The significanceof allyship:
How it can shape an inclusive workplace
As a business, The IN Group firmly believes in creating and maintaining an inclusive workplace and working environment. We have made great strides over the last few years in terms of formalising diversity, equity, and inclusion by setting out a DEI strategy and founding panels that cover LGBTQI+, gender, neurodiversity, disability, race and religion, to raise awareness of the experiences and struggles faced by members of different communities.
We are a member of ENEI (Employers Network for Equality and Inclusion), from which we hold a Silver Standard award and a TIDE (Talent Inclusion and Diversity Evaluation) score that has increased from 46% to 72% in just two years! Allyship and what it means to be an ally is a common theme that runs through all of our panels.
Out of all the strategies that can be used to promote inclusivity, allyship stands out as a powerful and essential approach. It goes beyond mere acknowledgement of diversity and actively involves individuals in supporting marginalised or underrepresented groups.
An ally is a person who takes action, listens to, builds trust with, advocates for, and amplifies the voices of those who face systemic barriers, discrimination, or underrepresentation based on their identity – whilst not being a member of those groups themselves.
Allyship is an ongoing commitment that requires continuous self-reflection, empathy, and a willingness to challenge one’s own biases or privileges. It aims to create a more inclusive and equitable society by fostering solidarity and actively working towards systemic change and equal opportunities for all.
The key aspects of allyship include:
Support and advocacy: Allies use their privilege or position to support and amplify the voices of marginalised groups. This can involve advocating for policy changes, standing up against discrimination, or actively promoting inclusivity.
Education and awareness: Allies engage in continuous learning to understand the experiences and struggles faced by marginalised communities. This involves self-education, listening, and seeking out diverse perspectives to broaden their understanding.
Taking action: Beyond passive support, allies take tangible actions to challenge systemic inequalities and create more equitable environments. This can include speaking out against injustice, promoting diversity in hiring and representation, and creating safe spaces for marginalised voices.
Listening and learning: Effective allies actively listen to the needs and experiences of marginalised individuals or communities without centring the conversation around their own perspectives. They prioritise understanding and empathising with the challenges faced by others.
The IN Group have used and are using various tools and strategies that can help in cultivating and practising allyship, including:
Books, articles, and workshops: Engaging in educational resources, workshops, or literature that explore issues related to diversity, equity, and inclusion. This helps in gaining a deeper understanding of different perspectives and experiences.
During Black History Month last October, our Race and Religion panel sent weekly top 10 recommendations for books, TV programmes, films and music that amplify Black experiences. The panel also did a takeover of our monthly newsletter with informative articles and personal interviews.
Empathy-building exercises: Practising active listening and empathy-building exercises to understand the experiences and challenges faced by marginalised groups. This involves creating safe spaces for open dialogue and actively validating others’ experiences.
Joining advocacy groups: Supporting and actively participating in advocacy groups or initiatives that champion the rights and causes of marginalised communities. This could involve volunteering, donating, or raising awareness for important issues.
Our DEI panels give every member of our team an opportunity to get involved in:
Speak up and intervene: Using privilege to challenge discriminatory behaviour or biased practices when witnessed. This involves speaking up against injustice and actively intervening in situations where marginalised individuals are being mistreated.
As part of our induction process, we ask all new starters to take part in the ‘privilege walk,’ where we give them a series of statements and, based on whether or not each statement applies to them, ask them to take a step forwards or backwards. This is designed to challenge their understanding of privilege and recognise that privilege shifts throughout a person’s life.
Networking and mentorship: Fostering relationships with individuals from diverse backgrounds and offering mentorship or support to uplift their voices and careers. This helps in creating pathways for representation and advancement.
Feedback and reflection: Seeking feedback from marginalised groups and reflecting on ways to improve allyship efforts. Embracing a growth mindset and being open to learning from experiences and mistakes.
Allyship is not a one-time action but an ongoing commitment to creating inclusive spaces and driving positive change. By employing some of these tools and strategies, people can become effective allies, contributing to the creation of equitable and diverse communities where everyone feels valued and respected.
Embracing allyship fosters a more compassionate and understanding society, ultimately benefiting us all. Remember, allyship is about standing together, lifting each other up, and advocating for a world where everyone has equal opportunities and representation.
