Closing the Gender Gap: The Role of Allies

In a world where the call for equality sounds louder than ever, the recognition that we, both men and women, must see this as a common goal is crucial. Recently, I was invited to attend the “Be the Change: Close the Gender Gap” Roundtable event. The speaker was Lee Chambers, inclusion and allyship campaigner and founder of Male Allies UK. As a man I was nervous about attending an event that surely would be “for women”, and equally unsure what I could contribute to the conversation. However, I was determined to support the organisers and the #mindthegapcommunity; and also, curious to hear more about the concept of allyship.

Reflecting on my career, I realise that my approach has always aligned with the principles of allyship, even though I had not labelled it as such. Actively listening, and educating myself on issues I find difficult to address, have all been actions I have tried to uphold. This approach has consistently worked for me, and the event only reaffirmed its importance. At the event, I had the pleasure of meeting some extraordinary women, all passionately committed to making a difference.

Listening to Lee's story and his powerful messages, I understood that I did indeed have something to add to the conversation. It is shocking and saddening that, in the 2020s, we still face a significant gender gap – or chasm, as Lee aptly described it. Over the past two decades I had believed that such disparities were actually diminishing – how wrong I was.

Even with the release of data-based insights, most recently in the “Gender Pay Gap in Jersey” report issued by Statistics Jersey in March 2025, there are some who believe the gap is a myth. Certainly, pay discrimination based on gender is illegal, but the gender pay gap is still evident for all to see. It arises from women facing structural barriers that limit their career advancement, including unconscious bias, lack of mentorship, and taking on the burden of family caregiving responsibilities. Given some of the comments I have heard and seen, its easier to dismiss the data than to address the problems.

What alarmed me further was the realisation there is a “lost" generation of adolescent boys and men who feel like second-rate citizens. This highlights a pressing need to listen to and support these young people. I do strive to support boys and young men within my circle of families and friends, talking and listening to them brings a very different perspective. Blaming the internet or social media as the new bad influence is convenient but avoids the real underlying issue that misogyny is still alive and spans all generations. Banning smart phones for under 16s will not resolve this behaviour alone.

Why don’t more men speak out, or feel comfortable attending events talking about gender imbalance when it is a common problem for us all, not just women? Could it be embarrassment in knowing there is a problem and not knowing how to address it or talk about it (we are blokes after all), or possibly it is a fear of losing control. Today’s world is a complex landscape and everyone has a voice, and the loudest should not drown out the quietest.

As male business leaders, we are expected from early on in our careers to have all the answers, and to dominate the conversations. But is that the best approach? Potentially discounting or not listening to half of the workforce, when we have resource issues and skills shortages in Jersey, seems to be counter-productive in these times.

So, what can I, and others, do to encourage more positive action? A starter for ten could be more men joining the #mindthegapcommunity in Jersey. Whilst the community was founded by women and comprises, in the main, female business leaders across all industries, there are a number of male allies who attend the events or provide support.  A wider representation would help to breakdown those perceived barriers and fears.

When I reflect on the many female leaders I know locally, both in my board advisory and consultancy work and also on the IoD Jersey Committee, I recognise their common traits of having empathy and listening to those around them. As male advocat

es and allies we should be looking to work on the promotion of a diverse community, resulting in greater learning and better understanding. For me it is how I have always been, but it’s now got a label, allyship. We all need to work towards the common goal of a powerful, balanced and skilled workforce. So, let’s all be allies.

Ian Webb is the Founder and Principal Consultant of IWC in Jersey, and Chair of the Digital Committee for IoD Jersey. With a wealth of experience in senior IT leadership, Ian has been a trusted advisor to company boards across diverse industry sectors, shaping their IT strategies and driving technological innovation. A passionate advocate for gender balance, Ian mentors local female leaders and champions initiatives to inspire young women to pursue careers in technology.