What to Do About It. Berdahl, J. et al. (2018). Harvard Business Review.
- How to Talk About Sexual Harassment with Your Coworkers. Harvard Gallo, A. (2017) Harvard Business Review.
- How Men Get Penalized for Straying from Masculine Norms. Mayer, D. (2018). Harvard Business Review.
- Why Tech’s Approach to Fixing Its Gender Inequality Isn’t Working. Wynn, A. (2019, October) Harvard Business Review.
- Male Mentors Shouldn’t Hesitate to Challenge Their Female Mentees. David G. Smith & W. Brad Johnson (May 29, 2017) Harvard Business Review.
- Athena rising: How and why men should mentor women. W. B. Johnson, & D. G. Smith (2016). Boston, Harvard Business Review Press.
- Mentoring Someone with Imposter Syndrome. W. Brad Johnson & David G. Smith (February 22, 2019) Harvard Business Review.
- Real Mentorship Starts with Company Culture, Not Formal Programs. W. Brad Johnson & David G. Smith (December 30, 2019). Harvard Business Review.
- Why diversity programs fail and what works better. Dobbin, F., & Kalev, A. (2016) Harvard Business Review.
- Designing a bias-free organization. Morse, G. (2016) Harvard Business Review.
- Research: Men Are Worse Allies Than They Think. W. Brad Johnson, David G. Smith, Kim Graham Lee, & Jeanette Thebeau (2022) Harvard Business Review.