“Being an ally is about allowing everyone to feel heard without judgement”

International Women’s Day takes place on March 8th each year. Led globally by UN Women, it is not only a celebration of women’s achievements but a reminder that a lot still needs to be done for gender equality. 

Recent reporting from UN Women shows that, at the current rate of progress, full gender equality globally remains generations away. Earlier analysis suggested it could take close to 300 years to achieve full parity.  

Although progress in education and health has made great strides, headway in leadership gaps, pay inequality and disproportionate caring responsibilities remain stagnant. 

At ACT, Wales’ largest training provider, IWD remains close to our heart. Eight out of ten of our colleagues are women. Four out of five of our directors are women. Our mantra, improving lives through learning, is rooted in the belief that opportunities, inclusion and empowerment is for all. 

Gender equality is not a women’s issue, it’s a leadership issue, a workplace issue and a societal issue. And that’s where male allyship comes in. 

Systemic change rarely happens without those in positions of power choosing to act. Globally, men still occupy most senior leadership roles. Each year, the World Economic Forum Global Gender Gap Report highlights a steep drop-off in women’s representation at senior and executive levels, even in sectors where women make up most of the workforce. With policies, culture and progression pathways mostly shaped from the top down, this lack of equality creates a problem. 

Male allyship is not about stepping into the spotlight. It is about using your influence to question bias, sponsor female talent, challenge unequal practices and advocate for structural change. 

For businesses, gender equality can help improve operations. Research shows that diverse leadership teams correlate with improved financial performance, stronger innovation and better decision-making. Diverse boards and senior management teams are linked to higher returns on equity and stronger long-term growth. 

The UK Government’s gender equality roadmap has also emphasised that closing gender gaps in participation and pay would significantly boost national productivity and economic resilience. 

Beyond operational health, an often-overlooked benefit of gender equality is improved outcomes for men and their wellbeing.  

Workplace cultures that value emotional intelligence, flexibility and inclusive leadership create space for men to step outside restrictive stereotypes. For example, policies such as enhanced parental leave and flexible working benefit fathers as much as mothers. 

In the UK, suicide remains the leading cause of death for men under 50. Cultural expectations around masculinity, such as strength without vulnerability and resilience without support, can have devastating consequences. 

Championing positive, emotionally intelligent workplaces help dismantle these harmful norms and expand what leadership and strength can look like. 

At ACT, we are proud that women make up much of our workforce and leadership team. But representation alone is not the end goal, we’re proud to be nurturing a culture of support and inclusivity with the help of our male staff members. 

We spoke to David Carroll, ACT’s ALN Inclusion Manager and acting head of our Schools provision. Outside of his work within the organisation, he is a coach for Cardiff City Women’s Football Team. We discussed what male allyship looks like in practice. 

“I think it’s vitally important to ensure that in both the workplace and coaching environment, everyone feels that their contribution is valued and that they are able to express their thoughts and feelings,” David said. “I think it is important to create a safe environment. Being an ally is about allowing all staff, learners and players to feel heard without judgement regardless of their gender.” 

Talking about his understanding of leadership through his coaching ventures, David added: “Good leadership has to be underpinned through listening and recognising everyone’s strengths. When a coach promotes an inclusive environment, this will in turn lead to an improved performance.  

“Through my experience of coaching the women’s football team, I understand the importance of a team that feels valued, supported and able to express their thoughts and wishes. 

“It’s also given me a deeper understanding regarding the challenges that women face in sport and I am passionate that everyone deserves equal opportunities. This is not only the case for sports but in every walk of life.” 

International Women’s Day is an important date-marker, but its influence should not be limited to just the week leading up to March 8th.  

As global progress remains slow, it’s important that businesses take on the responsibility of accelerating it within their own operations and network. Whether this is in small acts of kindness and compassion, reviewing out-of-date policies or mentoring diverse talent into influential roles, these all have a ripple effect throughout your work and beyond.