Allyship in the workplace: how to be an active ally

Many of us like to think of ourselves as committed to supporting marginalised communities and believe we’re the kind of people who stand up for what’s right. We may think of ourselves as progressive and “not homophobic” or “not racist” and think that that’s enough to do meaningful good in the world.

Of course, that’s a fantastic start. However, simply ‘not having bad views’ or ‘not doing harm against others’ doesn’t do much to support members of the community who are subject to homophobia etc. Positive action needs to be taken to make a meaningful difference.

Does your belief translate into tangible action? Are there ways you could be more proactive? That’s where allyship comes in.

What is allyship?

Put simply, allyship is taking that good intention forward and translating it into real action. You may see yourself as not homophobic, but do you speak up when you hear another person speak or behave in a way that is homophobic or discriminatory to members of the LGBTQIA+ community? Allyship comes in many forms, from as little as saying “hold on, I find what you’re saying offensive” to a friend who has said something discriminatory, to campaigning for the rights of a marginalised community.

How to approach allyship

By exploring what allyship is, we can discover ways that we can behave and actions we can take to help our colleagues, friends and members of the community who may experience discrimination.

Allyship doesn’t just apply to the topics of gender and sexuality as in the examples above, it can be applied to all instances of discrimination. Society is made up of people of all sorts of backgrounds and experiences, across ethnicity, age, gender, sexuality, ability, etc, and this diversity helps society thrive. The same is true for the workplace.

Approaching allyship in the workplace

There’s a wealth of research that suggests that workplaces that identify as more diverse are more likely to outperform their competitors, that diverse leadership teams boost innovation (How Diverse Leadership Teams Boost Innovation and New Research: Diversity + Inclusion = Better Decision Making At Work) and that 76% of job seekers consider a diverse workforce as an important factor when comparing potential employers (Recruiting a Diverse Workforce | Glassdoor for Employers).

Not only are diverse and inclusive workplaces more productive, they attract a talent pool that both represents the diversity of society, but also understands the benefits and favours a workplace that advocates for diversity.

Many organisations recognise a need for diversity and have robust strategies to both increase diversity, and to ensure inclusion – commonly known as DEI initiatives. The need for these initiatives is growing stronger by the day as we see more requirements to evidence their implementation.

Whilst these commitments demonstrate commitment by the organisation, there remains a challenge to engage our colleagues on this journey and turn our strategies into real positive change. By promoting allyship and providing education on DEI topics, we can build an organisation that promotes inclusivity as core to the culture of an organisation, which can only be a good thing!

The performative allyship trap

Building inclusivity into the culture of an organisation is tough. It won’t happen overnight, and it’ll take time for education to become meaningful action that colleagues are empowered to demonstrate in their day-to-day lives.

Until this happens, the allyship remains purely performative. This means that knowledge is shared, and allies say the right things, but they don’t necessarily use their privilege to stand up for what’s right. They talk the talk, but don’t walk the walk. This performative allyship can end up being self-serving as you can be perceived to be proactive on the topic, but in fact remain largely non-committal and inactive.

Performative allyship can be self-serving as you can be perceived to be proactive on the topic, but in fact remain largely non-committal and inactive.

How to be an active ally

Now we know about the different types of allyship but how can we put the best parts into practice? Well, actually, pretty simply! Being an active ally (especially if you’re new to learning about this) might seem a little daunting. But don’t worry, we’re going to take you through this step by step so you can play a part in creating a more inclusive and supportive workplace environment.

The main ways you can be an active ally are:

• Educating yourself
• Listening – in the right way
• Advocating
• Using your privilege
• Embracing microaffirmations
• Keeping it curious
• Understanding your own biases
• Training
• Support groups
• Keep trying!

Let us explain…

Education

The first step to being an active ally is all about education. It’s crucial to understand the experiences and challenges faced by marginalised groups. Dive into books, podcasts, documentaries, and articles that shed light on systemic racism, sexism, homophobia, ableism, and other forms of discrimination. Remember, it’s important to learn directly from the voices within these communities rather than relying on second-hand accounts – i.e. learn from the people themselves, not an irrelevant spokesperson talking about another group of people.

