In modern workplaces that prioritize diversity and inclusivity, it is essential to support employees who are underrepresented. This isn’t just a kind gesture, but a necessary one. A recent Accenture study found that companies in the US lost out on $1.05 trillion due to employees feeling excluded. Promoting allyship and inclusion is not only beneficial for employee well-being, but also has a significant impact on a business’s financial success.

Here are some tips to guide impactful allyship:

1. Educate Yourself: Take the time to educate yourself about the challenges and experiences faced by less-represented people in the workplace. Engage with relevant literature, attend workshops, and participate in diversity and inclusion training. Resources like articles from Harvard Business Review, McKinsey reports on diversity, and TED Talks on inclusive leadership can provide valuable insights.

2. Active Listening: Create an environment where less-represented employees feel comfortable sharing their experiences. Practice active listening by giving your full attention, avoiding interruptions, and asking open-ended questions.

3. Acknowledge and Recognize Privilege: Recognize your privileges and biases. Understanding how your background might differ from that of less-represented individuals can help you approach interactions with humility and sensitivity. The concept of privilege is well-covered in Peggy McIntosh’s article “White Privilege: Unpacking the Invisible Knapsack.”

4. Amplify Voices: Use your platform to amplify the voices of less-represented employees. In meetings and discussions, acknowledge their contributions and give credit where it’s due. Additionally, encourage them to share their perspectives and ideas.

5. Support Inclusive Policies: Champion policies that promote diversity and inclusivity within your organization. Collaborate with HR and leadership to implement hiring practices that attract a diverse talent pool and ensure fair treatment throughout the employee lifecycle. The book “Inclusion: Diversity, The New Workplace & The Will To Change” by Jennifer Brown offers actionable strategies for creating an inclusive workplace culture.

6. Stand Up Against Microaggressions: Address microaggressions and inappropriate behavior when you witness them. By doing so, you create a safer environment for less-represented employees and show your commitment to inclusivity. Resources like the “Microaggressions in the Workplace” guide by the Anti-Defamation League offer insights on identifying and addressing these issues.

7. Mentorship and Sponsorship: Offer mentorship and sponsorship opportunities to less-represented employees. Provide guidance, share your experiences, and advocate for their career growth. The Harvard Business Review article “Why Men Still Get More Promotions Than Women” discusses the importance of sponsorship in leveling the playing field.

8. Self-Reflection: Regularly reflect on your allyship journey. Evaluate your efforts, learn from your experiences, and adapt your approach as needed. The practice of self-reflection is explored in depth in “Dare to Lead” by Brené Brown.

By committing to ongoing education, active listening, and taking proactive steps, you can contribute significantly to a more inclusive and equitable workplace. Remember, allyship is a journey like a marathon, not a destination or a sprint. It’s about continuous learning, growth, and advocating for a better future for all employees. By implementing these tips and leveraging your expertise, you can make a meaningful impact as an ally and contribute to a more inclusive workplace culture.

Sources:

• Accenture Study: https://www.accenture.com/content/dam/accenture/final/a-com-migration/pdf/pdf-128/accenture-getting-equal-2020-visible-growth-invisible-fears.pdf

• McKinsey Diversity Reports: www.mckinsey.com/featured-insights/diversity-and-inclusion

• Peggy McIntosh’s Article: https://psychology.umbc.edu/wp-content/uploads/sites/57/2016/10/White-Privilege_McIntosh-1989.pdf

• “Inclusion: Diversity, The New Workplace & The Will To Change” by Jennifer Brown

• Anti-Defamation League’s Guide: https://www.adl.org/resources/tools-and-strategies/mini-lesson-microaggressions

• Harvard Business Review: Why Men Still Get More Promotions Than Women

• “Dare to Lead” by Brené Brown