Written by Jade Carson with assistance from ChatGTP 4.0
Every year, WIC recognises outstanding male leaders with the Male Champion of Change Award. This award honours those who actively promote gender equity and support women’s careers in technology. Past winners Anthony Stinziani (2020), Owen Keane (2021), Mat Franklin (2023) and Kevin Landale (2024) shared their insights with me recently through a series of questions.
Their responses revealed a shared commitment to fostering inclusivity and driving systemic change.
Kevin attributes his advocacy to the influence of strong female role models in his life, particularly his aunt and mother. “Her success is not your failure,” Kevin emphasises, encouraging men to celebrate the achievements of women without seeing them as a threat. Kevin’s advice for male allies is to start small, be consistent, and challenge toxic narratives that hinder inclusivity.
For Anthony, witnessing gender bias in the workplace early in his career became a turning point. “The impact on women’s self-esteem and confidence was profound,” he reflects. This realisation fuelled his efforts to address unconscious bias and advocate for diversity. Stinziani highlights the power of cultural audits and data-driven initiatives, explaining that “communication and leadership from the top” are essential for success.
Mat reflected on his journey, emphasising the moral responsibility of leveraging privilege to effect change. “As a cis-het white man, I pay less of a price raising these issues, so morally, it’s my responsibility to do so”. Mat focuses on educating senior leaders about the systemic advantages they’ve benefited from, seeing this as the most effective way to drive meaningful dialogue and recognition of the issues.
Owen’s turning point came when he noticed how societal perceptions of IT were discouraging his daughter from pursuing a promising path in the field. This personal connection sparked his advocacy. “Diverse workplaces are more productive and enjoyable,” Keane shares, emphasising the importance of leading by example to normalise inclusive behaviour.
A common thread among these leaders responses is they acknowledge that gender equity requires more than token gestures. It demands sustained effort, open conversations, and systemic solutions. They each highlighted the importance of challenging cultural biases, mentoring women, and building leadership pipelines to ensure equity initiatives endure.
These champions agree that male allies must remain proactive in creating lasting change. Progress involves addressing intersectional challenges, resisting narratives that suggest diversity has gone “too far,” and fostering environments where everyone can thrive. As Kevin aptly puts it, “The best outcomes come from our diversity superpower.”
The WIC Male Champion of Change Award continues to spotlight the critical role male allies play in advancing gender equity, proving that change begins with deliberate and meaningful action – no matter how small.
