A policy paradox: why gender equity is men’s work

Exploring the Intersections of Migration, Gender, and Sexual Health with Indonesian Women in Perth, Western Australia

“…Reviewing existing migration policies and procedures, and the effect on women’s status may improve health outcomes for women [ 48 ]. In the interim, other studies have posited the need for further work with men, to achieve gender and sexual health equity [ 49 ].…”

Introduction: Strategies for How Men can Advance Gender Equity in Political Science

“…Along with a personal commitment to fairness, this predicts helpful allyship among members of the privileged in-group (Prime and Moss-Racusin 2009). Second, men who are successful allies for gender equity also must develop an understanding of the gender biases that drive inequities lest their good-faith advocacy unintentionally affirms these stereotypes (Anicha, Bilen-Green, and Green 2020).…”

“We’re Learning like Everyone Else”: Best Practices from Men Allies

“…The research on the impact of faculty/student relationships, coupled with the literature on the positive effects of dominant group advocacy efforts [32] - [37], suggests that allyship may be regarded as a potential opportunity to affect women's representation in STEM [38], [6], [39], [7]. However, many men fail to even recognize the problem of gender inequity in STEM, and in denying the existence of the challenges women in STEM are forced to navigate, men reify existing gender disparities [40] For example, in their study of over 700 participants in which 30% of respondents were faculty, Handley et al [40] found that men were less receptive to scholarship that examines gender bias in STEM than their women peers.…”

“…Although allies may not be able to affect the beliefs of all men, they may be able to influence some colleagues -both women and men. In the case of supporting women, the efforts of a man ally may support a woman's retention in a STEM discipline [5], [38], [6], [39], [7]. However, research suggests that without an increased willingness by those in the majority in STEM to concede that gender bias and discrimination are real obstacles for women in these disciplines, creating cultural change may prove to be difficult [40].…”

“…Allies must maintain membership in a dominant group, possess an awareness of their own privilege, and actively work against inequity and systemic oppression on behalf of an underrepresented population [41] - [43]. Although research suggests that men faculty ally programs are effective at retaining women in STEM and improving disciplinary cultures [38], [6], [39], [7], the limited body of literature on men allies has found that even when men claim to support women in STEM initiatives, they often do so philosophically, but not actively in practice [11]. This supposition may be a result of prototypicality threat, or men's fears that they may lose their position as the gender that best symbolizes STEM [44].…”