Ready to Engage Male Allies and Advocates? Take the Quiz!

Male Advocacy Profile

Do you believe in and advocate for Gender Equity?

Becoming an advocate is a process. It starts with understanding where you are currently and how you put your beliefs into action on a daily basis.

Each of us approaches championing women and underrepresented people at work in different ways. Have you ever wondered where you are on the male ally continuum and what else you could do to advocate for women in the workplace?

To learn more, simply answer the following 20 questions. This quiz is designed to focus on the workplace and dynamics of gender equity. While it is impossible to separate your business life from personal life, as you read the questions, please attempt to focus on your workplace environment and your personal beliefs about gender equity in the workplace.

Section One
Strongly Disagree
Somewhat Disagree
Neither Agree Nor Disagree
Strongly Agree
It is important to recognize and identify gender differences in communication and work styles.
Performance evaluations and hiring decisions should be reviewed to ensure gender equity and fairness.
It is important for women to be mentored by both men and women.
It is important to understand other viewpoints when working with people of the opposite gender.
Leveraging women in the workplace is important to the success of the organization.
Organizations should be visible in articulating the value of gender parity.
Men have a direct responsibility to address negative behavior toward women in the workplace.
Men should seek feedback to better gauge others' perceptions of them as male allies.
To achieve gender equity in the workplace, men must act as allies and advocates.
Women have an equal seat at the table.
Section Two
Most of the Time
I engage in dialogue on gender differences in the workplace.
I examine my personal gender biases when making performance and hiring decisions.
I seek opportunities for mentoring and coaching women.
I acknowledge that there are differences between my communication and working styles and that of my female colleagues and seek to bridge the differences.
I identify and encourage qualified women to apply for positions and projects.
I am authentic and visible in articulating the value of gender parity to my organization.
I confront negative behavior toward women in the workplace.
I ask trusted female colleagues for feedback on how I am perceived as a gender equality advocate.
I tell other men about my intentions and actions as an advocate for gender equality.
I am proactive in identifying opportunities for improving gender equity in the workplace.
Optional Demographic Information
*This information is not necessary to complete quiz. It is confidential and is only being gathered for research purposes
Size of Company
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No personal information is gathered or recorded. Your individual answers will remain confidential and reported only in the aggregate.

Thank you for taking our Male Advocacy Profile. Based on your quiz results, here are some tips for championing women in the workplace and becoming a male ally and advocate.


SECTION ONE: Attitudes and Empathy - Your Section One Score is

Section One is designed to assess your Attitudes and Empathy regarding Gender Equity in the workplace. Your score indicates how you think about gender equity. These beliefs are created from the experiences from our lives, our unconscious bias and your belief in the need for fairness in the workplace.

SECTION TWO: Efficacy and Activism - Your Section Two Score is

Section Two is designed to assess your Efficacy and Activism regarding Gender Equity in the workplace. Your score reflects the actions you choose to take, or not take, to demonstrate your commitment to gender equity. While based on belief structures, these are more than likely learned behaviors and/or may also be reflective of your environment and workplace culture.

Male Advocacy Profile Continuum

Your score on the Male Advocacy Quiz is .
You fall in the range

Print your results
NOTE: This is not a clinically validated test. It is a guide to help you assess further exploration of your advocacy.


You may not realize you are hindering equality in the workplace. You may be indifferent to the concept of building male allies in the workplace. Perhaps you are uncertain about why there needs to be a focus on advancing women. To further your journey toward understanding and advocacy:

  • Seek opportunities to engage in conversations with women and underrepresented people about their experiences in the workplace.
  • Examine your attitudes and behaviors toward women in the workplace.
  • Attend a women’s resource group meeting at your company or in your local community.


You express some interest and/or desire to engage women in the workplace. On occasion, you look for opportunities to engage women in the workplace. However, you may not yet have clarity or see meaningfulness in the business case for advancing women. To broaden your commitment to gender equity at work:

  • Increase your awareness of company policies and programs that support gender equality in the workplace.
  • Consider and discuss the business case for women in your organization regarding women as both consumers and customers. Also discuss the War for Talent and the need to attract and retain women.
  • Identify one thing each day you can do to engage female team members in meaningful project work.


You see a need to engage women in the workplace, and you do what has been established for you to do to ensure women are included. To continue moving further along the continuum toward advocacy and bringing change to your organization:

  • Seek opportunities beyond your department to advance women in the workplace.
  • Identify one or two things you can include in your performance plan or business plan that include specific actions to partner with women.
  • Reflect on your reasons for trying to create an equitable workplace. Think about how you can help others recognize the need for an equitable workplace, too.


You are a great partner to women. You advocate by showing support for women’s advancement through activities such as mentoring, sponsorship (if appropriate), delegation of work assignments and model inclusive behavior. As a male champion, consider how you can make more impact:

  • Localize the business case for advancing women in the workplace. Leverage the organization’s business case for women and make it specific and tangible for those in your department. If your organization doesn’t have a business case for women, partner with women and other male allies of women in the workplace to propose one.
  • Model behaviors that demonstrate equitable workplace practices including discussing pay equity, formal sponsorship of women and unconscious bias in the hiring process.
  • Seek opportunities to drive change in your department or the broader organization.


You are a true male ally. You express empathy to the causes of women in the workplace. You make intentional choices and take intentional actions to advance women in the workplace and are visible with your support to encourage others to participate.

  • Continue to seek to understand the female perspective of working in your organization.
  • Use your knowledge and understanding of the gender equity issues to inform and influence decision making at your organization.
  • Continue to drive the business case for women; evolving and pioneering new ways of furthering women’s advancement.

Click here for a downloadable PDF with additional tips, an action planning worksheet and more information on the Male Advocacy Profile.

For more information on becoming being a male ally, champion and advocate, visit Rachana Bhide and Jeffery Tobias Halter | YWomen.

This quiz is designed to encourage more men to leverage their voices, intentions and actions to support diversity and the advancement of women. It was developed by Rachana Bhide, founder of The Corner of the Court Project, success stories of men who support diversity, and Jeffery Tobias Halter, corporate gender strategist and president of YWomen, a consultancy dedicated to engaging men to advance women in the workplace.