Workplace Allies: The Role of Men in Fostering Inclusive Workplaces

At FFEM, we’re passionate about encouraging meaningful conversations around equity in financial planning - and a key part of that conversation includes recognising the importance of male allies in the workplace.

When men show up as allies, the ripple effects can be powerful. Allyship isn’t about speaking over others or taking centre stage. It’s about actively listening, learning, and standing alongside women and non-binary colleagues to help remove barriers and challenge biases. In short, it’s about using influence and position to advocate for equity - and that benefits everyone.

So how do we build supportive, productive relationships with male peers and leaders?

1. Start with dialogue. Honest, respectful conversations are the foundation of any strong relationship. Sharing experiences and being open to hearing different perspectives helps foster understanding and trust.

2. Encourage learning. True allies are always learning. We should encourage male colleagues to engage with content around gender equity, challenge their assumptions, and remain curious. There are plenty of resources out there - and many are written with men in mind.

3. Celebrate active allyship. Calling out and celebrating ally behaviours (mentorship, sponsorship, amplifying others’ voices) can help reinforce what good allyship looks like in practice.

4. Focus on shared goals. Inclusion isn’t a ‘women’s issue’ - it’s a business issue. When we work together to create fairer workplaces, we all benefit from stronger teams, better performance, and more diverse leadership.

It’s also important to acknowledge that allyship looks different for everyone - and there’s no one-size-fits-all approach. Some allies will work quietly behind the scenes, advocating for fairer hiring practices or challenging bias in meetings. Others may take a more visible role, mentoring or sponsoring women into leadership positions. Both are valuable.

Creating space for men to ask questions, express uncertainty, and make mistakes along the way is key to building authentic relationships. We’re not striving for perfection - we’re striving for progress.

Organisations also have a part to play. Allyship should be embedded into culture and leadership, not treated as an optional extra. This might include allyship training, leadership role-modelling, or highlighting inclusive behaviours in performance reviews.

At FFEM, we believe that change happens when we all work together. The financial planning profession has a brilliant opportunity to lead the way in creating inclusive environments - and that includes welcoming male allies into the conversation. Let’s encourage curiosity, celebrate progress, and keep pushing for a profession where everyone has the chance to thrive.