Allyship in the Workplace: Definition, Strategies and Resources
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The Meaning of Allyship
Ever heard the expression ‘friendship is the best ship’? If not, you’re welcome. But we’re here to talk about my second favourite kind of ship: allyship.
Allyship means understanding your own biases and privileges and taking intentional steps to fight for justice. An ally actively supports and stands with people from marginalised groups, even if they’re not personally affected. They’re more than a friend; they’re a defender and champion.
It's not just about saying you're accepting. It's about really doing something, whether it's speaking up against discrimination, educating others (and yourself!), or promoting inclusivity in your workplace and community.
“The ultimate tragedy is not the oppression and cruelty by the bad people but the silence over that by the good people.”
— Martin Luther King, Jr.
As a DEI and Employee Development Consultant deeply rooted in the LGBTQ+ and BAME communities, I have seen the transformative power of allyship first-hand. In this blog post, we’ll look at allyship’s definition and nuances. Then we’ll discuss how it can bring about positive change in your workplace.
The Role of Privilege in Allyship
Privilege means carrying advantages or receiving respect from others simply because of your background or an aspect of your identity. This may include your race, gender, sexual orientation, or something else.
It’s being considered a ‘nice sort of person’ by a potential employer because you’re white. It’s being able to afford a property in your twenties because of family wealth. It’s having your heterosexual partner invited to the summer party when your gay co-worker’s husband was not included.
In allyship, you first need to recognise your own privilege. Then you need to use it.
Acknowledging your privilege isn't about feeling guilty. It's about being aware of the unfair advantages you might have and the struggles others have to achieve things that come easily to you. From this place of acknowledgement, you’ll start listening more than talking, amplifying voices that often go unheard, and actively working towards social justice.
To begin this process, you need to be willing to learn. Privilege Training teaches you to use your privilege as a tool for positive change, making your place of work a fairer, more inclusive environment.
What is Allyship in the Workplace?
When a workplace has a culture of allyship, every colleague, regardless of their background, feels valued and respected. They expect their colleagues to stand up against discrimination, bias, and injustice whenever they witness it.
An ally at work might be a middle-class, able-bodied, neurotypical white cis man in his forties – phew – but it can also be someone who is privileged in one way and not another.
The bottom line: a good ally is as passionate about equity and inclusion as those who experience discrimination first-hand. To be an effective ally, you need to give something up, whether that’s time, energy, resources, or even your own position.
“Good leadership requires you to surround yourself with people of diverse perspectives who can disagree with you without fear of retaliation.”
— Doris Kearns Goodwin
Allyship in the workplace often involves:
● Supporting a colleague who's being unfairly treated
● Ensuring that everyone's voice is heard in meetings
● Pushing for policies and practices that promote diversity and inclusion
In essence, workplace allyship is about having each other's back. The office, factory or venue is not just a space to earn a living but a place where everyone can thrive and flourish.
Why is Allyship in the Workplace so Important?
A 2023 report by Diversity for Social Impact found that companies with diverse allyship initiatives have 21% higher employee engagement levels than those that do not.
Also, Empovia’s State of Allyship Report states that 92% of those questioned felt allies had been valuable in their careers.
If you’re wondering whether allyship is profitable, it is. Allyship slows employee turnover, increases productivity, and leads to customer/client satisfaction. More than that, allyship at work enables every employee in your company to feel safe, comfortable, and ready to excel in their career.
“Diversity is a fact, but inclusion is a choice we make every day. As leaders, we have to put out the message that we embrace and not just tolerate diversity.”
— Nellie Borrero
Allyship vs. Advocacy vs. Accomplice
Allyship, advocacy, and being an accomplice carry a fair amount of crossover, but each term has a unique meaning.
As discussed, an ally supports and stands with marginalised communities, speaking out for their rights.
An accomplice goes a step further, actively challenging and confronting oppressive systems. Accomplices go against the status quo, often using their privilege to disrupt damaging systems. Unlike allies, they are deeply involved in the struggle and may take significant personal risks to bring about change.
