Making allyship happen

through training, support, research, speaking, and lobbying.

We are Male Allies UK

We exist to challenge the system and dismantle barriers to collaboration.

Workplaces were created by men for men, and it’s now time for men to recognise the need for change and take an active role, alongside women, in making it happen.

As men traditionally hold the positions of power that can influence and change the systems, time and again it’s been proven that when men are involved — especially men in leadership positions — change happens at a significant rate.

Why is it that some men aren’t interested in, or are actively against, being allies to the women in their workplaces? Why, when we’re talking about inclusion, do we often exclude men from the conversation?

Together we can create a more equitable and inclusive society.

Research-led practice

Everything we say and do is based on research from leading psychologists and sociologists, as well as our own findings.

Allyship engagement

Our workshops are interactive, we build communites, and each ally takes an actionable framework away.

Jade and Lee stood in front of a tall display with Male Allies UK bubbles on it.

What is allyship?

Allyship is effective action taken alongside marginalised communities we don't belong to. Its success is defined by the outcomes we achieve -- not by our intentions, commitments, or even actions.

The current landscape

Research shows there's a large disparity between how men and women feel at work in terms of inclusion, access to opportunities, and recognition.

A lack of diversity at senior management level means women's experiences at work aren't widely known or understood, and so little to nothing is done to change the systems or behaviour. Without training these perception gaps will persist.

Work With Me: The 8 Blind Spots Between Men and Women In Business – Barbara Annis and John Gray

81% of women

feel some form of exclusion at work

92% of men

don't believe that they're excluding women

48% of women

feel appreciated at work

79% of men

feel appreciated at work

How will gender equity benefit your workplace?

Women obviously stand to gain here, but so do men. Inclusive workplace cultures benefit men, and the business, too.

Senior leaders cite better, more open working relationships with their teams; championing positive masculinity means men are able to ask for help and better supported at work, which hugely benefits their mental health; and fathers having equal access to paternity leave and flexible working means they can spend more time with their children.

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Happier employees

Better awareness, understanding, and communication means happier, more productive teams.

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Increased revenue

Organisations with higher gender diversity at senior management level have approximately 30% higher EBIT profit margins.

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Better business

Inclusive workplace cultures foster greater job satisfaction, higher employee retention, increased innovation, and better financial returns.

When it comes to the link between gender balance, company performance and investment returns, the data is compelling: more gender diverse leadership teams generate better results.

Beyond Lip Service: Tracking The Impact Of The Gender Diversity Gap – Dr Joanna Nash and Dr Ron Guido

What we do

Every workplace will need a tailored plan – some might not know what gender microaggressions are whereas others could have a diverse and inclusive leadership team. All, however, will be made up of men at all levels of the business who are at different stages of our allyship continuum.

Inclusion to us means including everybody. We listen to men to understand where they’re at, and why. We support them on this journey by offering community and a safe space to talk, as well as inspiring them to build equitable workplaces for both themselves and their female colleagues.

Workshops

Topics range from positive masculinity and male mental health to the menopause and gender-based microaggressions.

Training programs

Inclusive leadership training and bespoke programs to move men from awareness to action.

Keynote speaking

Lee can talk at conferences and events about his experiences as a stay at home dad and his journey to and work around male allyship.

Educational resources

A bank of resources including worksheets, tools, research, and content.

Consulting

Bespoke consulting including help with your DE&I strategy to make allyship an organisational value and priority.

What our clients say

JLP recently did a session on Male Allies with Lee. He covered what it means to be an ally, why having allies in the workplace is so important to our partners and to our business, and what small steps you can take to become a better ally to all.

The session was very thought-provoking, providing lots of food for thought, with him getting us to think of one thing we could each do to be an ally in the workplace. Lee’s content and delivery style were exactly what we had envisaged for this important conversation.

Leanne Chalmers
DEI Manager at John Lewis

Lee Chambers eloquently articulated how each of us, regardless of gender, can play a pivotal role in promoting gender equality. It was a powerful reminder that allyship requires continuous effort and commitment.

The webinar sparked meaningful conversations and introspection. It reinforced the notion that true progress towards gender equality is a collective endeavor, and male allyship is an essential component of that journey.

Nicoleta Mitu
Senior Organisational Business Partner Europe at Dassault 3DS