Key solutions point to strong allyship role models in the workplace and improved care infrastructure, studies suggest.
Male leaders role modeling strong allyship is the single most effective allyship strategy in the workplace.Source: Gustavo Fring / PexelsEquimundo: Center for Masculinities and Social Justice is publishing two new studies,"Building Men’s Solidarity for Workplace Equality: A Guide for Workplace Leaders," and the"State of the World's Fathers 2026" report, based on data from 8,000 parents across 16 countries.
I interviewed Taveeshi Gupta, Senior Director of Research, Evaluation, and Learning, and Christopher Hook, Deputy Director of Strategic Partnerships of Equimundo, to understand some of the highlights.So, where does this leave us, and where can we go from here? Gupta and Hook shared insights from the research and their personal experiences.is equally striking: There is a significant taboo attached to men seeking flexibility at work, often more than when women do, Gupta explained.with Dove Men+Care found that most fathers reported having little support for taking paternity leave; one in five feared that simply taking the full amount of paternity leave offered to them could mean risking losing their job. Fathers were also worried about how others would perceive them if they prioritized their families. Gupta has witnessed this firsthand. She was on a Zoom call when her Australian colleague apologized that her 2-year-old was sick and might wander onto the camera. Gupta assured her that it was completely fine. The colleague then admitted that, that morning, her husband had asked her:"How are you going to manage the 2-year-old and do the call?" And she said she'd just bring the child on camera if she had to. His immediate reaction was:"I couldn't do that. I wouldn't be allowed to." This complex and nuanced phenomenon can be hard to convey, Gupta continued, because women shouldn't have to bring sick toddlers onto work calls either. But the fact that men feel like they can't even attempt it—even when they” which expect that workers should unquestioningly prioritize work over family. As fathers increasingly want to be more present for their families, they are facing similar tensions., and value what they do in the home as much as paid work. Three-quarters of fathers would sacrifice As one father in Colombia said in the"State of the World's Fathers 2026" study, “I have realized that almost all the responsibilities of raising children and being a parent are generally and culturally passed on to women... For me, has been very rewarding because you can bond with the kids and they start to trust you."where author Scott Galloway said that he didn't support paternity leave because fathers of infants “are a waste of time or space.” And men shouldn't be in the delivery room because that's"so disgusting and unnatural.” Yet, Equimundo's study shows that most fathers want to care for their infants.change to prepare them for fatherhood. Hook’s concern is that if erroneous beliefs about men’s propensity for care are spread without us questioning them, these might become self-fulfilling. Hook shared that for him, “being in the delivery room and seeing my son arrive, holding him not ten minutes after he emerged is the closest thing to magic I've ever experienced.” Which is why he’s concerned that, “when someone like Scott Galloway makes those statements, it feels almost as if he's speaking from a place of never having been allowed to feel like you can lean into care, and joy, and nurturing. That's exactly what our work tries to change: encouraging men to lean into care rather than away from it.”The"Building Men’s Solidarity for Workplace Equality" study found that the single most effective strategy is for male leaders to role model strong allyship from the top. And leaders' role modeling is the number one driver of individual staff behavior. But in Equimundo’s male allyship training programs, they find that it's primarily women who show up, not men. This is because men aren't incentivized to attend, and women want to help change a system that’s not working for them. Hook observed, “Men are not paid to attend. They're not told it's part of their job. They don't see other male leaders doing it. And sometimes when they do go, they face implicit pushback becauseIf workplaces want gender equality, male leaders need to make it a visible priority and make clear that it's not only women who stand to gain. Men become more authentic versions of themselves, too, when those norms shift.—like food, shelter, and water. We need national budgets that center care infrastructure. But creating a policy is not enough. Focus groups with fathers in the United States found that most fathers didn't know child tax credits existed, Gupta said. One father said the system was so complicated that he didn't bother using it. In Canada, which has a national childcare policy, a father said there was no childcare facility close to home, and he couldn't drive 45 minutes each way to drop off his child.The"State of the World’s Fathers 2026" study found that across genders, there is a strong willingness to support political parties that invest in care, family benefits, and flexible work. Parents say they would vote for care policies, regardless of whether they are conservative, liberal, or independent, and regardless of which country they live in. That's a powerful message for the world’s politicians: Put care on your agenda, Gupta concludes. We must budget for care infrastructure, because care is not a women's issue or a partisan issue. It is the most fundamental expression of what it means to be human.Find a TherapistSelf Tests are all about you. Are you outgoing or introverted? Are you a narcissist? Does perfectionism hold you back? Find out the answers to these questions and more with Psychology Today.
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