LibGuides: Women, Law and Leadership: Portraits in Allyship

First Collaborative Report with Thomson on Allyship Released

Male allyship is critical in the evolution of gender equality programs in the workplace. Indeed, when men are included in gender equality programs, 96% of organizations see progress — compared to only 30% of organizations when men are not engaged, according to the Harvard Business Review.

Now, a first of its kind study examined how emerging male leaders in law and business, specifically law students, construct their idea of what it means to be an ally to women, especially women of color. In this randomized study done in collaboration with Penn Law students and Thomson Reuters, we analyze how these emerging leaders build allyship in ways that could alter the concept of leadership in the future.

In a white paper, "Allyship: Upstander v. Bystander", Rangita de Silva de Alwis examines the study and looks at a way to frame the various intersections of race, gender, and multiple identities in the context of allyship as a guide in addressing different forms of system and structural bias.

Male Allysihp in the Future of Work: Full Report
Women, Law and Leadership in the Fall of 2019, we examined the changing landscape of women in leadership and the importance of powerful allies who could disrupt the status quo in favor of women. Growing out of our research on women who lead, we partnered with Thomson Reuters to conduct research on the future of allyship through interviews with a diverse and global group of male leaders. We wanted to find out how they responded to the changing demographics in the workplace, how would they react to women leaders and bosses and work-family policies that engage women and men on an equal basis. Most of all, we wanted to deconstruct given assumptions about men and allyship and examine what allyship looked like to men from diverse backgrounds, races, ethnicities, and other differences. The Male Allyship in the Future of Work Advancing Inclusive Leadership report is the culmination of our study.
ALLYSHIP: UPSTANDER VS. BYSTANDER: Allyship as the New Theory and Practice of Diversity and Inclusion
An examination by Rangita de Silva de Alwis of the study conducted at the University of Pennsylvania Carey Law School on “Allyship in the Future of Work.”

This White Paper looks at a way to frame the various intersections of race, gender and multiple identities in the context of allyship. Allyship used within this framework can guide us in addressing different forms of systemic and structural bias that plague our workplaces and public consciousness.

undefined -- Steve Crown, Vice President and Deputy General Counsel, Human Rights, Microsoft Corporation

"When I think of myself as a leader, I think of myself as an inspirational, purpose-driven leader who wants to empower teams to do incredible things.”

Vasant (Vas) Narasimhan, M.D., Chief Executive Officer of Novartis

"Leadership and innovation calls for bringing women to the table."

Dr. Suku Nagendran, Board Member, Solid BioSciences; former Chief Medical Officer & Senior Vice President of AveXis, Inc.

undefined "It's been my experience that when you have diversity in people, you get diversity in opinions, and you get to the best ideas with that."

-- René Lacerte, Fintech Entrepreneur, Founder and CEO of Bill.com

undefined -- Joshua Bixby, CEO of Fastly.com

- Blake Lawit, Senior Vice President and General Counsel, LinkedIn

undefined -- Christopher Yoo, John H. Chestnut Professor of Law, Communication, and Computer & Information Science; Director, Center for Technology, Innovation & Competition

undefined -- Suneel Gupta, Founder of RISE, Author of Backable

"I think that anything we can do to give women a seat at the table and a voice in the conversation will profoundly benefit everyone."

-- David Hornik

"Men—I would like to take this opportunity to extend your formal invitation. Gender equality is your issue too."

Emma Watson, United Nations General Assembly, 2014

“Gender diversity in business is directly linked to increased creativity, collective intelligence and financial performance. … It’s no surprise then that many of our country’s most innovative companies are instituting new policies to invest in women leaders."

-- Mitchell Zuklie, Chairman, Orrick

- Sanjay Sarma, Vice President, Open Learning, Massachusetts Institute of Technology

Make Allies Podcast

Make Allies Podcast
The Make Allies Podcast, Episode 1 -- Fumnanya I. Ekhator

Allyship Studies and Responses

Male Allysihp in the Future of Work: Full Report
Women, Law and Leadership in the Fall of 2019, we examined the changing landscape of women in leadership and the importance of powerful allies who could disrupt the status quo in favor of women. Growing out of our research on women who lead, we partnered with Thomson Reuters to conduct research on the future of allyship through interviews with a diverse and global group of male leaders. We wanted to find out how they responded to the changing demographics in the workplace, how would they react to women leaders and bosses and work-family policies that engage women and men on an equal basis. Most of all, we wanted to deconstruct given assumptions about men and allyship and examine what allyship looked like to men from diverse backgrounds, races, ethnicities, and other differences. The Male Allyship in the Future of Work Advancing Inclusive Leadership report is the culmination of our study.

A New Study Looks at Perspectives of Male Law Students on Shaping Future Inclusive Workplaces
Coverage of the Male Allyship study by Transforming Women's Leadership, created by Thomson Reuters Legal and the Legal Executive Institute to address structural barriers and creating cultural change needed at the organizational level for women to succeed and advance in the legal industry.

ALLYSHIP: UPSTANDER VS. BYSTANDER: Allyship as the New Theory and Practice of Diversity and Inclusion
An examination by Rangita de Silva de Alwis of the study conducted at the University of Pennsylvania Carey Law School on “Allyship in the Future of Work.”

This White Paper looks at a way to frame the various intersections of race, gender and multiple identities in the context of allyship. Allyship used within this framework can guide us in addressing different forms of systemic and structural bias that plague our workplaces and public consciousness.
Curated Report