In today’s workplace, gender inclusivity and addressing masculinity have become crucial elements for fostering a healthy and productive work environment, yet our latest research shows that many businesses have a blindspot when it comes to promoting healthy masculinity and addressing gender biases to improve their workplace cultures.
Our findings highlight the need for businesses to engage proactively with gender and masculinity within their own workplaces to enhance a safe and productive working environment, improve employee well-being, and drive organisational success.
In this blog post, we'll break down the key findings from our research while contextualising the reality of gender biases and attitudes towards masculinity within today's workplaces.
Gender and masculinity in today's workplace
In 2024, gender biases continue to shape career opportunities and advancement. Men are more likely to be described as analytical and competent, while women are more frequently characterised as compassionate or enthusiastic - positive traits, but ones that are less likely to lead to a promotion.
Men often have easier access to their bosses, who are frequently also men, and the opportunity to build rapport with them can lead to promotions and raises. This advantage does not always extend to women or to men with female bosses. Sharing activities and interests allows men to have more face time with their boss.
Moreover, women are less likely to be assigned high-visibility projects, which are critical for career advancement. A study by McKinsey & Company from last year found that for every 100 men promoted to manager, only 87 women are promoted, highlighting a significant disparity in career progression opportunities between genders.
Healthy masculinity isn't just about challenging harmful stereotypes for the benefit of others - it also helps men. In workplaces, men are often expected to be tough, driven, and unemotional. This pressure can lead to problems like workaholism, burnout, and serious mental health issues.
According to Men’s Health Forum, over 190,000 men a year in the UK (an average of 1.2% of men in work over a 12 month period) report stress, depression or anxiety that is caused or exacerbated by work. Many men feel they have to push themselves to the limit to succeed, which can increase stress and strain relationships.
Burnout is a growing issue, and it's linked to rising rates of suicide among men, especially those struggling with mental health but feeling unable to seek help due to outdated ideas of masculinity. By embracing healthier ideas of masculinity - where it’s okay to ask for support, take breaks, care for mental wellbeing and work-life balance - men can not only reduce stress but also build stronger, more fulfilling lives. This shift can improve both career satisfaction and overall happiness. Due to the fact that men are statistically more likely to be in positions of authority in workplaces, this positive change can also trickle down to all in a workplace.
While these statistics provide a broad overview of gender biases and their impact on career progression, we wanted to capture more personal experiences of employees facing these challenges daily to gain a deeper insight into how masculinity and gender biases manifest in different workplace settings.
What our research told us about key challenges related to masculinity and gender in the workplace
Over the summer period, we carried out a series of one to one interviews and survey sendouts with professionals of all ages working within a wide variety of fields and industries. We asked them a number of questions about what they felt the main challenges with gender biases and masculinity were within their workplace. A summary of the key themes is as follows:
1. Gender imbalance in power and representation:
One of the most pressing issues identified is the significant gender imbalance in leadership roles, particularly in male-dominated sectors such as banking and commercial property. This imbalance perpetuates a culture where men dominate discussions and decision-making, often sidelining women's voices and contributions. The underrepresentation of women in leadership not only affects gender equity and employee retention but also stifles diversity of thought, which is crucial for innovation and growth.
2. Harassment, bullying, and 'toxic' masculinity:
The research also revealed a troubling prevalence of harassment, microaggressions, and 'toxic' masculinity in various workplace settings. At Voicebox, we don’t use the term toxic masculinity, but instead refer to the unhealthy traits often promoted by traditional ideas of masculinity (such as emotional restriction, not asking for help, and aggression and violence). Behaviours such as 'locker room talk' (talking about male-centred topics such as sport but also sexual or dirty comments and jokes targeted at women), bullying, and dismissive attitudes towards women contribute to a hostile work environment, undermining employee morale, productivity and retention. Additionally, there is a tendency to dismiss concerns about harmful language and behaviour as over-sensitivity, further entrenching these issues and hindering meaningful dialogue change, and progress towards Diversity and Inclusivity efforts.
