In the ever-evolving landscape of pop culture, the narratives we see in the media often reflect the deeper societal struggles at play. Recently, two seemingly unrelated topics—Taylor Swift’s influence on social dynamics and the resurgence of the “tradwife” phenomenon—highlight a persistent issue: gender inequality. And as these cultural flashpoints reveal, achieving gender equality in any meaningful way won’t be possible without the full participation of men.
In my book, Men-In-The-Middle: Conversations to Gain Momentum with Gender Equity's Silent Majority, I emphasize that while women have been vocal and active advocates for change, the journey toward equality will stall unless more men join the conversation. Men represent the silent majority in this issue—most may recognize the importance of gender equity, yet they remain on the sidelines. But as recent studies and cultural trends demonstrate, male engagement is essential not just for incremental changes but for real transformation. Here’s why men must play a more active role, and how they can start making an impact.
1. Recognizing Cultural Influences: Taylor Swift and the “Tradwife” Phenomenon
From her lyrics to her public image, Taylor Swift has become a symbol of female empowerment. However, her influence goes beyond empowering women to break barriers; she’s also setting a standard for men. Swift’s latest era captures the attention of both men and women, emphasizing that pop culture has a unique role in modeling behavior. As CNBCrecently explored, male Swifties are a growing demographic, indicating a shift in how men are engaging with feminist icons. This engagement can be a gateway for men to explore their own roles in supporting gender equality.
On the other side of the spectrum, the resurgence of “tradwives”—women who embrace traditional, submissive roles—signals a nostalgia for a bygone era. While seemingly at odds with Swift’s message, the two are part of the same dialogue on gender norms. These trends highlight a cultural tug-of-war over what it means to be a man or woman in today’s society. Men need to engage in these conversations, not just as spectators but as active participants in redefining roles in a way that supports equality.
And just to be clear here, I am not making a judgement about any woman who chooses to be a traditional wife, also known as a “tradwife,” one who stays home to raise the kids and take on a more traditional role. We all can make a choice and if a family can financially afford to have a stay-at-home spouse, then I get it. In my case, my husband of 31 years, was an at-home dad for more than two decades four our four kids.
What I do have an issue with, and what has inspired me to write the book I have, is if societal stereotypes dictate how people decide to respond to the way to balance work and home life. When Sheryl Sandberg wrote her book Lean In, I was moved when she said young women in the workplace were opting out of careers before they even had kid for fear of not being able to balance both.
Part of the return to the trend now called “tradwife” is that the majority of household duties and family care fall on women, therefore there is a lot of stress on women at work and at home. Again, don’t get me wrong, there is pressure on men too. Statistically, however, men tend to gain work credibility when they have children, while, for women, there is an inverse impact; people question women’s commitment once they have children.
2. Understanding the Power of Male Allyship in the Workplace
The business world, much like pop culture, is a reflection of society's struggles and progress. According to Harvard Business Review, men hold 62% of managerial positions globally, positioning them as crucial players in creating inclusive workplaces. McKinsey’s Women in the Workplace study, in its 10 year, show that men hold 75% of all C-Suite positions. Men in corporations are in the position to influence, pay and promotions. When men step up as allies, the ripple effect can transform organizational culture.
However, allyship isn’t just about speaking up during meetings or supporting female colleagues in public. True allyship requires understanding the structural barriers women face and committing to dismantling them. This might mean advocating for parental leave policies that encourage men to take time off for family, thereby normalizing caregiving as a shared responsibility. It could involve mentoring women and actively sponsoring their careers to ensure they have equal access to advancement opportunities.
3. Engaging Men in Conversations on Gender Roles
I interviewed men about gender equity for my book, then I backed the insights with secondary research. I share stories of men who said they initially struggled to see how gender equity related to them. Many were hesitant to speak up, fearing they might say the wrong thing or that their involvement might be misconstrued. During the interviews, I just listened; however, I wrote the book to invite men into the conversation. Silence is complicit.
South China Morning Post recently highlighted that gender equality in the workplace can only be achieved with men’s involvement. This rings true not only in professional spaces but also in our homes and communities.
We need to encourage men to reflect on how traditional gender roles have shaped their experiences and perspectives. Only then can we have open, honest conversations about what it means to challenge those roles. As men engage more deeply in these discussions, they can become more empathetic leaders, partners, and allies.
4. Shifting the Narrative from Individual Change to Collective Transformation
One of the most critical aspects of engaging men in the gender equality conversation is reframing the narrative. Too often, we emphasize individual change—how men can be better allies or how they can improve themselves. But the reality is, gender equity is a collective endeavor.
This is where movements like those seen in pop culture can serve as catalysts for larger change. Men who might not be directly involved in gender equality work can still be influenced by the cultural trends they consume. By identifying with figures like Taylor Swift or critiquing the “tradwife” movement, they are already participating in a broader dialogue on gender norms, whether they realize it or not.
In the workplace, this shift means viewing gender equity not as a women’s issue but as a business imperative that affects everyone. It is a leadership issue. As men recognize that they have a vested interest in creating inclusive environments, we can begin to see collective transformation. This could lead to policies that support all employees, regardless of gender, and cultures that value diverse perspectives.
5. Taking Action: Where Do We Go from Here?
To the men reading this, the question is not whether you have a role to play in advancing gender equality—it’s what role you will choose. Start by educating yourself. Learn from the women around you, and seek out resources that broaden your understanding of the challenges they face. Advocate for policies that promote gender equity, and hold yourself and others accountable to those standards.
For organizations, this means fostering environments where men are encouraged to speak up and act. Offer training sessions that address unconscious biases and create platforms for men and women to share their experiences.
The truth is, achieving gender equity isn’t just about supporting women. It’s about reimagining our entire society so that both men and women can thrive. And as we navigate the cultural narratives that shape our beliefs, we must remember that equality isn’t a destination; it’s a continuous journey that requires all of us to contribute.
In conclusion, men are not just passive observers in the fight for gender equality. They are pivotal to its progress. So let’s engage them in this conversation, break down the stereotypes that bind us, and work together to create a world where gender equity is the norm, not the exception.