Advocates promote and support specific issues to make a change in society. While allies offer support at a personal level, advocates engage in public campaigns. This can involve protest, lobbying or legal action that draws attention to social issues and the need for change.
These three roles can all help to foster an inclusive workplace culture. A good starting point, though, is to work towards every member of your organisation being a strong and consistent ally.
Allyship as a Diversity & Inclusion Tool in the Workplace
Diversity, Equity, and Inclusion (DEI) strategies are essential in every work environment, and allyship is key to their success. With a culture of DEI allyship, your employees’ differences will not only be accepted but celebrated.
When leaders and employees see themselves as allies, they become engaged with DEI initiatives at a personal level. Allies don’t tick boxes. They commit themselves to making changes that have a genuine impact on the lives of individuals in the company.
“D&I needs to be something that every single employee at the company has a stake in.”
— Bo Young Lee
Make allyship your tool and your Diversity, Equity and Inclusion programme will do what it’s supposed to: change the workplace culture and benefit every person in the organisation.
10 Ways to Be an Ally at Work
What does this look like in action? There are many ways to support your colleagues and make it easier for them to display their true selves. Here are just 10 allyship examples.
1. Amplify the voices of colleagues from minority groups in meetings
Learn to gently point out when a woman is spoken over: ‘Sorry, Darryl – Val, do you mind just finishing that point you were making?’
Defer to your BAME (Black, Asian and Minority Ethnic) colleague when someone is addressing you instead: ‘Actually, Sumita handles most of that account. Sumita, what do you think?’
Make eye contact with all members of a meeting to ensure they feel included and encouraged to comment – especially if you’re leading it!
2. Hold yourself accountable for mistakes
If you think you said or did something insensitive but you’re not sure, ask an HR professional or someone with relevant lived experience.
Apologise for what you said or did, even if you’re not sure the person took offence.
Educate yourself on the topic, seeking diverse perspectives.
3. Continuously learn and improve
Read books and blog posts. Listen to podcasts. Watch ‘Black Lives Matter Collection’ titles on Netflix. Explore my website!
Talk to your colleagues about topics relating to DEI. Ensure you listen to colleagues from minority communities – but be willing to speak up yourself too. Don’t rely on them to maintain the conversation.
Journal about areas you think you could improve as an ally and write bullet-point action steps.
4. Complete unconscious bias training
Participate in unconscious bias training sessions with full engagement. Spoiler alert: vulnerability is crucial.
Continue the conversation. Share what you’ve learned about yourself with colleagues and consider refresher sessions.
5. Champion equitable employment practices
If you’re involved in hiring, advertise positions widely and make use of recruitment companies targeting underrepresented workers in your industry.
If you’re a manager, actively look to hire people you don’t have much in common with.
For anyone involved in interviews, be aware of your unconscious biases. Has your decision been impacted by the candidate’s accent, appearance, a shared sense of humour or lack of one, or the cultural references they used?
6. Support minority group employees into leadership roles
Consider sponsoring or mentoring an employee from a marginalised group to increase your company’s internal mobility. (Mentoring involves knowledge transfer and guidance. A sponsor takes active steps to help advance someone’s career.)
Provide training: Running courses like LGBTQ+ Corporate Training and BAME Leadership Training will help to empower diverse professionals into leadership roles.
Encourage employees during catch-ups and annual reviews. Tell them what you’ve seen them excel at and bring up their career progression.
7. Call out discriminatory comments by colleagues
● If a colleague makes an offensive comment or microaggression, say something. Use your judgment to determine whether it is more appropriate to respond there and then or to pull the colleague aside for a quiet word.
Be confident and make your concerns known, even if:
The comment was not meant maliciously/was born out of ignorance
There was no one in the affected minority group present
The person who made the comment is senior to you
What this can sound like:
Oh, actually Sam’s pronouns are they/them.’
