I was scrolling through LinkedIn the other day, and—is it just me?—but the majority of times I see a post celebrating a woman’s big career move, promotion, or success, the comments are 80% from other women. Women hyping each other up, celebrating wins, making sure their peers are seen and recognised. I kept scrolling and saw pretty balanced gender comments on other posts. Surely there aren’t just more women active on LinkedIn, in fact statistically its the opposite. The posts I noticed that were predominantly women-saturated were most commonly those specifically calling out women’s equality or ‘hyping up boss-babes’.

It got me thinking: Do men feel like they’re somehow not wanted in these conversations? Are they unsure if their support is welcome? Because I know plenty of men who genuinely respect and support the women they work with. But when it comes to showing that support publicly—it’s often missing.

Let’s be clear:

✅ Men championing men? That’s standard.

✅ Women hyping up women? Absolutely.

✅ Women loudly supporting men? Happens all the time.

❌ Men publicly cheering on women? Not as often.

And this really matters, because the numbers tell us women still don’t have equal representation in leadership.

• Less than 10% of ASX 300 CEOs are women.
• Women founders receive a fraction of venture capital funding.
• Women in male-dominated industries often struggle to find mentors in senior positions.

There simply aren’t enough women in leadership to lift each other alone. If we want real change, men need to be active participants—not just avoiding bad behaviour, but actively making workplaces more inclusive.

So, how can men show up as allies?

💡 Pass the mic. Next time someone asks, “Do you know anyone for this opportunity?”—pause before naming the usual suspects. Is there a talented woman in your network who deserves a shot? If you’re on a panel or speaking at an event, suggest a woman who can share her expertise.

💡 Acknowledge contributions. Ever seen a woman share an idea in a meeting, only for a man to repeat it and get the credit? Next time, say: “That’s exactly what Sarah suggested earlier. I think she’s onto something.”

💡 Be a connector. If you’re introducing a male colleague to a senior leader, investor, or hiring manager, think—who’s the woman in your network who should have that same opportunity? Make those introductions. A single connection can change a career.

💡 Support publicly. Engage with women’s work on LinkedIn. Share their insights, comment on their successes, recommend them for opportunities—just like you would for a male colleague.

💡 Invite women into the room. Whether it’s an industry event, leadership meeting, or informal drinks after work—make sure women are included. Sometimes, opportunities happen in spaces women aren’t naturally invited into.

💡 Treat women colleagues the same way you treat men. If you wouldn’t question a man’s technical expertise, leadership skills, or authority in a meeting, don’t do it to a woman. If you’d casually chat with a male coworker about career aspirations, do the same with women. If you wouldn’t comment on a man’s appearance, don’t do it to a woman.

💡 Be a safe person to talk to. Sometimes, women just need to share an experience—whether it’s workplace bias, being overlooked, or something worse. If a woman trusts you enough to talk about it, listen. Don’t downplay it. Don’t explain it away. Just hear her.

Start with a conversation

If you’re not sure where to begin, ask: “What are you working on, and how can I support you?” Not every woman will need help, and that’s okay. But for those who do, your support—big or small—can make a real difference.

Being an ally isn’t about rescuing women—it’s about recognising that your influence, network, and actions can help shift the balance.

So if you’re a man who wants to support women in your industry—start today. Show up, speak up, and take action. Because silence? That’s a choice too.