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A new series of research studies from Catalyst, called “Engaging Men in Gender Initiatives,” aims to understand the role that men play in eliminating gender bias from diversity initiatives. Many diversity initiatives fail. One reason, according to Catalyst, is they “focus solely on changing women – from the way they network to the way they lead.” Another reason is many firms rely solely on women to make organizational changes. To accelerate change, notes Catalyst, they need “women and men to make behavioral changes.” Women and men must “work together as allies in changing the organizational norms and structures that perpetuate gender gaps,” says Catalyst.

But before men can join in this fight, they must recognize that inequality exists. “Men who were aware of gender bias were more likely to say that it was important to them to achieve gender equality,” notes Catalyst. The research revealed three factors that predicted men’s awareness of gender bias: defiance of certain masculine norms, the presence or absence of women mentors, and a sense of fair play. Men with a strong sense of fair play were most likely to be active champions of gender equality. Not surprisingly, apathy, fear and ignorance were the three factors most likely to undermine men’s support for women’s equality.

Strict adherence to masculine norms restricts a man’s ability to be himself. Organizations have a lot of work to do to make sure that they are not reinforcing masculine norms as part of their corporate culture. The study identifies four common masculine norms in our culture: avoid all things feminine; be a winner and make your career a priority; be tough in body and spirit; and be a man’s man.

What type of culture does your organization have—does it reward masculine norms or encourage a gender neutral culture?

This is such a compelling topic, and when I look at some of the current and former top tech leaders (ex HP CEO Carly Fiona for example)I do see 'masculine' characteristics in the female leadership roles they played.

During my career I've unfortunately found the old adage of 'women are their own worst enemy in the workplace' to be true and stronger than ever.

I'm not sure if the solution is for men to become more aware of the diversity issues, but for the female leaders to realize that they have a strong role to play as well in making it a balanced competition, especially for those coming up through the ranks who are women.

A great topic, Ellen - and one that needs to followed over the course of time, if possible...Men can indeed be helpful to the equality cause, but more importantly, women need to step up to the task ...

"Woman is Woman's Greatest Enemy, to her Self and other Women."...not only in the workplace, but in the community and at home, with family. Women must evolve as men must evolve way past the biology of "Better catch the man" and scratch out the competition - and men must evolve beyond seeing "the mating opportunity" every few seconds.

The Devil Wears Prada is alive and well in Corporate America but I have also seen the Millenial Generation, the 20 somethings be very supportive of one another, regardless of gender. They know how to team up and treat each other with respect, regardless of gender characteristics.

To achieve a balance in business and other parts of life,
both men and women can be creative, nurturing, good mentors and strategic, disciplined, "figure out the task and get it done" leaders. The ability to "blink" is in all of us, the ability to set forth policy and strategy is within in all of us.

The best leaders, regardless of gender, realize that they are only as good as the leaders around them. It takes a team to lead ...

"Leadership is like a mirror ... it reflects the grace and beauty of the whole."

A Woman with Wings

Interesting related article at HireDiversity.com on this topic... http://www.hirediversity.com/news/2009/6/19/it_pays_for_a_change_to.htm

Women workers are faring better than men in the current economic downturn, for a variety of reasons. So much so that they may soon pass men and become the majority gender in the American workplace.

Here's even a better snippet:

In her new book, The Female Brand: Using the Female Mindset to Succeed in Business, Catherine Kaputa writes that women are, to use her word, "wired" for career success. They are, she says, more intuitive and empathetic than most men. And they outscore them on oral and written tests that can be critical to job placement and advancement. That's because, Kaputa contends, women listen better than men, ask more and better questions, and put more care into their writing. And because women are, in her view, natural-born networkers and team builders, they make and keep friends who will look out for their interests in the workplace.

If all this is true and is contributing to their job survival during the recession, it would represent a radical change from the days in which it was men, whose no-nonsense, work-comes-first approach gave them the edge over supposedly emotional women on the job.

Yes, it is up to all of us to be our best selves and not a stereotype of what we think leadership should be.
I love the quote in your message:

"Leadership is like a mirror ... it reflects the grace and beauty of the whole."