How do male startup leaders perceive gender bias interventions – and how do they engage with gender equality? This question is at the core of a new study by ECDF Associated Researcher Janina Sundermeier, Professor of Digital Entrepreneurship and Diversity at Freie Universität Berlin, and Conny Steenblock, Research Associate in the same department. The article was recently published in the International Journal of Gender and Entrepreneurship.

Under the title “Men and masculinities in entrepreneurial ecosystems: entrepreneurial leaders’ perspectives on gender bias interventions”, the researchers explore how male entrepreneurial leaders relate to gender bias interventions – and what this means for advancing diversity in entrepreneurship.

Four Types of Male Leaders

Based on interviews conducted at a tech startup within Berlin’s vibrant startup ecosystem, the qualitative case study identifies four distinct attitude types toward gender bias measures:

• The Advocate is highly aware of structural disadvantages and shows empathy for women in male-dominated environments.
• The Protector rejects political efforts but supports individual women within his own organization.
• The Skeptic opposes interventions – often based on negative past experiences.
• The Unconcerned remains largely indifferent and does not recognize personal responsibility for change.

These nuanced perspectives highlight that men are far from a monolithic group – and help explain why existing diversity initiatives often fail to generate broad engagement.

From “Fix the Women” to “Fix the System”

At the heart of the study is a call for a shift in perspective: away from individual-focused measures aimed at making women “fit for the market,” and toward systemic changes that critically examine patriarchal structures and dominant norms of masculinity. According to Sundermeier, men play a key role as dominant actors in many startup ecosystems: “Their attitudes toward gender issues shape not only company culture but also the implementation – or obstruction – of diversity strategies.”

The authors emphasize that successfully transforming startup ecosystems requires psychological safety, context-sensitive training formats, and open exchange – rather than abstract, potentially overwhelming interventions. This publication makes an important contribution to gender research in entrepreneurship by connecting theoretical insights with practical implications. At the same time, it invites policymakers, startup support organizations, and educational institutions to design diversity initiatives more consciously, inclusively, and effectively.

Read the full article (Open Access) //here