Allyship in the workplace is increasingly in the spotlight
by Alasdair James Scott, a senior consultant at worldwide diversity and inclusion training consultancy PDT Global
Allyship in the workplace is increasingly in the spotlight, as customers, employees, and investors increasingly see equity and inclusion as not just a 'nice to have' but a 'must have'. Allyship has become essential – driving systemic improvements to workplace policies, practices, and culture. But what actually constitutes a workplace ally – and what does it take to be a good one?
Allies are, in effect, collaborators who fight injustice and promote equity in the workplace through supportive personal relationships and public acts of sponsorship and advocacy. They can be men advocating for the advancement of women, for example, white colleagues standing up for the rights of people of color, able-bodied individuals thinking about the needs of those with disabilities, or heterosexual employees creating a workplace free of homophobia and transphobia against LGBT colleagues.
In essence, a workplace ally is an individual who is not a member of an under-represented group but who takes action to support one or many such groups. Being an ally is an active process and it’s not something individuals can simply bestow upon themselves – i.e. I’m not transphobic or homophobic or racist, therefore I’m an ally.
To be a true ally means taking on the struggle of an oppressed group as your own, carrying the weight felt by those in a marginalised group and never putting it down. Allyship means valuing people with different experiences from your own, learning about privileges and natural prejudices, and working to make the workplace more equitable in spite of them.
The following are some examples of roles that allies can take to support colleagues from marginalised groups:
The cheerleader – cheerleaders are visible and vocal supporters of those in under-represented groups, shining the spotlight on individuals in public spaces and forums. Across meetings, conferences, and online spaces, cheerleaders provide a voice that’s heard by large audiences.
The amplifier – amplifiers ensure that under-represented voices are heard, valued, and respected. The amplifier highlights the contributions of others and uses platforms to communicate the needs of others. In this context, they really are the ones who shout the loudest.
The researcher – the researcher ally is hungry for knowledge about the lived experience of those in a non-dominant group. Their interest is authentic and well-intentioned, they want to listen and learn about the challenges and setbacks faced by certain colleagues.
The intervener – the intervener takes action and dives straight in… appropriately. They call out offensive or problematic behavior, taking opportunities to defend and educate whenever there is a need to do so.
The supporter – a supporter is a trusted confidant for members of a non-dominant group to share their perspectives, fears, joys, and concerns. They create a security blanket of trust and support where individuals feel heard, respected, and safe.
Remember, to be an ally is to take on the struggle as your own and stand up, even when it feels uncomfortable to do so. It means using your privilege to advance those who lack it – and acknowledging that, while you also feel the struggle, the conversation is not about you.
