Key Takeaways:

• Men and women value gender equity but differ on the actions it needs.
• Small daily steps can drive real change for everyone.
• Speaking up, taking paternity leave, and flexible work boost gender equity.
• When leaders act, they build a healthier workplace for all.

Gender Equity Matters for Everyone

Most managers agree on the idea of gender equity. Yet, they disagree on how to reach it. Men often see big sacrifices, while women focus on daily habits. However, if leaders bridge this gap, they can achieve real progress. After all, gender equity is not a zero-sum game. Instead, it helps everyone feel valued and included.

Survey data show that men and women pick the same top three words for gender equity. But they diverge when naming actions. Men were twice as likely to view equity as needing “extreme” tradeoffs. Also, they rarely link small behaviors to big change. For example, few men saw paternity leave or calling out bad jokes as key equity moves. In contrast, women view those steps as vital.

Therefore, true leaders must blend vision with practice. They must build gender equity into everyday life. Research points to three clear steps any leader can take now.

Simple Steps to Improve Gender Equity

Speak Up Without Speaking Over

One gap lies in challenging sexist remarks at work. When men call out harmful jokes or comments, they improve women’s well-being. Moreover, they cut the chance of more incidents. Yet, men often fear social backlash. They worry they might upset other men or seem overly critical.

Therefore, teams should set clear rules on respectful talk. These rules ease the fear of saying the wrong thing. Also, they prevent a “gotcha” culture by treating mistakes as chances to learn. For example, managers can ask people to share their view first, before judging. They can reward anyone who speaks up in support of others. Over time, this approach reduces uncertainty and builds trust.

Furthermore, shared values matter. When leaders remind their teams of core principles, everyone can align. Then, if a CEO praises a narrow idea of leadership, employees feel safer to speak up. This pushback helps broaden the view of what a leader can be. In turn, it frees men to show empathy, teamwork, and emotional insight. All of these traits boost gender equity.

Take Paternity Leave

Another big step is normalizing paternity leave. Most women managers see this as vital to equity. Yet, many male managers miss this link. However, studies prove that when fathers take leave, workplaces become more inclusive. Also, couples share chores more evenly at home, and women often earn higher pay.

Still, many men skip leave out of fear. They worry about looking weak or harming their career. They also fall prey to pluralistic ignorance—believing other men disapprove even when that’s false. In fact, most people support paid leave for all parents. Yet, 76 percent of fathers return to work just one week after birth.

On the other hand, when one man takes leave, others feel freer to follow. It sets off a domino effect that ends stigma for every parent. Therefore, leaders should openly promote paternity leave. They can share stories of fathers who thrived at work and home. They can also ensure policies make leave easy to use. These moves strengthen gender equity and build loyalty.

Advocate for Flexibility

Finally, flexible work boosts equity across the board. Flexible hours and location cut stress and burnout for caregivers and others. In fact, men and women list flexibility among their top three benefits. Yet, men may fear asking for it. They worry it breaks norms about an “ideal worker.” They may think a school pickup shift is a “woman’s job.”

However, when everyone uses flexibility, it stops feeling odd. For instance, one financial firm calls its plan “PurposeFirst.” Teams decide when to meet in person and when to work remotely. They set clear times for group work and solo focus. This model keeps collaboration and cuts packed office days.

Importantly, research shows hybrid work does not lower performance or raise family stress. The main risk is losing informal chats with coworkers. Yet, teams can fix that with virtual check-ins and planned meetups. As a result, flexible work supports equity without side effects.

Building a Future of Gender Equity

In the end, men and women share the same values around gender equity. Yet, they focus on different actions. This mismatch can stop even well-meaning leaders from acting. Consequently, they may feel unsure or worry about backlash.

Nevertheless, simple steps can work for everyone. Speaking up against bias, taking paternity leave, and showing flexible schedules build real change. Also, these habits do not harm men or women alone. Instead, they create a healthier and more sustainable workplace.

Therefore, leaders should embed gender equity into daily life. By doing so, they help every team member thrive.

FAQs

What is gender equity and why does it matter?

Gender equity means treating all people fairly and giving balanced chances. It matters because it boosts morale, creativity, and performance for the entire team.

How can men support gender equity at work?

Men can speak up against sexist comments, use paternity leave, and ask for flexible hours. These actions reduce bias and open doors for everyone.

Will flexible work harm team performance?

No. Studies show that with clear norms and check-ins, hybrid and remote work do not lower output or increase stress.

How do leaders set clear norms for respectful talk?

Leaders can write down expected behaviors, model inclusive speech, and reward those who listen and speak up. This approach builds safe spaces for learning.