How To Be An Ally For Diversity: 7 Actionable Tips

The future of America is decided in boardrooms and in government offices. Over the last few years, one thing has become increasingly clear; not everyone has a seat at those tables. 

This comes as no surprise to us here at OLASTEO and maybe not to you either. Diversity and inclusion are major issues in just about every organization in the country. While many companies are looking to hire more Black, Indigenous, and People of Color employees, too often, the leadership within these companies remains homogeneous. 

In the tech industry, white men are 47% more likely than white women to be executives. Now consider this. The percentage of Black people in executive roles? 2%–5.3%. Hispanic people? 3.1%–5.3%.

Change is absolutely necessary, and most organizations have a lot of catching up to do. 

So with that in mind, you might be wondering what you can do to help champion change within your organization. Allyship is a lifelong endeavor to participate in a more equitable system. It’s also not as easy as it sounds.

So we’ve put together a list of tips for approaching true allyship in your organization.

What Does Diversity Really Mean?

First, let’s unpack what "diversity" actually means because it’s one of those words that gets thrown around a lot. 

Simply put, diversity means variety. In practice, in the context of race and ethnic backgrounds, diversity means having a seat for everyone at the table. It means that no one is shut out or treated differently because of their race, gender, sexual orientation, or background. Everyone is welcome and valued as an individual. 

Diversity can be powerful. When so many experiences are represented in the room, the ideas and considerations are equally as diverse. In other words, it’s better for everyone. 

Furthermore, diversity is thankfully no longer just a “nice-to-have” concept. More and more people of all backgrounds are demanding diversity at every level of an organization. That movement towards equality is a compelling offshoot of the June 2020 Black Lives Matter protests and the racial awakening and advocacy that followed it. 

It’s important that organizations offer their support for true racial equality with more than just lip service and performative allyship. Being accountable, making change, standing for something. These are the qualities we need more within every business, project, and non-profit. 

Sometimes this is easier said than done. You may be several promotions away from a leadership position and wondering how you can help enact change with so little power. We understand why you might be feeling helpless, but remember, standing up for equality and fairness will always be the right thing to do. 

How To Be a Better Ally For Diversity?

With that in mind, let’s talk about what you can do to be an ally for employees who are Black, Indigenous, People of Color, or who identify as LGBTQIA+. 

#1: Focus on Learning and Understanding

Education is the name of the game when you’re just starting your journey of allyship. It can be tempting to just march into your human resources department and demand change, but try to remember whose voices should be speaking the loudest. 

For that matter, don’t consider it the duty of your co-workers or peers to educate you on the topic of diversity, injustice, and their experience with microaggressions (everyday, subtle, and often unintentional actions that indicate racial bias).

For too long, Black people, especially Black women, have been given the burden of regularly repeating their experience with discrimination. This is emotional labor, and it’s not their job.

Explore the history of systemic racism in this country. Read books by authors who come from different backgrounds. Understand how you might have inadvertently contributed to the problem. If you remain receptive to other people’s experiences, you’ll also gain a valuable sense of perspective that is essential in allyship.

#2: Check Your Privilege

On that note, let’s talk about privilege because that’s another word that’s been quite buzzy over the last few years. It might sound like a loaded term, but it’s actually pretty straightforward. 

Privilege simply means the advantages, opportunities, and resources that have been afforded to you because of your class, ethnicity, skin color, or gender. 

Many people struggle with the idea of privilege at first, especially if they’ve worked exceptionally hard to achieve their place in an organization and level of expertise. Being part of a privileged group does not mean you didn’t work hard. It just means you didn’t have to face discrimination while you were doing it. 

Checking your privilege is actually a freeing move. It immediately puts your own experience in perspective and allows you to get real in the conversation around diversity. 

In the story of equality and inequality in your workplace or organization, you may not be the main character. And that’s okay. 

#3: Listen to the Feedback of Others

Another element that some allies struggle with is the feedback cycle. Just as we said before, listening must be your biggest priority. Otherwise, you might be engaging in microaggressions and prejudices without even realizing it. 

Feedback sounds like a scary word, but if you make it a part of your regular practice, it gets a lot less intimidating. Seek out a feedback cycle and conversation loop with individuals from marginalized groups and staff. Make sure their voices are heard, and make sure that you’re really listening to them.

Active listening behaviors mean asking questions, not interrupting, and making eye contact. In the case of feedback, it also means taking steps to address the criticism. Taking feedback and turning it into action is the best way to show your staff and peers that you are a true ally.

#4: Be an Advocate and Witness

So what does allyship in action look like? It really comes down to the person you are in front of staff and behind closed doors. 

Allies back up their coworkers from underrepresented groups or backgrounds in the room. If someone is talking over them, allies note that and ask that everyone agree not to interrupt.

If they’re presenting work that another colleague contributed to, they let everyone know about their achievements and celebrate their value to the team. This acknowledgment practice is known as "amplifying.” It means using your voice to support others.

Perhaps most importantly, when allies know or notice something going wrong, whether it’s a micro-aggression, harassment, an inappropriate comment, or someone being passed over for a role they deserve, allies say something. Solidarity is key to creating an inclusive workplace.

#5: Insist on Diversity

We know saying something can be challenging, especially when your place within an organization or project is already shaky. 

The good news is that it gets easier with time. Once you’ve decided where you stand when it comes to diversity, you’ll get more and more comfortable demanding it. If there’s an open role on your team, insist that the pool of applicants be diverse.

Diversity also means diversity of experience. For a long time, people needed to get college degrees and go to the right schools to get hired. No more. Ask if the applicants can be considered from all walks of life and be considered blind. 

If you’re asked to speak on a panel, only accept if the panel reflects true diversity. 

We know it can be hard to say no, or you might be afraid of appearing "difficult," but the reward is well worth the risk.

#6: Ask for Unconscious Bias Training

Another step you can take to address microaggressions within your organization is to ask leadership for organization-wide training on implicit biases. 

Unconscious bias training is an exercise that shows us how despite our best efforts, many of us carry unconscious biases when it comes to race, gender identity, sexual orientation, and ability.

This training brings our own biases to the surface and asks staff to be more conscious about the language they use, the people they give opportunities to, and the voices they listen to. 

By asking for bias training, you’re also signaling to leadership that this is an issue they should care about. The more we can do this, the more we can make sure that diversity doesn’t become an afterthought. 

#7: Sponsor and Support

Systemic racism and discrimination are large and complex issues. It will take far more than one person to address the root causes and repair the damaging effects. You are one person, but that doesn’t have to be a weakness. It can be a superpower. 

Think about the mentors and support systems you have in your life. Sometimes all it takes is one person taking an interest in your growth to achieve success. That one-on-one development is powerful. 

If you have mentorship to offer or are in a position to open doors, give marginalized people access to that value. The referral system often keeps organizations looking entirely the same. Mentorship and support are the way forward.

Inclusion and Innovation: Final Thoughts

It’s very likely that in your journey as an ally, you’ll make mistakes or falter. Try not to lose heart. True equality and representation within any organization is a big goal, but it’s also a very worthy one.

Sources:

Be a Better Ally | Harvard Business Review

Allyship - The Key To Unlocking The Power Of Diversity | Forbes

Why Amplifying Colleagues' Voices At Work Benefits Us All | Forbes