Featured post: 5 Easy ways men can support women in the workplace

How men can support women in the workplace- And opening the door isn’t one of them!

There are endless tips and advice to support women to do any number of things to enhance their prospects of career advancement. We should stop apologising, sit big, stand tall, use powerful language, look good in a power suit and walk purposefully in killer heels. The list is endless. There are a number of easy ways men can support women in the workplace

As we now know, organic gender balance will not be achieved until 2133 if things are left to run their natural evolutionary devices. Are you prepared to wait? Time to educate men on the support they can give and it’s not complicated. It rarely is. It just requires a mindset shit.


However, what I am seeing is a new generation of men and their partners who have different expectations. Men no longer want to have the stress of being the sole revenue generator, and as net disposable incomes fall, most couples need dual incomes to maintain living standards. The increase in divorce rate has also changed the professional landscape, with an increasing number of men being responsible for child care every second week. We are also seeing men simply wanting to play a greater role in family life.

So I share the growing feeling out there that believes that the shift towards gender balance will not be a result of altruism, but economic necessity, and men will play a driving role.

Men can support women in the workplace

5 ways men can support women in the workplace


We all have biases which impact our perceptions and decision-making processes. If you are a male decision maker, understand that and arrange training to identify and manage the unconscious bias in your organisation. They will be legion. They can never be eradicated, only handled. I was at a meeting when the Head of Diversity said “Women talk a lot”. This was followed by an understanding and knowing indulgent smiles in the group. This belief is in fact turning into possibly an oft recounted urban myth. I’ve done it myself. Research is emerging that women and men of equal power status talk the same number of words.

So he should have said:

“Men and women communicate differently and have different communication expectations.”

That one throwaway remark perpetuated a fallacious stereotype.

It’s important that men don’t fall into the main gender stereotype traps. Not all women want kids. Not all women are emotional and cry. Men and women can serve coffee and take notes equally ably. There is no need for women to do the office housework.  Actively support women by giving them a chance to speak in meetings and encourage an environment where they can assert themselves without being considered bitches. Invite them to the energy position at the table. If you are a leader and see instances of negative behaviour based on stereotyping – educating the life out of it is more lasting than a pre-emptive stamping out.

Another client, a VP. of Marketing had a situation where one of her junior staff members had been absorbing 900 hours a year of admin duties of two men in another department. That is equivalent of permanent part-time job. Why? Because admin support was seen within that organisation as a female function.

It can be hard being a woman in the workplace. 3Plus can help you with a Returner Roll-Up Session on Developing Resilience.


I have long felt that the sign of gender balance success will be when all men are able to take paternity leave without fear of repercussions. It is a critical benchmark. Parental leave and childcare aren’t female issues, they are working parents issues. Hillary Clinton called them family issues in her opening campaign speech. Children have to stop being a corporate inconvenience. If women are free to earn salaries commensurate with their skills, couples will thrive and so will organisations as a result. Offering the same conditions to men and women equally and detoxifying the stigma of flex-working, will create an environment of acceptance. Corporate culture will change.

The more men exercise their rights, the better it will be for all parents.


Currently while men of a certain age occupy positions of dominance in most organisations, their thinking prevails. With a new generation eventually, in two-parent households, parenting will shift to being more of a partnership. We should therefore expect to see more organisations taking an open-minded view about hiring women who are pregnant, or intend to become pregnant, and accommodating what is a very short timeframe in an overall career. I am hearing increased anecdotal evidence about organisations hiring women who are already pregnant and being willing to wait until their maternity leave was completed.

One client told her boss:

“I love my job and I want to stay in this organisation. But I’m telling you now, I would like to get pregnant this year which means I will be on maternity leave in Q2 or Q3 next year. How are we going to deal with this?”

They are working it out.


In Belgium women spend 245 minutes a day on unpaid work. In the US women will spend 130 minutes doing housework, while men spend 77 minutes. Data from ATUS and Pew Research Center showed that working fathers spend an average of 7.3 hours a week with their children, while working moms log an average of 13.5 hours a week. Some of the toughest negotiations women have to make are not with their bosses as they think, but within their own relationships.

Ironing is no fun for any of us. But it maybe useful to outsource low value work for long-term benefit.

Contact 3Plus is your company needs training on Unconsicous Bias 


A girl’s destiny is chosen way before she dons her first business suit. Girls can’t be what they don’t see and hear. So expose both your sons and daughters to the whole spectrum of activities and choices and don’t focus on gender based stereotyping activities.

If your organisation wants to  find out how men can support women in the workplace but doesn’t know what they can do – contact 3Plus 

Corporate Inquiry

  • This field is for validation purposes and should be left unchanged.

3Plus, 3Plus online e-Gazine for professional women, Sexism, Unconscious bias, Workplace
Web | Email | Twitter | Google+ | LinkedIn
Dorothy Dalton is CEO of 3Plus International. A specialist in diversity and bias conscious executive search, she joins the dots between organisations, individuals, opportunity and success.

