The Archetype of The Ideal Male Ally Against Sexism


Tayler Vajda, York University

This research examines inclusive male allies against sexism who respond to instances of gender bias in the workplace in order to reveal the personality traits of the ideal male ally archetype in hopes of motivating more men to embody similar inclusive traits and to respond to workplace sexism. Using a vignette study, participants were asked to imagine starting at a new workplace called Expedite Data Inc. Here, they were required to attend an orientation where they were introduced to an existing employee. During the orientation, the existing employee shared a short story about why they enjoyed working at Expedite Data Inc. The (1) gender and (2) the extent to which the existing employee shared a short story involving an act of allyship against sexism were manipulated. Participants were then asked to imagine continuing to work at Expedite Data Inc. for several months. Participants were then exposed to an instance of gender bias and were asked how they would respond. More specifically, participants were asked to rate the effectiveness of different response types, while also considering whether they would be comfortable responding in different ways. Participants then answered the HEXACO personality inventory (Ashton and Lee 2009). Statistical analysis found that male participants with either high levels of openness, agreeableness, and or consciousnesses were significantly more likely to act in inclusive ways. More specifically, it was found that male participants with high openness scores were significantly more comfortable supporting the target of the sexist comment. It was also found that male participants with high agreeableness scores were significantly more comfortable reporting the sexist perpetrator to human resources. Lastly, it was found that male participants with high conscientiousness scores were significantly more comfortable confronting the sexist perpetrator. Not surprisingly, the reserve results were found for men low in consciousness, as men with low levels of consciousness were significantly more likely to support the sexist perpetrator. This research reveals some of the personality traits embodied by inclusive men who personify the archetype of a male ally against sexism and decide to actively respond to instances of gender bias in the workplace. These findings are interesting to consider when thinking about how institutions can begin to support inclusive gender performances and who may be receptive to practices used to initiate transitions to a more inclusive workplace. These findings are also important to consider when thinking about what traits institutions should look for when hiring male employees, especially for leadership positions or forms of work that are associated with a large amount of social, and cultural capital.

This paper will be presented at the following session: