We are business professors who recently surveyed more than 400 managers about gender equity. We found that while men and women agree on what gender equity means in principle, they often disagree on what it takes to achieve it. Bridging that gap matters ' without it, well-meaning leaders may take actions that do nothing or even backfire. But when it came to naming specific actions, clear differences emerged. Male managers were more than twice as likely as their female counterparts to think gender equity requires 'extreme' sacrifice. What's more, men were less likely than women to connect everyday workplace behaviors ' such as challenging misogynistic behavior, taking paternity leave and offering a flexible work environment ' with advancing equity. This suggests a problem: If men and women envision the path to equity differently, progress will stall. That's why it's important to remember that gender equity isn't a zero-sum game. Great leadership means building equity into daily...
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