The first and most important step is to become more aware. This happens through listening to the experiences of women, educating yourself, learning how to actively advocate for inclusion, and applying what you learn individually, interpersonally, and institutionally. Listen to podcasts, read academic articles on unconscious bias, talk to close female colleagues and friends about their experiences, watch videos – there are a ton of resources out there to get you started.
These biases affect everyone. If you can't recognize them when they're happening within you, then you won’t be able to mitigate them. It takes a real appreciation for subtlety and human psychology to be truly effective at this. The good news is that this is a great way to work on leadership skills broadly applicable to your career, beyond gender, race, etc. By paying attention to different dynamics with identity, you learn leadership skills and develop more emotional intelligence.
Once you’ve developed a basic foundation for understanding D&I, are working on developing greater emotional intelligence, and are learning how to advocate for others interpersonally and institutionally, you can start engaging more men and white people on the topic. Partner with affinity groups and ERGs to begin calling in and educating more folks like yourself.
Remember – the education piece is never done! As with all worthwhile pursuits in life, there is always more to learn and reflect on