When do I become an ally?
At LAUDACE, our mission is clear: to accelerate the psychological safety, inclusion, well-being, and sense of belonging of historically marginalised individuals and their allies in the workplace! Allies, advocates, and sponsors are foundational members of our community because of the power and privilege they have to further our causes when we are not in the room.
But what does it take for one to call themselves an ally? How can groups of people from historically marginalised backgrounds become allies to each other? And what are the different types of allies? In this article, we will explore answers to these questions as we reflect on allyship, not as a static identity, but one that requires accountability, humility, and most of all: action.
Allyship is a Verb
The Harvard Business Review defines allyship as “a strategic mechanism used by individuals to become collaborators, accomplices, and co-conspirators who fight injustice and promote equity in the workplace through supportive personal relationships and public acts of sponsorship and advocacy” (1). Being an ally calls for you to analyse the advantages, opportunities, and power you have been accorded and then leverage these resources for the benefit of others.
While we may want to indicate to others that we are an ally, it’s important to understand that allies are not self-identified. It is only the people that we are aiming to champion that can identify us as allies. While you may be an ally to one person, that does not mean that all people who share their identity will consider you as an ally. Allyship is a relationship that requires trust and rapport that is built over time. Assuming the “ally” identity implies that allyship is a destination that can be reached, whereas allyship today cannot guarantee future acts of solidarity. This is why it is essential for us to consider allyship as a verb, a constant commitment that you renew every day.
Recognising Your Power
Recognising your privilege can be an uncomfortable experience, but privilege can be a good thing when you use it to advance the psychological safety of your more marginalised colleagues in your organisation. For those of us who belong to marginalised backgrounds, allyship requires us to recognize our relative privilege. While one of your identities may mean you face discrimination in one realm, you may possess an identity marker that enables you to leverage your privilege for someone else. For example, Black men in corporate spaces may face racial discrimination; however, their privilege can allow them to become advocates for women, women of colour, differently-abled folks, and queer people.
Educate Yourself First
It can be tempting to ask your colleagues of colour or women in your organisation about their experiences in the workplace or how you could be a better ally. However, doing so places the burden of responsibility on their shoulders. As an aspiring ally, be cognisant of the fact that it can be emotionally taxing to recount instances of discrimination, and educating fellow colleagues is additional cognitive labour. Take it upon yourself to deepen your understanding of the political and historical struggles of marginalised groups in their fight for equality first. Read, watch, and listen to those who feel comfortable enough to share their knowledge and lived experiences. Once you’ve established a base level of understanding, you could engage your colleagues in dialogue, remember to request their permission first and to approach the conversation with humility and curiosity.
Be Prepared to Make Mistakes
Accountability and feedback from marginalised folks are not just important; they are vital. Aspiring to be an ally means understanding that mistakes are inevitable, but it's how we respond to them that truly matters. Listening with humility, accepting feedback, and committing to change demonstrates our dedication to true allyship. This journey isn't just about avoiding errors; it's about transforming them into powerful lessons that make us stronger and more effective advocates. Committing to allyship is a journey of learning, unlearning, and evolving.
What Type of Ally Can You Be? (3)
Karen Catlin, author of Better Allies refers to the 7 Allyship Roles as a way to capture the various ways one can be an Ally.
The Sponsor: A sponsor vocally supports a person from a minority group and their work, aiming to boost their credibility, especially when their contributions are overlooked. For instance, you can talk about a colleague's expertise, give them opportunities, and recommend them for learning and stretch assignments.
The Champion: Champions advocate for the inclusion of underrepresented groups in public forums, such as conferences and social media, to increase their visibility and promote equity. For example, if addressing issues affecting these groups, invite someone from the group to speak instead of doing it yourself.
The Amplifier: Amplifiers ensure marginalised voices are heard and respected. This can be as simple as repeating and crediting someone's great idea in a meeting, creating a code of conduct for communication, or inviting underrepresented colleagues to speak at staff meetings.
The Advocate: Advocates use their influence to bring peers from underrepresented groups into exclusive circles. They recognise and address unjust omissions and hold peers accountable for including qualified colleagues of diverse backgrounds in events and activities.
The Scholar: Scholars seek to learn about the challenges faced by marginalised colleagues without inserting their own opinions. They conduct their own research and listen attentively. For example, reading publications and listening to podcasts about underrepresented groups in your industry.
The Upstander: Upstanders take action against wrongdoings they witness. They speak out against offensive comments or unfair treatment and intervene in instances of bullying, harassment, or bias. For example, addressing offensive jokes or checking in privately with someone who may be a victim.
The Confidant: Confidants create a safe environment for people from minority groups to express their needs and frustrations. They listen without judgment and believe the experiences of others. As a manager, you can hold regular office hours to encourage team members to discuss their issues.
In conclusion, allyship is a constant commitment, a journey. One that requires ongoing education, active listening, deliberate action, and risking your privilege. While someone may applaud you for your allyship today, it’s possible that you could make a mistake tomorrow. Let this be your reminder that there is always more work to be done and that it is an honour to stand in solidarity and play your part in making the world a more equitable place.
At Laudace, we are committed to empowering communities & organisations to become equity-driven and intersectionality-focused through our ED&I Education, ED&I consultancy and Courageous Conversations Series solutions to foster more inclusive cultures, empower marginalized voices, and social impact.
If you're ready to make a real impact on your teams or communities, contact Laudace today. Together, we can ignite a positive transformation within your organization and create a more equitable world.
Sources
(2) https://www.bbc.co.uk/creativediversity/creative-allies/seven