While many have good intentions, potential male allies often don't know how to best support their women colleagues in the workplace.
One of the easiest places to start is simply by listening, according to Meredith Nash, an associate sociology professor at the University of Tasmania.
"Women have been disadvantaged at work for many decades," Professor Nash says, "and so no one's expecting solutions overnight."
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"You honour your colleagues, women and your team by trying to understand things slowly and well, rather than trying to swoop in and change the world in five minutes."
So what exactly is a male ally, and how do you become a strong force for change in your workplace? With Professor Nash, we try to answer the kind of questions a male ally might want to think about.
What is an ally?
At its simplest, it really means supporting and listening to people in historically excluded groups, which could include women, LGBTIQ folk, First Nations people and ethnic minorities and those with disabilities.
How does this help bring about change?
The main impetus of an ally is to use a position of privilege or power to support people in marginalised groups.
A good foundation for male allyship, Professor Nash says, is a greater recognition of privilege, and that positions of workplace power have long been dominated by white men.
"That means men should recognise the ways in which cultural norms are built around supporting their careers, and trying to understand how they can use their platform to support other people who don't have those privileges."
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What specific actions can I take?
There are a number of things men can do straight away, Professor Nash says.
Listening to people from marginalised groups is an easy first step.
"Try to understand how women in your group or your team are going at work, what are some of the challenges that they face in their career," she says.
It's important to show up and listen, Professor Nash says, but "recognise that it's not your job to swoop in and rescue women."
"It's not about taking over or speaking over people. It's working in partnership (and) standing alongside women."
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How is Australia doing on workplace gender equity?
Women are much less likely to be CEOs of major companies, Professor Nash says, adding that the same lopsided balance of power exists in the world of academia.
"Very few women in Australia are vice chancellors of universities," she says.
Australia is definitely beginning to focus on gender equity, Professor Nash says, "but the fact is we're not making progress fast enough."
"We're seeing increasing numbers of women entering politics but still it's nowhere near the numbers of middle-aged white men."
Why is this?
For most of history, business was built around men and men's needs, Professor Nash says, so it's "no surprise that women have difficulty succeeding in their careers because organisations were not set up for them".
It becomes even more complex for women of colour, those who are disabled or LGBTQI.
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So allyship is about effecting structural change?
That is a major goal.
And structural change needs effective male allyship, Professor Nash says, who laments that work in this "important" space has largely been left up to women.
"We keep hearing about the business case for diversity, the importance of inclusion and belonging, but really the impetus for change keeps falling on women themselves.
"Often businesses will stick women in leadership programs or throw them into mentoring or find individual solutions to what ultimately are structural organisational problems.
"So when we talk about allyship, we're really trying to focus on the structures and the power differentials that make it very difficult for women to succeed in most workplaces, or to be in positions of senior leadership."
Male allyship means going beyond what Professor Nash calls "simple fixes".
Are there other common frustrations?
A big one, Professor Nash says, is that most men don't educate themselves on this issue, but instead expect to turn up and just be given information.
"Often women find it really challenging in this diversity (and) inclusion space because they feel like they have to educate men about what the problems are," she says.
"A good male ally tries to sort out some of that themselves."
Go and read the relevant research and books, Professor Nash says.
"Then come back with your own ideas and an understanding of the context so that women are not doing all of the work."
What about challenges for men who want to be an ally?
"The reason that allyship is difficult for many men is because it relies on a sense of vulnerability," Professor Nash says.
"It involves self-reflection," she says, "and coming to terms with the fact that maybe you've succeeded in your career not just because you've worked hard but also because you have a whole sort of package of privilege that came from where you're born and who you were born to."
Professor Nash says that can be "profoundly confronting" for some men.
"It's very hard for some subsets of men to hear that, you know, they didn't get ahead simply by working hard."
Top tips for being a male ally
Being an ally takes work. Here are simple things learned from Professor Nash's research which you can start doing today that will make a difference.
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Listen to people from marginalised groups and hear their stories — it's not about you. For example, look for opportunities to hear about women's experiences in your workplace and seek feedback about how you can "show up" for them as an ally.
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Recognise there is more than one experience. Transgender women or women of colour, for example, may have different needs.
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Move beyond helping individuals. Act to disrupt oppressive structures in your environment and the status quo. For instance, if you witness inappropriate language by other men in the room, actively call out the inappropriate language. Don't just dismiss sexist, ableist, racist, homophobic or transphobic comments or acts as "banter" or jokes.
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See your situation clearly. This means educating yourself about your privilege, biases and role in (unintentionally) perpetuating systems of discrimination and inequality. Start by doing your homework — read relevant books and articles and attend diversity and inclusion events. Do not rely on people in marginalised groups to educate you.
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Be prepared to be uncomfortable and learn from your mistakes.
