In workplaces today, the call for allyship is louder than ever. We’re urged to step up, stand by, and support colleagues of diverse backgrounds—not just in words but in action. However, understanding what it means to be an ally and how to put that into practice can be challenging. Allyship at work goes beyond passive support. It’s about creating a workplace where everyone feels valued, respected, and able to thrive.
Organisations and individuals who nurture and promote allyship, foster positive change by cultivating the skills necessary for meaningful, supportive action. As Dale Carnegie once said:
Pay less attention to what men say, just watch what they do.”
True allyship is about action, about actively contributing to a culture where diversity, equity, and inclusion are woven into the fabric of daily interactions.
True allyship is about action, about actively contributing to a culture where diversity, equity, and inclusion are woven into the fabric of daily interactions. Let’s start by breaking down some key terms, followed by a guide to actionable steps to help you become a better ally in your workplace.
5 Actions to Be an Effective Ally at Work
- Hear, Repeat, and Credit
Inspired by the Obama administration’s “amplification” policy, hearing, repeating, and crediting involves actively listening to marginalised voices, repeating their ideas in conversations, and giving credit to the original speaker. If a colleague’s suggestion is ignored or overshadowed, reiterate their idea and attribute it to them. This ensures diverse voices are recognised and valued.
- Educate Yourself
Be proactive and don’t rely solely on others to educate you. Take the initiative to learn about issues affecting different communities. For instance, if you’re unfamiliar with a colleague’s cultural background, research it, but avoid making them feel responsible for teaching you.
- Challenge Unconscious Biases
Identify and address your biases by reflecting on your interactions. Ask yourself questions like, “Do I assume a male colleague is more knowledgeable than a female colleague in certain areas?” or “Am I consistently giving more weight to the opinions of people who look like me?” For example, if you’re hiring or promoting, make decisions based on skills and qualifications rather than assumptions.
- Create Inclusive Spaces
Practice inclusivity by fostering environments where everyone feels safe and included. This can mean something as simple as inviting a quieter coworker or remote colleague to share their thoughts in meetings. A small action like ensuring meetings are accessible for all time zones or suggesting that team activities cater to a range of interests and abilities shows inclusivity in action.
- Give Constructive Feedback Thoughtfully
When offering feedback, approach it with empathy and cultural awareness. For example, understand that some people may come from backgrounds where self-promotion isn’t the norm. Recognise different communication styles and offer constructive guidance that empowers rather than discourages.
Ultimately allyship is about action
Supporting colleagues from diverse backgrounds strengthens our workplace, fostering innovation and inclusivity. Allyship isn’t about changing who we are; it’s about acting with purpose, empathy, and courage. By starting small and staying consistent, we can each help build a workplace that respects and uplifts everyone.
