Gender Equity Allies Programme

About the programme

The Gender Equity Allies Programme of LSE Power was launched in summer 2018 initially as the Male Allies Programme. The Gender Equity Allies Programme has two key purposes:

1. To contribute to tackling negative culture around gender in our workplace

2. To be a visible advocate for institutional change

Gender Equity Allies is founded on the belief that all staff, regardless of gender, have a role to play in contributing to workplace equity because it is the right thing to do: it is not only the job of women to end discrimination against women. Gender Equity Allies believe that equity in the workplace benefits all, and that managers can improve their own performance by engaging with work towards gender equity.

We define allyship as

support for a cause or a movement for change that benefits others (as well as yourself)

In our initiatives, Gender Equity Allies are committed to four values:

  • Authenticity: not virtue signalling in support for gender equity but being actively involved
  • Accountability: practising what you say you believe to advance gender equity
  • Pro-activity: committing to the mind-set of gender equity in all our work
  • Humility: not claiming to be perfect
Fergus Deery


Fergus Deery is the Gender Equity Allies Programme Manager.

If you would like to join, put forward any suggestions for the Gender Equity Allies Programme - or if you know any male colleagues that would be interested in participating - please email


60 seconds with Fergus

What is the Gender Equity Allies programme?

It’s part of LSE Power, LSE’s professional women’s network, and does what it says on the tin: through events, networking and training sessions, Gender Equity Allies aims to mobilise and promote the support of male professional services staff for greater gender equality. To join Gender Equity Allies, all you have to do is join the LSE Power Teams channel in the first instance. 

What inspired you to get involved?

My would-be egalitarianism. A concern for how bad things could get in Higher Education if gender inequality issues aren’t addressed, and an optimism about how much more inclusive, meritocratic, and fundamentally fair somewhere like LSE could become if it properly mobilised. I believe that the gendered lens through which we still sometimes see the world, and the gender inequalities this espouses, negatively impacts upon those who identify as male, as well as those who don’t.

What activities does the programme engage in, and how are these benefitting our School community?

Historically, the programme has involved making ourselves visible and available to colleagues who may need the support of an ally in relation to gender equality issues within or beyond the workplace, promoting the main Power network and attending its events, and encouraging other students and colleagues to do likewise. And more recently, it has also involved trying to engage colleagues in meaningful discussions about issues such as male violence against women, brainstorming ideas about how to make campus and its surroundings a safer space for non-male staff and students, and forging relationships and exchanging ideas with other like-minded networks across the country and globe.

What’s your favourite thing about working as a Salesforce Developer (i.e. your day job)?

Collaborating with colleagues from across the School on major projects that will simultaneously improve student and staff experiences in the long-term.

One track, one book, one luxury: what would you take with you to a desert island?

If I was alone on a desert island, I’d need some pep in my step. So let’s say Franz Ferdinand by Franz Ferdinand- the first album I ever bought, and still a classic! That and Poems from the Edge of Extinction by collected authors, plus a bottle of factor 50+.

Past Allies events

The Insidious Nature of Coercive Control

Wednesday 26 January 2022

Brothers Luke and Ryan Hart shared their family’s story of coercive control and domestic homicide. In 2017 they released their book, Remembered Forever, and set up their organization, CoCoAwareness, to increase the awareness of coercive control. So far, their work has taken them to over 13 countries and they have trained tens of thousands of professionals to identify, understand and combat domestic abuse.

They are White Ribbon Ambassadors and Refuge Champions speaking out against male violence towards women and children. They have also worked with the charity Level Up to produce and advocate for the acceptance of domestic homicide reporting guidelines and have received a number of awards for their work in raising awareness – including the Lincolnshire Police Outstanding Contribution to Public Service 2018/2019, BBC Inspirations 2020 Award and the Big Issue’s Top 100 Changemakers.


Power Panel x Male Allies seminar, in partnership with the Parents and Carers Network: Fathers, Covid and Work: what's changed and what happens next?

Wednesday 24th February 2021

On 24 February, the Male Allies of LSE Power held an event with Adrienne Burgess, the Co-Chief Executive of the Fatherhood Institute. Titled, ‘Fathers, Covid and Work: what’s changed and what happens next?’ there was an engaging discussion of the effect of lockdowns on fatherhood in terms of childcare and schooling, relationships and societal change. The replay of the event is available on our YouTube channel here


Women Collaborating with Men to Build Inclusive Workplace Cultures

Tuesday 26th March 2019

Led by Dr Jill armstrong and Jason Ghaboos of Murray Edwards College, Cambridge, this workshop reviewed research findings on gender bias in the UK workplace and gave participants ideas for practical steps to positively change workplace practice and culture.

Active Bystander Training

May 2019

What is privilege? How did we get it? What do we do with the advantages we have? When we see discrimination against less privileged groups, what can we do about it? What tools do we need to become active bystanders that improve gender equality in the workplace?

These were some of the questions addressed at two Bystander Training events held in May championed by the Male Allies of LSE Power. The first, facilitated by the Good Lad Initiative explored dimensions of privilege in the academic context, the nature of inequality in our workplace and tools for building equality. Participants agreed that Allyship – supporting a cause or movement for change that does not benefit you personally – is founded on four principles: authenticity (the Ally is it for the right reasons), pro-activity (learning the tools and applying them), accountability (improving your Allyship) and humility (remembering that being Ally is a means to an end, not an end in itself).

The second workshop focussed on the psychology of intervention and non-intervention in society, drawing examples from everyday life and current affairs and the media. Facilitated by Scott Solder – award-winning coach, author and former BBC journalist – participants considered responses to both egregiously inappropriate behaviour but also workplace micro-aggressions: the repetitive interruptions, eye-rolling, aggressive emails or even loud sighing that can characterise gendered behaviour. The Four Ds of intervention include Direct Action – acting immediately to challenge behaviour; Delaying to act later once you have had a chance to speak with those involved; Distracting to de-escalate a confrontation; and Delegating to a senior figure with the authority to act.