What’s In It for Men? (Spoiler: A Lot)

PART 4: ATHENA ALLYSHIP BLOG SERIES

Let’s be honest. Allyship often sounds like sacrifice. Give up space. Give up power. Take a step back.

But what if that framing is wrong? What if allyship is actually an accelerator—for trust, performance, and credibility?

Brian Pruden of Qualcomm said it best:

“Once I started advocating for women on my team, it changed how I led. Retention improved. And honestly, my credibility went up, too.”

The ROI of Allyship:

• Deloitte: Inclusive teams outperform others by 80% in team-based assessments.

• McKinsey: Teams with gender-diverse leadership are significantly more innovative.

• Athena: After allyship sessions, male managers reported stronger team trust and higher engagement.

Why It Works:

Because allyship signals safety. And psychological safety is the bedrock of creativity, performance, and loyalty.

If You’re a Leader, Ask Yourself:

• Am I creating space for others—or just holding it?

• Does everyone on my team know they’re safe to speak up?

• What am I modeling daily about who belongs and who leads?

Allyship isn’t a loss. It’s a legacy.