The Allyship Mirror: What Would Your Daughter, Colleague, or Friend Say About You?

PART 2: ATHENA ALLYSHIP BLOG SERIES

The most powerful motivation for allyship isn’t found in corporate policy—it’s found at home. It shows up when leaders ask: “Would I want my daughter to work on a team like mine?”

Sean, a participant in Athena’s Male Allyship Committee, shared:

“I’m not just leading teams—I’m modeling for my daughter the kind of leadership I expect from her future boss.”

This is the mirror moment. When allyship gets personal, it becomes real.

Athena’s research shows 68% of male allyship participants enter this work because of personal connections—daughters, spouses, colleagues. But awareness alone isn’t enough. To be impactful, it must lead to action.

Three Reflection Prompts for Leaders

• When’s the last time you gave credit for an idea someone else shared—especially if it was overlooked?

• Who’s doing the unspoken labor on your team (note-taking, organizing, emotional caretaking)?

• If your daughter had your job, would you want her to have your boss?

Practical Steps to Lead Differently

• Begin meetings with: “Whose voices haven’t we heard yet?”

• Share your commitment to inclusive leadership with your team. Invite feedback.

• Be transparent about your growth and learning—especially when you get it wrong.Want to go deeper? Post your own allyship motivation using #MyWhyForAllyship.