“Good Guys: How Men Can Be Better Allies for Women in the Workplace” is a book co-authored by David G. Smith and W. Brad Johnson. It was published by Harvard Business Review Press. Based on the search results, it appears that the book was published in 2020.

The book presents a guide for men to become better allies for women in the workplace, challenging traditional notions of masculinity and advocating for gender equality. It discusses how men stand to benefit from becoming allies and offers concrete strategies for creating a more inclusive workplace.

Expand Your GQ (Gender Intelligence)

Sharpen your situational awareness. Be vigilant in observing how your female colleagues are experiencing meetings and other gatherings and be alert to inequities and disparities in these contexts.

Cure your gynophobia. Publicly push back on false narratives about the risks of engaging with women at work, while deliberately and transparently initiating conversations, friendships, and mentorships with female colleagues.

Ask about women’s experiences. With humility and genuine curiosity, strengthen your GQ by learning about the uniquely gendered workplace experiences of some of the women you work with.

All women are not the same

Recognize that all women are not the same. Be attuned to the unique experiences and intersectional identities (e.g., race, ethnicity, gender identity, sexual orientation, generation, religion) of the women you work with.

Own and strategically deploy your privilege. Recognize and fully own your privilege as a man—your opportunities, advantages, resources, and power—while leveraging it for the benefit of women and other marginalized groups.

Trust and reciprocity in friendships with women

  • Appreciate the benefits of friendships with women. Remember that men with strong collegial friendships with women develop sharper relational skills, have broader networks, and enjoy more social support.
  • Build a network of female friends. Develop a community of female friends at work and intentionally mentor several junior women.
  • Create safe-space friendships with several women. Build trust in relationships with key female colleagues by practicing listening, unconditional regard, mutual self-disclosure, and caring feedback.

Seek feedback

Deliberately seek feedback from women. Establish trust with a network of women who will give you unvarnished feedback about how they perceive your workplace attitudes and behaviors, and receive this feedback as a gift.

Notice sexist words and phrases—and intervene. Watch and listen for noninclusive language, sexist comments, overt misogyny, and harassing behavior; then, say something to disrupt it.

Organizational change starts with you and your leadership

  • Design clarity, transparency, and accountability into your workplace. Be clear about the purpose of gender equity initiatives and transparent in communicating what they are designed to achieve, while establishing accountability for yourself and others.
  • Be clear about your expectations, and then set the example. Plainly communicate how gender inclusion and diversity relate to your purpose, intent, and values as a leader, and keep them connected to your business outcomes.
  • Purposefully use your influence. Use your positional power to overcome resistance to organizational change and demonstrate your support and expectations for others to support gender and inclusion events.

Start at home

To be an ally at home, you should:

  • Do your share of the housework: This could mean cooking, cleaning, or doing laundry.
  • Set boundaries around work: This could mean letting your partner know when you need to take time off for domestic commitments, or publicly stepping away from work to fulfill them.
  • Support your partner’s career: This could mean helping them with their career goals, or collaborating with them to create a flexible strategy that maximizes both careers.
  • Model allyship for your children: This could mean teaching them about the importance of allyship, or showing them how to be allies themselves.

Everyday interactions with women at work

  • Include women in everyday interactions.
  • Decenter yourself and make space for women.
  • Listen generously to women.
  • Assume women are capable and competent.
  • Validate and normalize women’s experiences.
  • Encourage women to let their talents shine.
  • Level the playing field.
  • Be observant but don’t give unsolicited advice.
  • Practice transparency.
  • Engage in women’s initiatives and inclusion events.

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