Now, it might be tempting to go to your nearest and dearest friend of the community you’re wanting to learn more about and ask them about their experiences of inequality. But it shouldn’t be their responsibility to educate you. Plus, It could be a sensitive topic to them if they have ever been made to feel unsafe or unsupported when sharing their experiences before.

So, what can you do? Well, luckily there are thousands of online and offline resources that you can access to gain different perspectives, stories and views.

See this work as a journey of continuous learning and growth. The more you know, the better you can understand and empathise with the challenges faced by others.

Listen

Listening is a powerful tool in allyship. It goes beyond just hearing words; it means truly understanding and empathizing with the experiences of others.

It’s important to create a safe space for your colleagues to share their stories and concerns without fear of judgment. Active listening can reveal the unique needs and perspectives of individuals, helping you to support them better. For example, if a colleague shares that they feel excluded in team meetings, rather than dismissing their feelings, ask questions to understand their experience better. This approach shows that you’re genuinely interested in their well-being and are committed to making positive changes.

Remember, listening is an ongoing process that requires patience and openness. By actively listening and seeking to understand, you can build stronger, more supportive relationships with your colleagues.

Advocate

Advocacy is about using your voice to support and uplift marginalised groups. This can be done through public acts of sponsorship, such as promoting the achievements of your colleagues or speaking out against discriminatory practices. Advocacy also involves pushing for systemic changes within your organisation, like revising policies to be more inclusive or creating diversity training programmes. Your role as an advocate is to amplify the voices of those who are often unheard.

And don’t forget to be visible in your advocacy…

Being visible means showing your support for marginalised groups through visible actions, like wearing allyship pins or attending events. This can include participating in pride parades, attending diversity conferences, or displaying supportive symbols in your workspace. For example, you could wear a rainbow pin to show your support for the LGBTQIA+.

Use your privilege

Privilege is a crucial tool in allyship because leveraging the advantages you have in work (and life in general) can provide better opportunities for those without them and drive meaningful change.

Many people hesitate to admit they have privilege, often because they feel it diminishes the hard work they’ve put into getting where they are. But the truth is, everyone has some form of privilege, whether it’s being able-bodied, college-educated, male, white, heterosexual, cisgender, or neurotypical. The more of these you have, the fewer obstacles you’re likely to face in life. Acknowledging your privilege is the first step to being a better ally. Once you do, it becomes one of the most powerful tools at your disposal in allyship.

For example, as a neurotypical person, you could assist someone with dyslexia by helping them write and proofread their job application. If you’re a man and notice that your female colleagues don’t get as much airtime in meetings, you could make a point of giving them a generous time slot in the next one or supporting their ideas.

Additionally, if you’re in a leadership position, you can use your influence to advocate for more inclusive policies and practices within your organisation. This might include pushing for diversity training, ensuring diverse representation in decision-making processes, or mentoring colleagues from marginalised groups. By using your privilege in these ways, you can help create a more equitable and supportive workplace for everyone.

Remember, leveraging your privilege isn’t about feeling guilty or ashamed of the advantages you have. It’s about recognising these advantages and using them to support and uplift others. By doing so, you can make a significant impact and contribute to a more inclusive and fair environment for all your colleagues.

Mentoring

Maybe you could give mentoring a go! Mentoring is a powerful way to support colleagues from underrepresented groups. Offer guidance, share your experiences, and provide constructive feedback to help them grow in their careers. Mentoring can be formal, through structured programmes, or informal, through regular check-ins and conversations. For example, if you have experience in a particular area, offer to mentor a colleague who is looking to develop their skills in that field. By being a mentor, you can help to build confidence, provide valuable insights, and open doors to new opportunities. It’s a rewarding experience that benefits both the mentor and the mentee.

Microaffirmations

While microaggressions can harm, microaffirmations can heal. These are small, positive actions that affirm the identities and experiences of your colleagues. Simple gestures like acknowledging someone’s preferred pronouns, celebrating cultural holidays, or encouraging participation or nominating them for awards and recognition.

