The birth of my daughter kicked off my public advocacy for gender equity. This is a common story among working dads. We want to change the world for our daughters so that they can thrive in the workplace and beyond. There’s nothing wrong with leveraging new caregiving responsibilities as the catalyst for commitment to equity and inclusion—but it’s crucial to not stop there.

When fathers root their commitment outward, with the premise of exclusively benefiting others, they fail to ask themselves a fundamental question: "What’s in it for me?"

Catalyst recently released a groundbreaking report revealing that 94% of men experience masculine anxiety in the workplace. Masculine anxiety is the distress men feel when they do not think they are living up to society’s rigid standards of masculinity. It's often heightened by combative work cultures and linked to men’s decisions not to interrupt sexism in the workplace.

This report shows that men at work are largely not okay. The anxiety preventing them from interrupting sexism at work is the same anxiety preventing men from admitting failure, asking for help, or taking advantage of flexible workplace policies such as remote work, vacation days, and parental leave.

Men have a gender, too, and we can challenge traditional norms and create new ones. The stories of the personal benefits of men and working dads who enjoy inclusive and flexible workplaces need to be told. I'm grateful to have the flexibility to be there at school drop-offs and pick-ups each day, to be present at every soccer practice. I can bring my full self to work as a result of the inclusive nature of my environment.

According to a survey from Zero to Three: 90% of dads say being a parent is their greatest joy and 85% of dads say being a father is the best job in the world. We need workplaces that reflect this reality. Men Advocating Real Change does not mean sacrificing oneself to save women: It means creating a better culture for everyone.

What did you learn about masculinity from your father or father figure? What other men in your life influenced the way you view masculinity? Do those messages still resonate and align with your way of thinking? If you have the chance to influence a young person’s view of masculinity, what will your message be?

What inspired your gender advocacy journey? If it was connected to your role as a parent or caregiver, how has it evolved since that initial spark?

Questions or comments on this topic? Email marc@catalyst.org. We'll feature reader commentary in next month's newsletter.

Walk the walk and let others see you doing it. Take parental leave when it is available to you and/or encourage your team members of all genders to do so. When you take time off or work flexibly to attend to caregiving needs, make it visible. Modeling and normalizing this behavior—instead of just talking about it—is critical.

Ensure your advocacy serves people of all genders. If you’re taking up gender equity advocacy for your daughter, or the daughters of the world, are you also doing it for your son? While it’s critical to dismantle systems of inequity that disadvantage women and girls, boys and men can also benefit from more expansive gender norms and broader efforts toward inclusive culture change.

Listen, learn, and help others do the same. Join the conversation and share your story.

To what extent do you see colleagues working to adjust vocabulary in the name of inclusion?

Gender equity is often framed as a women's issue, but it benefits everyone—men included.

Help us spread the word. Email one way gender equity has benefited you to marc@catalyst.org. We’ll feature select responses in MARC Momentum.

Check out our suite of MARC Learning Programs, which provide opportunities to think differently, challenge the status quo, open new conversations, and explore gender and other intersections of identity and culture with curiosity, humility, and transparency.

Questions or comments?

Email the MARC team, at marc@catalyst.org.

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