For over 20 years, I’ve been facilitating leadership programs across borders, industries, and sectors. Some of the most powerful have been women’s leadership programs – designed to identify barriers, build confidence, and support women to advance their careers.
Over time, my observations have been consistent: women benefit enormously from safe spaces where they can discuss the unique challenges they face, share experiences, and explore strategies with candour and authenticity. But programs that stop there, without engaging the broader organisation, fall short. Real change demands bringing men into these conversations and mobilising leadership at every level to transform culture and dismantle systemic barriers. Otherwise, women leave these programs inspired and ready to act, only to collide with structures that haven’t shifted – an outcome that doesn’t just limit progress, it risks leaving them more demoralised than before.
For too long, the responsibility for advancing gender equity has fallen disproportionately on women. Women’s leadership programs are vital, but they cannot succeed in isolation. Men still occupy most senior positions in organisations, meaning they hold disproportionate influence over culture, decision-making, and advancement. If they are not part of the solution, progress stalls.
TDC Global is reimagining women’s leadership programs, building them into not just safe spaces for women, but as platforms to engage men and focus on real systemic change. This shift does not lessen the value of nurturing women’s talent; rather, it recognises that focusing solely on women in isolation may unintentionally reinforce the very barriers we seek to dismantle.
Our team at TDC Global recently piloted this approach with global financial services firm Nomura, as part of their Associate-level Women’s Leadership Program. In one region, the program was expanded to include men. The design preserved women-only and men-only coaching elements to maintain essential safe spaces, while introducing joint sessions focused on building skills and sharing knowledge.
The program is proving to be a powerful opportunity for both men and women. It has created a space to learn side by side and share lived experiences – fostering not only stronger leadership skills, but also deeper empathy and understanding. The inclusive design enables participants of all genders to share experiences, broaden understanding, and drive cultural change that supports inclusive leadership at every level.
What’s becoming clear is that when men are invited into these programs, they gain insights into barriers many have never personally encountered. They hear stories that illuminate unconscious bias, workload inequities, and missed opportunities for sponsorship. This perspective can be transformative. It not only deepens understanding but also provides the motivation business imperative for men to step up as active participants in driving change. This is confirmed by TDC Global’s male ally research where we found that one of the most powerful change agents is peer to peer influencing. You can access this research here.
Of course, adding men to women’s leadership programs isn’t just about extending an invitation. It must be intentional and purposeful. Three principles are key:
- Protect women’s voices – retain women-only sessions, but design joint forums where everyone can learn from different perspectives and engage meaningfully.
- Equip participants for action – move beyond awareness; give both men and women practical tools to challenge bias and advocate effectively.
- Build accountability – make inclusive leadership a core expectation tied to leadership responsibilities.
When men are included in women’s leadership programs, the burden of change no longer rests on women alone. Men gain the benefit of seeing the system through different eyes – insight that transforms not just women’s opportunities, but their own effectiveness as leaders. Women gain stronger support, both grow as more inclusive leaders, and organisations benefit from cultures that are fairer, more innovative, and better equipped for the future.
After two decades in this work, my takeaway is clear: women need safe spaces, but lasting change happens when men join them. Inclusion is not her job alone – it’s everyone’s job.
Join TDC Global’s new, virtual No 1 APAC Ranked Leadership Development Program on 25th Sept & 16th Oct 2025, where we will learn more from a C-suite executive how changing systems is the responsibility of both men and women.
Written By Tamar Altbeker, Solutions Director at TDC Global.