3. Recruitment and retention challenges:
Organisations face challenges in attracting and retaining female talent, particularly in sectors like STEM and commercial property, where a lingering “old boys’ club” mentality persists. This dynamic not only limits the talent pool but also creates an unwelcoming environment for women, who often feel they must conform to masculine norms to be seen as competent or powerful, resulting in higher employee turnover.
4. Mental health and emotional suppression:
Another significant challenge is the cultural expectation for men to suppress emotions and avoid discussing mental health issues. This stigma contributes to burnout, poor mental health, and a lack of supportive workplace practices. The answers in our research highlight a critical need for initiatives that promote healthy masculine leadership and emotional resilience, encouraging men to express their emotions constructively and seek support when needed. Due to the prevalence of suicide in working age males, conversations in workplaces with men about healthy masculinity and it’s benefits for mental health are crucial, and can be life saving.
5. Unconscious gender bias and stereotyping:
Unconscious biases continue to influence workplace dynamics, often to the detriment of gender inclusivity. Biases manifest in various forms, from comments on women’s appearances rather than their performance, to recruitment teams favouring male candidates over female ones, to gendered assumptions about leadership capabilities (not to mention the gender pay gap - where in the UK, men currently earn about 12% more than women on average).
The importance of addressing these challenges
Addressing these challenges is not just a moral imperative but also a business one. Organisations that proactively foster a culture of inclusivity and respect are more likely to attract top talent, improve staff retention, enhance employee engagement, and drive better business outcomes. Creating a safe and supportive environment allows all employees to contribute their best work, fostering a culture of collaboration and innovation that ultimately increases workplace and organisational success and effectiveness.
Recommended focus areas for organisations
Based on the findings, several key topics have been identified as essential for workplace programmes aimed at addressing masculinity and gender:
Unconscious gender bias training: Understanding and addressing hidden biases that influence decision-making and interpersonal interactions.
Healthy masculinity and healthy masculine leadership training: Promoting healthy masculinity within the workforce and leadership styles that balance strength with empathy and support, aiming towards more effective management styles and more inclusive environments.
Mental health awareness and support: Encouraging open discussions about mental health, providing resources, and creating supportive spaces for all employees.
Allyship and inclusivity practices: Building a culture where all employees, regardless of gender, are encouraged to be allies and actively support gender equity.
Exploration of gender stereotypes: Understanding how stereotypes shape workplace dynamics and attitudes to work, and finding ways to break down these barriers.
Effective structures for training and engagement
To effectively engage employees and foster meaningful change, the structure of workplace programmes is crucial. Our research suggests that a combination of formats, including face-to-face seminars, interactive workshops, and small group discussions, is most effective. In-person sessions provide a powerful platform for real-time interaction, while breakout groups encourage more personal and confident discussions.
Integrating both online and offline formats can maximise reach and engagement. This hybrid approach allows for broader participation, especially in organisations that have more than one base, do hybrid/ remote working, or in industries with a heavy workload.
Opportunities for businesses
By addressing issues related to masculinity and gender, organisations can improve their workplace culture and demonstrate a commitment to diversity and inclusion and employee wellbeing and retention. This proactive stance can help mitigate reputational risks associated with incidents of misconduct or discrimination. Organisations that champion these values can enhance their employer brand and attract diverse talent, and therefore work towards a more inclusive, innovative, and competitive business environment.
Get involved with our 'Masculinity in the Workplace' programme
To help organisations tackle these challenges head on, we're excited to announce the upcoming launch of our 'Masculinity in the Workplace' programme, set to be delivered from this November. Our programme is designed to provide practical tools, resources, and strategies to foster healthy workplace cultures, support employee well-being, and promote gender inclusivity.
We've already worked with over 106 organisations to promote healthy masculinity. By joining our programme, your organisation will benefit from tailored workshops, expert-led training sessions, and ongoing support to ensure sustainable change for all members of your team. Create an environment where all employees, regardless of gender, feel valued, respected, and empowered to succeed.
If you're interested in learning more or would like to discuss how this programme can benefit your organisation, please fill out a submission form on our site or contact us directly at jack@voiceboxcic.com or fredi@voiceboxcic.com.
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