Gender fairness in the workplace has been an evolving conversation through the decades, research shows that the impacts of programs and initiatives that support women in the workplace have benefited everyone. Progress, but many lament that society should be further along by 2026.
Authors of the new book, Fair Share: How Men and Women Can Create a More Equitable Workplace Together, W. Brad Johnson, U.S. Naval Academy professor emeritus, and David G. Smith, professor and co-director of the Gender & Work Initiative at Johns Hopkins Carey Business School, argue that the path to gender fairness is more than supporting women through equal pay and equitable pathways to leadership. They say that it’s time for men to step up, participate, and help further the gender fairness cause both in the workplace and the home.
“Fair Share is about making the case that gender equity and caregiving are shared responsibilities, not burdens that should fall on women alone,” said Smith. “I hope the panel reinforced that message and highlighted the kind of evidence-based, practical change the Gender & Work Initiative works to advance in workplaces every day.”
Clare Bresnahan English, senior director of the Workplace Innovation Now Challenge, noted that 70% of corporate leaders are men, which highlights the importance of men getting involved with gender issues at work.
Even in companies that claim to be committed to gender equity, responsibility for advancing equity programs typically falls to women in the organization, with little funding or support behind them. Additionally, men usually don’t take part in these programs on their own, as gender tends to be seen as a word that doesn’t affect men.
“These initiatives are really for men. Women already know the issues they are facing at work,” said Jamie Tabb, a partner at Vinson & Elkins LLP.
Tabb says male managers can do more than just sponsorship by investing in and leaning into women-centered programming – and then participating in that programming. The more that men take stock and understand the uphill battle women face, the more these issues can find the spotlight for other men.
Kalahn Taylor-Clark, vice president and head of Social Impact and Sustainability at Merck, said leadership always comes back to equity, especially in how she mentors men. “I’m on the side of equity,” she noted.
As the conversation on gender inequality has evolved from a workplace issue to a leadership issue, research has started focusing on the home, where women tend to be the default parent.
The default caregiver
Gender fairness goes beyond the workplace. Fair Share argues that men who take advantage of and encourage others to use their earned caregiver benefits can create the kind of cultural change that continues the progress of gender fairness inside and outside of the workplace.
Culturally, women primarily shoulder the responsibilities of parenting, as the expectations of a father’s responsibilities at many companies are rooted in the past. Questions arise around who picks up a sick kid from school, attends a parent/teacher conference, or handles doctor appointments. One of the ongoing discussion points rising from Gender & Work Initiative events is the importance of a workplace where men are encouraged to be involved at home in the same way mothers are expected to be.
But even in 2026, many companies still frown on men who take full advantage of their childcare benefits and flexible work modes.
“Use those benefits and be loud about it! Don’t just sneak out the back,” Johnson said.
