Are Men the Missing Link in Gender Equity?

Over the past few years, conversations about gender equity have grown louder. More organisations are committing to change. More policies are being written. More leaders are speaking publicly about inclusion.

Yet progress remains uneven.

One question continues to surface across research, events, and workplace conversations.

Are men the missing link in gender equity?

This is not a question about blame. It is a question about effectiveness.

The gap between intention and impact

Many men support gender equity in principle. Research shows broad agreement that workplaces should be fair, safe, and inclusive.

At the same time, many initiatives struggle to gain traction. Participation drops. Conversations stall. Resistance appears, sometimes quietly, sometimes openly.

Our research suggests a key reason for this gap.

Expectations of men have changed, but the narratives shaping masculinity have not kept pace.

Men are often asked to show up differently at work, yet the cultural cues they receive through media, leadership models, and workplace norms still reflect outdated roles. This creates tension. When expectations shift without context, clarity, or evidence, disengagement follows.

Why engaging men matters

Gender equity cannot progress if half the population feels uncertain about their role in change.

Engaging men does not mean centring men. It means recognising that systems are shaped by everyone within them. When men are excluded from the conversation, or included only as an afterthought, initiatives lose momentum.

Our research and conversations throughout 2025 reinforced this point.

Men are more likely to engage when the conversation is grounded in evidence, focused on shared outcomes, and framed in terms of responsibility rather than blame. They respond better to clarity than slogans, and to data rather than assumptions.

This is not about lowering standards. It is about removing the friction that slows progress.

What the data tells us

In our research, conducted with INNOCEAN Australia, we explored how masculine archetypes portrayed in the media influence attitudes and behaviour. The findings highlighted a disconnect between modern expectations of men and the limited narratives still presented as acceptable or successful.

This disconnect shows up in workplaces as hesitation, defensiveness, or withdrawal from gender equity initiatives.

When men do not see themselves reflected in the conversation or do not understand what is expected of them, participation drops.

Evidence matters here. Data helps move the conversation away from personal opinion and toward shared understanding. It allows organisations to address real barriers instead of assumed ones.

From conversation to action

Throughout 2025, The 100% Project hosted discussions and webinars, including Are Men the Missing Link? partnering with People Measures, to explore how organisations can move beyond intent into action.

A consistent theme emerged.

Progress accelerates when organisations create space for honest dialogue, supported by research, and linked to clear behaviours and outcomes. This includes explaining why change matters, what role different groups play, and how success is measured.

Engaging men effectively requires structure, not slogans.

Looking ahead

In 2026, The 100% Project will continue to build on this work. New research will explore where engagement breaks down and what practical steps organisations can take to support shared accountability without diluting ambition.

Gender equity is not achieved through exclusion or assumption. It is achieved through clarity, evidence, and collective responsibility.

If we want progress that lasts, we must be willing to engage everyone in the system, including men, with honesty and purpose.

To explore the research behind this work, download our latest findings and continue the conversation.