Learning, experiences, and actions towards advancing gender equity in engineering as aspiring men's allyship group

Abstract

The representation of women in the engineering profession (17.90%) far lags that of the Canadian workforce (47.50%), with several authors citing the need for professional and organizational culture change for engineering to be more equitable for and inclusive of women. Recent evidence reported that men actively working on gender equity practices is one mechanism through which this culture change will occur. The practice of allyship by men involves learning and reflecting, building trusting relationships with women colleagues, continuous action even through discomfort, and influencing change at multiple levels. We share our own experiences with starting a men's allyship group in an engineering workplace, initial successes, opportunities to improve, and our vision for the future.

His opportunity, her burden: A narrative critical review of why women decline academic opportunities

“…38,40,41 Recent strategies call on allies to take the burden of change-making off women's shoulders. 39,[42][43][44][45] In the context of social status, and equity, the term 'allies' refers to individuals from a privileged group who are willing to take action that extends their own privilege to individuals from underrepresented groups 46,47 ; through allyship, men can support women's advancement, sharing the goals and responsibilities involved in the fight for gender equity. Allyship is a particularly important strategy in achieving gender equity given that significant power remains in the hands of men, and, thus, male allies may often be in a better position to change systems and ensure equitable recognition.…”

“…The strategy to ‘lean in’ has affected very little change and has received significant criticism already, because it implies that the gender gap's presence and persistence are caused by a lack of effort on the part of women, 4,36,37 while many advocates in many fields still support the assumption that increasing awareness of gender inequity is sufficient to safeguarding women's progress through the leadership pipeline, evidence to the contrary goes back to the 1980s 38,40,41 . Recent strategies call on allies to take the burden of change‐making off women's shoulders 39,42–45 . In the context of social status, and equity, the term ‘allies’ refers to individuals from a privileged group who are willing to take action that extends their own privilege to individuals from underrepresented groups 46,47 ; through allyship, men can support women's advancement, sharing the goals and responsibilities involved in the fight for gender equity.…”

Responding to the Kairotic Moment: Advancing Equity, Diversity, and Inclusion Through Allyship in Canadian Mining

“…Therefore, in the male-dominated Canadian mining industry, establishing allyship action planssuch as the described in the Association of Consulting Engineering Companies of British Columbia's Allyship Guideline (ACEC-BC, 2022)may be especially effective. Additionally, male allyship support groups can also provide a safe place to practice inclusive behaviours (Wilson, Dance, Pei, Sanders, & Ulrich, 2021). Catalyst's Men Advocating Real Change (MARC) is an example of a male allyship support group to help men progress along their allyship journey.…”

Preface for the Doing Things Differently Special Section

“…All too often changes are made with the best intentions but result in unintended consequences (e.g., the cobra effect).The articles in this special issue section cover a variety of topics. The first two papers [1][2] discuss the need for, and ways to achieve, inclusivity in the workplace. Diverse organizations are more successful, and male allyship can significantly advance culture change to reach equality for all underrepresented groups.…”