Progress Needs Parners – The Power of Male Allyship

How Men Can Drive Real Change for Gender Equality in the Workplace

When men are deliberately engaged in gender inclusion efforts, 96% of organisations report progress. Without them? The number plummets to 30%¹. “That’s not just a statistic – it’s a wake-up call,” says Dr Neil Sirbadhoo, Managing Director of the LDM Consulting division in the Built environment. “In South Africa, where women hold nearly half of senior leadership roles, we’ve proven progress is possible,” he continues. “The real question is whether we’re willing to do the sustained work to keep it going. And that work increasingly depends on male allyship.”

South Africa presents an interesting contradiction. We are a global leader when it comes to female representation in senior roles, 47.2% in 2025, compared to a global average of 34%.² Women dominate HR and finance leadership with nearly one in three CEOs being female² – progress in gender parity in the boardroom that is the envy of many countries.

But this progress exists alongside deeply rooted challenges because, despite this strong representation, women here still face constant workplace challenges. They’re interrupted in meetings, overlooked for high-profile assignments, or mistaken for junior staff?. The 32.9% unemployment rate³ and ongoing pay gaps also add extra pressure on progress that could easily be lost. “Unfortunately, when economic pressure rises, transformation strategies can stall,” Dr. Sirbadhoo observes. “And this is where male allies can help to ensure they don’t.”

Many men genuinely believe they’re already champions of gender equity, yet women often don’t experience that support turning into meaningful action?. This perception is one of the biggest barriers to progress. But when men do engage authentically – when they speak up, actively listen, and advocate for change, their voices carry weight.

“Allyship isn’t about speaking for others,” Dr Sirbadhoo explains. “It’s about amplifying voices that are already there but not being heard.”

He points out that in a country such as South Africa with its deep social divides, allyship must also recognise that women don’t all face the same barriers – race, background, and access all matter too. So, supporting women means navigating these biases, particularly in industries where leadership roles are traditionally male-dominated, such as the Built environment sector.

So, what are the benefits of allyship to a company? According to McKinsey, organisations that engage men in gender equity efforts don’t just see better representation, they see better results. Inclusive cultures improve innovation, decision-making, and employee engagement?. In South Africa’s competitive economy, this isn’t a “nice-to-have” – it’s a strategic imperative.

And how does it benefit men? Allyship builds stronger teams, deeper trust, and more authentic leadership. It’s not about guilt, it’s about growth – a sentiment echoed by Dr Sirbadhoo.

“Allyship cannot be about good intentions, and that’s something we feel very strongly about at LDM. It’s about showing up in practical ways,” he adds. “That means speaking up when inappropriate remarks are made, even when it’s uncomfortable. It means using your position to open doors for women, especially when it comes to promotions or high-impact projects. It’s about making sure women’s contributions are heard and acknowledged in meetings and being willing to challenge bias wherever it shows up – whether in hiring, performance reviews, or everyday interactions.”

To move from good intentions to lasting impact, companies need to embed allyship into their culture through consistent DEI practices such as:

• Offer structured allyship training that goes beyond compliance to build real skills
• Recognise and reward inclusive leadership behaviours
• Hold leaders accountable for gender equity outcomes, not just business metrics

South Africa stands at a unique crossroads. We’ve achieved remarkable progress in gender representation but sustaining that progress requires a new level of commitment. The potential for true gender equity is real and rising, but it won’t happen automatically.

“Allyship isn’t about being perfect,” Dr. Sirbadhoo concludes. “It’s about being present. Listening. Learning. Using your voice to open doors for women.”

And in a country where the stakes are this high and the potential this great, the role of male allies has never been more critical – or more powerful.

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Author: Say Watt Say Watt from Say Watt on behalf of LDM.