Within the last few years, the importance of allyship has gained more attention in the workplace, and Stryker is no exception.
Allyship is a strategic mechanism used by individuals to become supporters, accomplices, and collaborators who promote equity in the workplace through authentic personal relationships and public acts of sponsorship and advocacy. Stryker encourages our allies to speak up and get involved. One way allies help advance equity at Stryker is by joining our employee resource groups (ERGs).
Although this blog focuses on male allies, many of the techniques and best practices could extend to being allies for other underrepresented groups.
Through company-level DE&I initiatives, our ERGs, and self-education, Stryker continues working to make our culture more equitable for all.
While progress has been made, there is still a long way to go in achieving true gender equality. Male allyship plays a crucial role in driving change to create a more equitable culture.
Why male allyship matters:
Addressing gender bias: By being vocal about equal pay, challenging stereotypes, and encouraging women to pursue leadership roles, male allies can help address gender bias and create a more inclusive culture that values diversity.
Creating safe spaces: By actively listening to their women peers, validating their experiences, and supporting their career development, male allies can create safe spaces for women to express their concerns and ideas without fear of judgment or retaliation.
Modeling inclusive behaviors: Male allies can model inclusive behaviors and attitudes for their peers and colleagues by leading by example to create a workplace culture that values diversity, equity, and inclusion.
Promoting collaboration: By encouraging diverse perspectives and experiences, and driving innovation and creativity in the workplace, male allies can help promote collaboration and teamwork across genders, races, and cultures.
Holding themselves accountable: Male allies can hold themselves accountable for their actions and behaviors. They can recognize their own biases and work to address them. They can also call out other men who engage in discriminatory or inappropriate behavior.
Stryker’s Women’s Network (SWN) encourages men to join the ERG as allies and help advocate for advancing women in the workplace. Throughout the year, SWN will host panels on allyship, spotlight male allies, and provide resources on becoming a more engaged ally. By creating gender-inclusive events, SWN aims to include men in productive discussions about gender equity in the workplace and make organizational diversity efforts more successful.
At Stryker, we’re proud of the number of men who have joined SWN, and their involvement and advocacy for women in the workplace.
Hear from the men of SWN about allyship:
“In my journey of allyship, I have had to take the time to actively listen and learn from the women that I ally with, allowing me to understand how to offer better support. I am learning to be a more intentional communicator and have gained more insight to the challenges that women face in the workplace.” – Greg B. | United States | R&D Systems and Test Engineer
“Now I see women’s realities with more info and empathy. Understanding has been just the first step to try to move the needle with actions and influence, so more men understand the scenario we live in and join us in trying to do something about it.” – Julio Y. | Chile | Business Unit Director
“As a leader of an all-women team at work, my job is to help develop their potential, and being a Stryker’s Women’s Network (SWN) member gives me a good opportunity to learn from other SWN members' experiences and good practices that could help me do that job better.” – Roger Y. | China| Compliance Manager
"One piece of well-established but important advice I have is to use whatever privilege you have to give voice to the ideas and work of people with less privilege. For example, at work that means making sure everyone's opinions are heard and it means giving credit where credit is due." - Trenton R. | United States | Staff Engineer, Quality Assurance
“Being a male SWN ally, it is important for me to walk the talk. I do this by ensuring that my actions are consistent with what I advocate as a SWN ally and lead by example. Most often, this translates into purposefully challenging biases within and around me. Our female colleagues do not need patronage, they just need a level playing field. Stand for it, challenge the biases.”
– Jitendra C. | India | Director
"Male allyship is first a state of mind: It is about understanding how we can position ourselves as an ally of women to allow them to progress professionally like everyone else and precisely no longer make a "difference". Being open to others and to our differences, translating into concrete actions will make a big change!" - Jérémie M-H. | France | Plant Manager
“I think we overcomplicate what male allyship is. In my eyes, male allyship is being a friend to your female counterparts. Treat your female co-workers as you would any other friends in your life... Listen, support, and motivate.” – Adam G. | United States | Director
“Don’t protect your high-potential female talent from challenging work assignments. Skills are learned, confidence is built, and reputations are made when working outside the comfort zone on business-critical projects. Support, encourage, but don’t protect.” – Cathal D. | Canada | Quality Assurance Manager
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