EDI Strategies: Fostering a Culture of Allyship

This informal CPD article, ‘EDI Strategies: Fostering a Culture of Allyship’, was provided by Chiedza Ikpeh, Director of RARA Education Project. RARA is a Black and Female-led organisation that is committed to facilitating safe learning and working environments where Black and Indigenous People of Colour (BIPOC) can advance, connect, and thrive in UK society.

Origins of the term “Allyship”

The origin of the term ‘allyship’ is unclear, and it is difficult to attribute its coinage to a specific person or group. However, the term has been used in various social justice movements for decades. According to Hill (2015), the concept of allyship emerged in the 1960s and 1970s as part of the feminist and civil rights movements.

During this time, people from privileged groups began to recognize their role in challenging systems of oppression and actively working to support marginalized communities. The term ‘ally’ was used to describe individuals who were committed to this work. In recent years, the term ‘allyship’ has gained wider usage, particularly in the context of conversations around race and racial justice. It has been used to describe the actions of individuals who are committed to challenging systemic racism and supporting people of colour (Kendi, 2019).

What is Allyship and Who is an Ally?

Allyship is the practice of individuals or groups from a privileged or dominant social group working in solidarity and support of individuals or groups from marginalized or oppressed communities (Hill, 2015). It involves actively challenging and addressing societal injustices and actively seeking to create more equitable and inclusive communities (Ferguson et al., 2019). An ally is someone who recognizes the systemic and structural barriers that marginalized communities face and who commits to using their privilege to amplify the voices and concerns of those who are marginalized (Kendi, 2019). Allyship requires ongoing education and self-reflection, a willingness to listen and learn from marginalized communities, and a commitment to taking action to promote social justice and equity (Sue et al., 2019). 

What are the benefits of promoting a culture of Allyship?

Promoting a culture of allyship can have numerous benefits for individuals and organizations. By actively working to support individuals from marginalized communities, allies can help to create a more equitable and inclusive workplace. Some of the potential benefits of promoting a culture of allyship include: 

Increased diversity and inclusion

A culture of allyship can help to create a more diverse and inclusive workplace, where individuals from marginalized communities feel supported and valued. This can lead to a range of benefits, such as improved employee engagement, greater innovation, and better decision-making (Catalyst, 2021; Robinson et al., 2020).

Improved relationships and communication

Allyship can help to foster better relationships and communication between individuals from different backgrounds and perspectives. By actively listening to and learning from individuals from marginalized communities, allies can gain a better understanding of their experiences and needs, which can help to improve collaboration and teamwork (Carter et al., 2018).

Enhanced reputation and social responsibility

Organizations that demonstrate a commitment to allyship and social justice can enhance their reputation and be seen as more socially responsible. This can be particularly important for attracting and retaining employees, as well as for building relationships with customers and stakeholders (Wilton et al., 2020).

Personal and professional growth

Engaging in allyship can be a valuable opportunity for personal and professional growth, as it requires individuals to challenge their own biases and assumptions and to learn from others. This can help to develop empathy, communication skills, and leadership abilities, which can be valuable in both personal and professional contexts (Beauchamp, 2020).

How can we promote Allyship in the workplace?

To promote an allyship culture in the workplace, employers must actively take steps to encourage allyship behaviours among employees. By fostering a sense of solidarity and support among employees, organizations can create a workplace environment that is more diverse, inclusive, and equitable. Here are just four practical ways that employers can achieve this goal: 

Educate employees on allyship and its importance: Providing education and training on allyship can help employees understand the importance of supporting marginalized communities and equip them with the knowledge and skills needed to become effective allies. According to a study by Carter et al. (2018), ally training can improve attitudes and behaviours towards marginalized communities. By offering ally training programs, organizations can provide their employees with a better understanding of the challenges faced by marginalized groups and how to take actions to support them.

Encourage and support allyship at all levels of the organization: To promote allyship, it's important to create a culture that supports and encourages allyship at all levels of the organization. This can be done by providing opportunities for allyship, such as employee resource groups and mentorship programs, and by recognizing and rewarding allyship behaviours. By promoting allyship at all levels of the organization, organizations can create a culture of inclusion and empower their employees to become effective allies.

Hold leaders accountable for promoting allyship: Leaders play a critical role in promoting allyship and creating a culture of inclusion. By setting an example and holding themselves and others accountable for allyship behaviours, leaders can help to promote allyship and create a more inclusive workplace. According to a study by Robinson et al. (2020), white educators who identified as allies were more likely to engage in anti-racist practices when they had a strong sense of ally identity. By fostering a sense of ally identity among leaders, organizations can create a culture of allyship and support for marginalized communities.

Foster a sense of community and belonging: Creating a sense of community and belonging is important for promoting allyship and inclusion. This can be done by fostering a culture of respect and support, encouraging open communication and feedback, and providing opportunities for employees to connect and build relationships with one another. By creating a sense of community and belonging, organizations can create a supportive environment where employees feel comfortable and empowered to become allies.

By taking these steps, organizations can strive towards promoting a more inclusive and equitable workplace culture. By fostering a culture of allyship, organizations can create a more positive work environment and empower their employees to become agents of change.

We hope you found this article helpful. For more information from RARA Education Project, please visit their CPD Member Directory page. Alternatively, you can go to the CPD Industry Hubs for more articles, courses and events relevant to your Continuing Professional Development requirements.

References

• Beauchamp, C. (2020). What is Allyship and Why is it Important? [online] Verywell Mind.
• Carter, R.T., Kirkinis, K., & Roberson, K. (2018). An evaluation of a workshop intervention to promote ally behaviour among individuals with privilege. Journal of Social Issues, 74(3), 602-620.
• Catalyst. (2021). Why Diversity and Inclusion Matter: Quick Take. [online].
• Ferguson, M.J., Williams, J.C., & Zammuto, R.F. (2019). Allies in action: Creating inclusive work environments. Current Opinion in Psychology, 34, 117-122.
• Hill, A. (2015). The Reality of Allyship: On Being an Ally to Women of Color. [online] The Feminist Wire.
• Kendi, I.X. (2019). How to Be an Antiracist. One World.
• Robinson, C., Napolitano, D.A., & Bluestein, C.L. (2020). Becoming an Anti-racist White Ally: How White Educators Can Move from Actor to Ally. Educational Administration Quarterly, 56(5), 751-779.
• Sue, D.W., Alsaidi, S., Awad, M.N., Glaeser, E., Calle, C.Z., & Mendez, N. (2019). Disarming Racial Microaggressions: Microintervention Strategies for Targets, White Allies, and Bystanders. American Psychologist, 74(1), 128-142.
• Wilton, L., Heffernan, T., & Mazzucchelli, J. (2020). Developing Inclusive and Diverse Leaders: The Role of Allyship. Journal of Leadership Education, 19(4), 303-312.