You probably didn’t realise, but that term has its roots in racism, so definitely one to avoid!’
To be honest, I didn’t find your impression of Robert earlier very funny. It seemed like you were making fun of him for being gay. Was that your intention?’
8. Support inclusive policies
Support inclusive perks and healthcare benefits
Don’t throw a tantrum when your office introduces gender-neutral bathrooms
Point out any accessibility features your company is lacking
Plan wellness initiatives
Encourage religion-specific allowances
9. Back leaders who advocate for positive change
Put your support behind leadership candidates who are themselves allies
Express your opinions about corporate governance
“If you help elect more gay people, that gives a green light to all who feel disenfranchised, a green light to move forward.”
— Harvey Milk
10. Contribute finances to DEI initiatives
Donate to charities supporting people from minority backgrounds into successful and fulfilling careers
Assign company budget to DEI training and events at work
Intersectionality of Allyship
To understand allyship, you need a grasp on the concept of intersectionality, especially in the context of social justice and inclusivity. Intersectionality recognises that individuals can experience multiple forms of discrimination simultaneously, intersecting along various axes including race, gender, sexual orientation and class.
Allyship transcends the boundaries of individual identities. An ally can come from a minority background and advocate for others facing different forms of discrimination.
A black man can be a strong advocate for gender equality and a bisexual white woman can be an ally to people of colour.
In fact, allies from within marginalised communities bring a deep understanding of systemic discrimination, making their support especially impactful. This diversity within allyship enriches the movement for social justice. It helps me to believe that we will make change.
Types of Allyship
LGBTQ+ Allyship
A heterosexual or cisgender person supporting an LGBTQ+ co-worker’s right to express their identity or challenging homophobic microaggressions. As Daniel Radcliffe said in one of my favourite quotes about allyship, “You don't have to be gay to be a supporter – you just have to be a human.”
Female and Non-Binary Allyship
A male ally championing gender equality, challenging toxic masculinity, and speaking out against sexual harassment. Allyship is key to tackling sexism in the workplace and feminist men have a significant role to play.
Ethnic Diversity Allyship
A white ally confronting racism, acknowledging their privilege and using it to challenge systemic injustices. Everyone is invited to the Black Lives Matter movement.
Disability Allyship
An able-bodied person creating an environment where everyone can excel and contribute meaningfully, whatever their physical abilities. This is particularly key in leadership roles and HR.
Neurodivergence Allyship
Someone who thinks and behaves in a way considered ‘typical’ seeking the perspectives of those who are neurodivergent. This includes people who are on the Autism Spectrum or have other developmental challenges such as ADHD or Dyslexia.
Mental Health Allyship
A colleague offering support, understanding, and/or special allowances to someone dealing with mental health challenges. Just acknowledging the effects of depression and anxiety can go a long way.
Social Class Allyship
A person from a privileged socioeconomic background looking to empower working-class professionals. Suggesting a budget-friendly option for after-work drinks is an example of this.
How to Avoid Performative Allyship
Performative allyship definition:
Performative allyship is putting on a show of support for marginalised colleagues without genuine commitment behind the scenes. It's the difference between walking the talk and just loving the sound of your own voice.
“Allyship is not self-defined – our work and our efforts must be recognised by the people we seek to ally ourselves with.”
― Layla Saad
Examples of Performative Allyship
Sharing a hashtag or a post about a social justice issue without taking any meaningful action (such as reading on the topic, attending a protest or signing a petition).
Claiming to be an ally during diversity training sessions but failing to challenge discriminatory behaviour in real-life situations.
Celebrating Mental Health Awareness Week while failing to make reasonable adjustments for workers with mental health struggles.
Changing a company logo temporarily during Pride month but banning employees from including their preferred pronouns in email signatures.
Publicly challenging others for discriminatory practices without addressing personal unconscious biases.