By highlighting their successes, you help to amplify their voices and ensure they receive the recognition they deserve. It’s also important to create opportunities for diverse voices to be heard. For example, if you’re organising a panel or event, make sure to include speakers from diverse backgrounds. Supporting diverse voices not only helps to uplift your colleagues but also enriches your organisation with a variety of perspectives and ideas.

Microaffirmations show that you value and respect your colleagues’ identities and contributions.

Allyship is a lifelong process of building and supporting relationships with underrepresented, marginalised or discriminated individuals or groups with the aim of improving inclusion. Using frequent and consistent positive behaviours like microaffirmations will lift others up and foster a sense of community and security for all.

Don’t assume and keep it curious

Avoid making assumptions about what your colleagues need or want. Instead, approach allyship with deep curiosity. Ask questions like, “What can our business do to promote inclusion?” or “Do you need any tools to help you do your job better?” This not only helps you understand their needs but also demonstrates your commitment to supporting them. Being curious and open-minded can lead to more meaningful and effective allyship.

Introspection – understanding biases

Introspection is key to understanding your own biases and how they might affect your actions. Reflect on your beliefs, attitudes, and behaviours to identify any unconscious biases you may hold. This self-awareness is crucial for personal growth and for becoming a better ally.

By acknowledging and addressing your biases, you can work towards creating a more inclusive environment for everyone.

DEI Training

Participating in diversity, equity, and inclusion (DEI) training sessions is a great way to deepen your understanding of these important issues. These sessions provide valuable insights into the experiences of marginalised groups and offer practical strategies for creating a more inclusive workplace. Make it a priority to attend these trainings and encourage your colleagues to do the same. For example, if your organisation offers a workshop on unconscious bias, sign up and actively participate. By engaging in DEI training, you demonstrate your commitment to allyship and gain the tools needed to support your colleagues effectively.

Support Employee Resource Groups

Supporting Employee Resource Groups (ERGs) means getting involved with or supporting groups within your organisation that focus on specific marginalised communities. This can include attending their events, promoting their initiatives, and advocating for their needs. For example, if your organisation has an LGBTQIA+ ERG, attend their meetings and offer your support. Supporting ERGs helps to amplify the voices of marginalised groups and creates a more inclusive workplace. It’s a wonderful way to show your commitment to allyship and make a positive impact within your organisation.

Keep trying

Allyship is a journey, not a destination. It’s normal to make mistakes along the way, but what’s important is your willingness to learn and grow. Don’t let the fear of doing something wrong prevent you from taking action. If you have good intentions and are open to feedback, your efforts will go a long way!

Keep trying, keep learning, and keep showing up for your colleagues. Your ongoing commitment to allyship can make a huge difference in creating a more inclusive and supportive workplace.

In conclusion

Being an active ally in the workplace means translating good intentions into tangible actions. By educating yourself, listening empathetically, advocating for marginalised groups, and leveraging your privilege, you can make a real difference.

Small acts like microaffirmations and asking thoughtful questions can foster a more inclusive environment. Remember, introspection and understanding your biases are crucial steps in this journey. Keep trying, learning, and showing up for your colleagues. Together, we can create a workplace where everyone feels valued and supported. Let’s commit to being true allies and driving positive change every day.

About the authors

This article was written by Poppy Stacey, ESG Project Manager at Zellis Group, and Paige Hylton, Demand Marking Manager at Moorepay.

As the ESG Project Manager for Zellis Group, Poppy is passionate about sustainability and DEI. She seeks out opportunities to grow knowledge and engage with others on these topics to drive positive change. When she’s not working, she’s usually found browsing Bristol’s many independent businesses and markets or pottering around at her allotment.

Paige is Moorepay’s Demand Marketing Manager, having joined the Moorepay team in 2023 as Digital Marketing Executive. When she’s not overseeing PPC and driving website improvements, you can find her at an art gallery or making music. She’s also a member of our LGBTQIA+ network, Moore Visibility.