Background: The implementation of female networks is a recognized organizational tool to support similar social identities receiving marginalization, such as women. Still, gender inequalities seem to persist, and the effectiveness of these networks is questioned. It has been proved that when men are engaged in gender inclusion programs, the organization sees drastic improvements in reducing gender inequality than if men are not involved. In recent years, the concept of Allyship has been presented as a way to include men in gender equality work. Allyship seems to be an increasingly appreciated tool to support women and, at the same time, help organizations adapt their work culture and inclusion values. 

Research problem: Despite the prevalent perception that allyship can be a valuable way for organizations to diminish gender inequality, most organizations continue to focus their efforts, initiative, and measures only on women. There is still a research gap regarding the paradox of what women consider to be an excellent ally, whom they believe can become an ally, and how they prefer that an ally should behave and act.

Purpose: The purpose of this study is to explore how members of female networks perceive and leverage male allies to combat gender inequality in male-dominated organizations. By putting this phenomenon in the limelight, we aim to contribute to a deeper understanding of how members of female networks experience male allies and the concept of allyship in its entirety and thereby offer essential insights to scholars and practitioners.

Method: Our research methods were based on qualitative, explorative research and followed multiple case study. Our empirical data was conducted from 17 in-depth, semi-structured interviews with participants from eight different male-dominated organizations. The empirical data was further analyzed using a grounded theory for the analysis process.

Conclusion: As a result of the findings, a framework was developed explaining how members of female networks perceive potential allies as 1) suitable members of the majority group, 2) top management, and 3) influential members from the same minority group. Additionally, it reveals how members of female networks would appreciate leveraging allies through autonomy-oriented help in 1) cheerleading, 2) continuous support, and 3) immediate confrontation.