Learning allyship: insights from a men-only allyship training program

Purpose Men’s allyship is essential for sustainable progress toward gender equity. However, men often lack clarity on how to contribute effectively, leading to inaction. Design/methodology/approach To encourage men’s effective advocacy for gender equity, I co-developed a men-only allyship training for four cohorts of men (N = 55). Data were collected from observations, responses to pre-, post- and in-training surveys and interviews with trainees. Findings The men-only allyship training developed here provided a safe space for men, supporting their knowledge gain, practice of skills and reflection on their allyship role. Despite these positive aspects, transfer of learnings to the trainees’ workplace appeared to be limited – especially with regards to introducing or transforming organizational practices. Originality/value Existing research on allyship training focuses on evaluating training outcomes. By taking a more in-depth examination, this study contributes to the understanding of how trainees experience the different training components. I also identify and provide preliminary insights for the psychological mechanisms fostering trainees’ learning, reflection and transfer.