Male leaders have become more inclusive, empathic and collaborative as a result of social movements like #MeToo, Time’s Up and Black Lives Matter (BLM), according to a new study.
The research from Blueprint, an NGO dedicated to enhancing the wellbeing of men and communities, and the University of British Columbia, shows how these social movements have also impacted leadership style and created change. According to the study, male leaders following #MeToo are more inclusive (49%), more cautious (60%), more empathic (46%), and more collaborative (43%) than before. Additionally over half of men and two-thirds of women agreed that it is important to have programmes that improve male leadership styles.
These social movements have changed leaders in meaningful ways, according to the research. The study, explored how these movements have affected gender relations, expectations, leadership, and power dynamics in the workplace and reveals how a new model for leadership is emerging. It also found that men at all levels are more likely to speak out on issues of equity and stronger commitment to challenge “inappropriate” behaviour, thanks to social justice movements.
GREATER ALLYSHIP
One of the most hopeful findings in the study was a meaningful increase in the desire for greater allyship in the movement towards gender, racial and LGBTQIA+ equity. Around 56% of men and 61% of women reported feeling more responsibility towards helping to create a more respectful and gender inclusive work environment. The desire to be an ally increases even further for both sexes when asked if they feel responsibility to create a more racially and ethnically inclusive workplace; with 55% of men and 67% of women stating they do. That said, although commitment to support marginalised communities has grown across the board, commitment to LGBTQIA+ lags behind that for gender and racial equity.
Other key findings reveal that:
- Female leaders are now regarded as equally charismatic, visionary, and strategic as male leaders; while more empathic/inclusive than male leaders.
- #MeToo and other social movements have positively impacted mentorship and sponsorship across genders.
- The four major generations in the workplace agree that Millennials are most engaged and aware on issues of gender and racial/ethnic inclusion; whilst Baby Boomers are the least.
- A commitment to allyship is growing amongst all genders; with 56% of men and 61% of women feeling more responsibility to help create a more respectful and gender inclusive working environment. However, commitment to LGBTQIA+ allyship lags behind.
KICKSTARTING INCLUSION CONVERSATIONS
This. transformative study which emerged out of an awareness that social movements such as #MeToo, Time’s Up and Black Lives Matter has kickstarted important conversations creating more equitable, inclusive, and safer workplaces for all genders, races, and religions. And as a result, three in four workplaces in Canada have put in place formal efforts to foster greater inclusion and diversity.
“We wanted to get a better understanding of the lived experiences of men, women, trans and non-binary persons in the workplace following the #MeToo movement and how expectations of leaders are changing or have already changed”, stated Dr John Izzo, adjunct Professor at the University of British Columbia and co-founder of Blueprint. “One of the things of most interest to us in this study was to ascertain if men were more likely to speak out and challenge issues of racial and gender equity following #MeToo and Black Lives Matter.”
The results suggest that “a significant number of men – 55% – believe they are more likely to speak out now about gender and racial equity; as well as against sexual harassment and sexist comments”, he added. And, one in four women say they are much more likely to speak out about sexist comments, gender and racial equity issues and over 60% agree they are generally more likely to do so.”
You can read the full report Leading in the wake of #MeToo and Black Lives Matter, here.
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