
Before you go, sign up for our email newsletter to get inspiring stories, expert advice, and more.
You are using an outdated browser.
For a better experience, please upgrade your browser here.
In the wake of the #MeToo movement, it’s clearer than ever we need to put an end to sexual harassment. But that is not enough. There is evidence of a backlash that could be harmful to women: twice as many male managers now feel uncomfortable working alone with a woman.1 This is a step in the wrong direction. Now more than ever, we need men working with—and mentoring—women. When more women lead, workplaces are stronger and safer for everyone.
Since the recent media reports of sexual harassment, almost half of male managers are uncomfortable participating in a common work activity with a woman, such as mentoring, working alone, or socializing together.2
Mentorship is critical to the success of women across industries. We all benefit when a colleague shows us the ropes and sponsors us for new opportunities—particularly when they’re more senior, as men often are.3 This type of support can be especially impactful for women of color, who are less likely to receive career guidance from managers and senior leaders.4
People with mentors are more likely to get promoted.5
Women get less of the mentorship and sponsorship that opens doors.6 Whether this is driven by sexism or because men (perhaps unconsciously) gravitate toward helping other men, the result is that women miss out.7 Making matters worse, the number of men who are uncomfortable mentoring women has more than tripled since the recent media coverage on sexual harassment.8
Women are already underrepresented in most organizations, especially at senior levels.11 If fewer men mentor women, fewer women will rise to leadership. As long as this imbalance of power remains, women and other marginalized groups are at greater risk of being overlooked, undermined, and harassed.12
Sexual harassment is twice as common in male-dominated organizations as it is in female-dominated organizations.13
If more men mentor women, it will ultimately lead to stronger and safer workplaces for everyone. When more women are in leadership, organizations offer employees more generous policies14 and produce better business results.15 And when organizations employ more women, sexual harassment is less prevalent.16
Organizations with diverse leadership realize higher profits.17
Read the op-edOp-Ed
“Want to fight sexual harassment? Don’t avoid women. Mentor them.”A call to action from Rachel Thomas and Stacy Brown-Philpot in the Wall Street Journal
Women are often left out of team activities18 and business travel so they have less opportunity to build valuable relationships.
Make sure the women you work with get equal access. If you’re uncomfortable going to dinner with female colleagues, meet everyone for breakfast—and encourage other men to do the same.
Women are less likely to have a sponsor who advocates and opens doors for them.19
Put women’s names forward for stretch assignments and promotions and introduce them to the influential people in your network—these personal connections can propel careers.
Women are more likely to get advice on their personal style such as, “The way you speak can be off-putting,” while men tend to get skills-based feedback that helps them improve their performance.20
Give women specific input on the skills they need to build and tie it to business outcomes. For example, “You should deepen your knowledge of digital marketing so we can reach more customers online.” Actionable feedback like this helps your mentee build the know-how to advance.
Senior men are 3.5 times more likely to hesitate to have a work dinner with a junior-level woman than with a junior-level man—and 5 times more likely to hesitate to travel for work with a junior-level woman.21
Men vastly outnumber women as managers and senior leaders, so when they avoid, ice out, or exclude women, we pay the price.