A new study of men working in the European region of a leading multinational company has revealed a stark disengagement with gender equality issues in the workplace.
The research, led by Hult International Business School, highlighted that while the empowerment of women remains essential, involving men as active allies is crucial for driving real change toward gender equity. However, despite efforts to engage men in gender equity discussions, only 10% of the 2,500 male employees invited to participate in the study responded. This highlights a significant lack of involvement from men on this issue.
Personal experience leads to engagement
One key finding of the study was that men who have daughters or have personally known women who faced discrimination were more likely to engage in gender equality discussions. In fact, 42% of the respondents had daughters, and many cited this as a key motivator for their awareness of gender equity issues.
The survey also exposed a gap in awareness, with half of the respondents avoiding gender equity-related questions altogether, signalling reluctance to engage. In addition, 42% did not answer questions about company policies on gender equality, and of those who did, only 36% were aware of existing policies.
Among those who participated, 30% were aware of women facing discrimination, 27% knew of unfair treatment, 21% knew of women who had been underpaid, and 16% knew women who had been harassed. This suggests that men without exposure to these conversations or personal experiences with discrimination may be less likely to engage.
Despite the low participation, many respondents expressed a willingness to support gender equity initiatives but reported fears of saying the wrong thing, discomfort with challenging traditional gender roles, and a lack of understanding. This highlights the need for more effective training and guidance to help men feel equipped to engage in these important conversations.
The Path Forward
The study outlines several key recommendations to engage men as allies, including:
- Providing clear guidance and role models.
- Setting measurable goals to support gender equity.
- Creating safe spaces for men to discuss gender equity issues openly.
- Offering tailored training to equip men with the skills to contribute effectively.
Why Men’s Engagement Matters
The study found that 32% of respondents felt that gender equity is framed as a ‘women’s issue,’ with men often seen as the problem. However, there was significant interest in supporting these initiatives, with men emphasising the importance of equal pay, an inclusive culture, and leadership commitment to gender equity.
Dr. Debbie Bayntun-Lees, Professor of Organisational Development and Leadership at Hult International Business School, who led the study, said: “This study underscores the complexities of achieving gender equity, especially in male-dominated environments. While there is growing awareness and commitment to gender equity, significant gaps persist in engagement, understanding, and support from male employees. The research highlights the varied emotional responses men have to gender discrimination—from empathy and a desire for change to frustration and uncertainty. However, many men still hesitate to engage in these conversations due to fear, a lack of understanding, or concerns about how it might impact their own status.
“Men’s participation in fostering gender-equitable workplaces is crucial. It promotes accountability, amplifies marginalized voices, and strengthens organizational cohesion. To achieve true equity, cultural shifts are needed within companies, and men—especially in leadership—must play a vital role. This study reinforces the importance of equipping men with the knowledge and confidence to become effective allies in the workplace. Gender equity is not just a women’s issue; it requires collective action and commitment from everyone.”
If you are interested in supporting women in the games industry, you could engage with Women in Games.
You can also read Empower Up’s guide to Gender in the workplace here.