Leave a Reply

Found that interesting? Learn more about our services
Individual services
Make your dreams a reality with a professional evaluation of your career to date.
more info
Corporate services
The evidence is in. More women in your company can deliver 35% greater financial returns. (Catalyst)
more info
Upcoming events
Currently we don't have upcoming events
Download and listen free podcasts
Why all women need a strong LinkedIn profile
Free Download

Data on women on LinkedIn has always been hard to get and analyse, but some new information sheds light on how women use the platform differently to their male colleagues and what those differences mean. You will find out why you need a strong LinkedIn profile.

It has always been difficult to identify women on LinkedIn because it’s not possible to do a search based on gender. Any efforts to track women on LinkedIn specifically, involve complex Boolean strings involving pronouns or searching via women’s clubs, universities and networks. So any analysis has always been more anecdotal around perceptions and personal experience, rather than data based. However research from 2017  using LinkedIn member profile data for members in the United States over the past 12 months. Published on the LinkedIn blog it supports pretty much what we already know about women on LinkedIn.

LinkedIn  is the main professional data base used globally by hiring managers and recruiters, yet women continue to engage less than their male colleagues, putting themselves at a distinct professional disadvantage. Now we have some facts and figures as well as tips and tricks to persuade  you to up your game. All women have to have a strong LinkedIn profile. No ifs and buts.


How to Get Noticed by Head Hunters & Recruiters
Free Download

In this power coaching podcast, we’re going to tackle one of the questions asked multiple times a week by active job seekers and passive candidates.

How can I get noticed by head hunters and recruiters and connect with them?

In this short power coaching podcast Dorothy Dalton shares some tips and tricks to make sure that you are always on the radar of the recruitment and search specialists who can be most helpful to you. With extensive experience in executive search and corporate HR Dorothy has placed, coached and trained thousands of men and women to career success. As a career coach she has a deep understanding of the job search market and what job seekers need to do to position themselves to they are easily found.

As CEO of 3Plus she also has deep experience of the challenges women face in the workplace. Sadly because women tend not to create career strategies they can be vulnerable when it comes to dealing with change. Regular transitions become career crises. In this short session you will learn some simple tips and tricks to make sure you are on the radar of key recruitment specialists in your sector, geography or function.  It’s not rocket science.





One of the most puzzling things about working in executive search is that people and I say this reluctantly particularly women fail to plan ahead. You’ve heard me say before that only 5% of women have a career strategy. This means that they are not prepared for any emergencies until they become a crisis.


Goal setting tips to boost your career
Free Download

The happiest people are those that really love their jobs. Those that don’t, dread Sunday nights and the upcoming work week. So how do you get to a place where you look forward to a new week of doing what satisfies you? You’ll have to either learn to love your current role, or make a commitment to pursue your dream job. Use these goal setting tips to help you get to where you want to be.

Some women choose the latter, and to do so you’ll have to set career goals to get where you want to be. So make sure you have a detailed plan on how to land a job that you will tick all the boxes.

The majority of women choose to stay in their own organizations and even then you still need to have goals, not just KPis set by your manager. But even if you do see your career developing within your current business it’s still important to set goals.

Many women struggle with career planning and creating a career strategy which can lead to problems. This makes them vulnerable to and sort of challenge which can moprh into a full blown career crisis. Some simple steps to plan and prepare can help avoid this.

Take a look at these goal setting tips to help boost your career and set you on the right path.

Lewis Carroll  said

If you don’t know where you are going any road will get you there.”

Research shows that only about 5% of women create career goals and a career strategy. This can have a negative impact on your career progression. It means you are reactive not proactive and career glitches can morph into full blown crises. It puts women at a clear disadvantage to men.

Learn these simple goal setting tips to boost your career and protect and prepare you for all eventualities. If these goal setting tips make you think that you could use some further help,  contact us immediately.


When Does Female Rivalry Turn into Sabotage
Free Download

There’s a lot of stuff written on social media about  female rivalry and competition between women. Some of it makes sense and some of it is confusing. Organizations are pyramids with fewer roles at the top than at the bottom. It is inevitable that at some level, as more and more women are in the talent pipeline, at some point they will be in competition with other women.

Many would say that women aren’t competitive. I would suggest re-framing that. I think it’s more accurate to say they are not as competitive in the workplace as men. We have also been made to feel guilty about being competitive. We need to get over that.  Here are the reasons:

  1. The male nature of corporate culture makes it a disincentive to compete
  2. Women don’t want to compete because  prescribed male goals are not attractive enough for them. “Work 14 hour days, not see my partner or family … get sick.. die..no thanks.. I’ll pass”
  3. Women don’t know how to compete in the workplace. They are new arrivals on the corporate competition scene and lack practise.
  4. Women experience gender blow back when they do compete, from both men and women
  5. Women have been raised to think that competing with other women is not empowering them. As more women enter the talent pipeline that is just nonsense.

Learn some insights from Annabel Kaye, Employment Law Expert about how it’s OK to be competitive and the danger zone when it can turn into sabotage. Understand the benefits of mutual support and how all women can profit from having strong strategic allies, role models and mentors.