What kind of men do we want to be?

March 8, 2020 is International Women’s Day but our critical actions as men to drive global gender equity cannot and should not be limited to one day. The United Nations started celebrating International Women's Day in 1975 to focus the world's attention on gender equity and days like this should serve as a constant reminder, for men in particular, to ask ourselves: ‘What kind of men do we want to be?’

• Do we want to take credit or attribute credit to a man for exactly what a woman may have said earlier in a meeting OR will we see to it as inclusive leaders that women not only get the credit they deserve but are also publicly acknowledge for their accomplishments?
• Are we going to think our success is only because of our hard work and effort OR will we recognize that in addition to our hard work and effort we may have been the beneficiary of systemic or invisible societal advantages and work to distribute these “unwritten” and sometimes “unearned” benefits among all?
• Will we overlook potential OR will we recognize that some women downplay their confidence and certainty and encourage and empower women to lean in even if they claim they are “not ready” for an opportunity?
• Will we say nothing when we hear women being called “bossy” or “pushy” or “too aggressive” OR will we ask if the same would be said of a man and then reframe the language accordingly, such as to “outstanding sense of urgency” or “has high standards and expectations,” etc?
• Will we allow other men to “over speak” women or casually interrupt when women are speaking, OR will we interject when/if a female colleague is interrupted and say you’d like to hear her finish her thought
• Will we “outsource” or delay delivering difficult, yet important feedback to female colleagues because we are fearful of the discussion OR will we recognize our leadership requirement to develop trust-based relationships with all people so they receive the timely and candid feedback they deserve?
• Will we assume that working mothers are less likely to want challenging assignments or roles requiring travel (and making these decisions without their consent) claiming “it is in her best interest” OR will we relentlessly support flexibility, influence meaningful flexibility policies and lead by example by frequently sharing how we spend time with our families and with priorities outside of the office?
• Will we live one life at the office aspiring to become inclusive and conscientious leaders but not demonstrate the same behaviors at home OR will we “bring equity home”, challenge default gender roles at home and invest in playing fair and balanced roles in the household?
• Will we remain attached to and sustain a narrow definition of masculinity encouraged to disconnect from our emotions, never let people see us cry and “manning up” at all costs OR will we exemplify a new healthy masculinity lead by sensitivity, affection, tenderness, vulnerability and the humility to admit we don’t know everything?

As men, we are faced with choices every day and the more we build our collective gender intelligence, the easier these choices become. We can start by pledging our support for HeForShe calling all men and women to collaborate in driving global gender equity and learn more about this topic on PwC’s new site Celebrating International Women’s Day with a focus on advancing gender equality in the digital world.