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Why we need to empower men to solve the gender pay gap

Shine with Elite Business: We need to empower men to help us solve the gender gap

Shine with Elite Business: What’s new in the world, as told by our media partners.

Shine Co-Founder Caroline Whaley spoke to Elite Business back in 2019, about how it is vital that men are empowered as much as women to close the gender gap.

You can read the original article, here >

It can be tough for men to navigate the politics of gender equality in a workplace that has changed immeasurably in a short amount of time.  

If the last few years have taught us anything, it’s that we need more open and transparent conversations at work. We need to make business more human. We need to empower men just as much as women and remember this cannot be a man versus woman issue. So what can businesses do to address the gender gap?

man and woman discuss work

(1) Get leadership to address the issue 

The leaders of an organisation should reflect how women and men are feeling and instigate bridge-building where needed. There also needs to be attention on male line managers. (The Champions of Change part to our Shine For Women programmes can significantly improve awareness around the differences between genders and help people build genuine, mutual empathy.) Men must be mindful and respectful in their interactions with women but we don’t want them feeling scared as this just leads to women becoming even more sidelined. This is as important for management as it’s for employees. We cannot have situations where men are reprimanded for talking openly about how they feel, providing their conversations are respectful. We’ve seen examples of guys losing their jobs for opening up. If we allow this to take hold, it’s the women who will also suffer. 

(2) Make the workplace more human 

It’s vital everyone can have open, honest and human conversations which means bringing all of themselves to work and not leave the fun and empathetic side of themselves at home.

A great place to start is consciously thinking about how to be at work and not just what to do. At the start of meetings, attendees can set ground rules about how everyone should interact. What would make their time together most effective? For example, explaining how they want the tone to be. Or what type of behaviour is needed. These are little things but if done repeatedly and consistently, they produce change at an organisational level and will help create an inclusive culture. 

(3) Keep respectful 

Finally, if in doubt – don’t do or say anything to a female colleague that you wouldn’t if she was your boss. It’s just about respect. 

If we can create this renewed feeling of collaboration and openness, then we can create businesses where women have the opportunities to thrive. And this isn’t just a matter of equality and diversity, it’s a matter of commercial sense. 

Ultimately men and women can energise one another by fuelling each other’s strengths and hence close the gender gap. And let’s face it, we’re better together. 

Share this article with your colleagues and the people around you and encourage a healthy discussion. And for anything else, follow us on social media or get in touch via email but remember when women thrive, men thrive, business thrives. 


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