Asking a person of colour in your workplace to speak at events or feature on the website when you never invite their input on key internal projects.
Approaching female professionals to be affiliated with your company without improving your hiring practices or gender pay gap.
Ouch!
Essentially, this is fake allyship. It’s optics over substance. And it’s usually more about making the allies feel good about themselves than making a tangible difference in the lives of marginalised communities.
Allyship Training and Resources
So, what can you do to promote genuine allyship in your workplace?
Empovia asked what professionals find most challenging about being a good ally in the workplace.
The top results were:
Lack of skills, knowledge, or confidence (27%)
Lack of time, priority or patience (18%)
Lack of support from their workplace (9%)
Answers like ‘perceived lack of need’ and ‘not receiving personal benefit’ were at the bottom of the list with 4% and 2% respectively.
This shows that most employees are keen to engage in allyship, but they need employers to:
Provide them with learning opportunities
Make time for allyship development
Generally support them in becoming the best ally they can be!
The research also found that employees most want to learn about allyship through an interactive course or training, rather than a video or online toolkit.
We think educational allyship programs are fundamental. Regular workshops can encourage open dialogue and mutual understanding. They provide employees with the tools to recognise biases, confront prejudices, and become effective allies.
Take a look at three types of training you might consider for your workplace:
Inclusive Leadership Training
Inclusive Leadership Training equips executives and managers to create inclusive environments within their sphere of influence. It can also help you to rework your leadership framework for a more diverse future.
At Michael Mauro, we offer tailored packages, which may include:
Unconscious Bias Training
Off-the-Shelf Leaders Workshops
Customised Inclusive Leadership Pathways
Succession Planning and Consultancy
Allyship Resources
Policy Development
Organisational Culture Seminars
After a recent course, 100% of delegates felt that they had learned how to leverage allyship as a tool to create long-term culture change. Find out how Michael Mauro’s Inclusive Leadership Training helped this multinational organisation form a culture of allyship.
“And if we are lucky enough to be in a position of power – if our voice and our actions can mobilise change – don't we have a special obligation? Being an ally can't just be about nodding when someone says something we agree with – important as that is. It must also be about action. It's our job to stand up for those who are not at the table when life-altering decisions are made. Not just those people who look like us. Not just those who need what we need. Not just those who have gained an audience with us.”
― Kamala Harris
Workplace Wellbeing Training
These training sessions empower your leaders to support the mental, physical, financial and social wellbeing of their teams.
Topics include:
How to make every employee feel valued, especially those from marginalised backgrounds.
Training employees to be more mindful of their own wellbeing
Recognising employees who are facing challenges or require support
Stress management, burnout and disengagement
Creating an ethical and safe space for people of all identities
Minority Group Leadership Training
Minority Group Leadership Training is aimed at BAME, LGBTQ+, working class, disabled and neurodivergent employees who are interested in leadership roles. We create bespoke leadership development programs that enable future movers and shakers to grow in confidence, build leadership skills, and generally thrive!
Our training can be virtual, face-to-face or hybrid. We offer small-group and one-to-one coaching as well as structured large-group workshops. Not sure what will work best for your organisation? Let’s have a conversation.
And check out our FREE DEI, HR & Leadership Development Resources!
Allyship in the Workplace: A Collective Responsibility
To sum up, allyship is not a task for a select few; it's a collective responsibility of everyone in your company. When we embrace allyship as a way of being and behaving – rather than treating it as a mere concept – we start to see a workplace where every voice is heard.
Remember, true allyship is a choice. It’s a choice every day to uplift, a choice to challenge, and a choice to learn.
Allyship has to flow from the top. If you’re looking to improve allyship in your workplace, check out our Inclusive Leadership Training and start the conversation today.
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Written by Michael
Michael Mauro is the founder of a forward-thinking organisation specialising in leadership, HR and employee development. With over a decade of global experience, Michael has become a leading voice on topics such as culture, inclusion, wellbeing, and the future of leadership.
