Fostering Allyship & Inclusion in the Workplace

With the anti-EDI rhetoric starting to make waves in recent years, now, more than ever, is the time for Allies and Equality, Diversity, and Inclusion (EDI) advocates to make a stand and ensure that workplaces are as inclusive as possible.

Active allyship, which extends beyond twitter (X) hashtags and LinkedIn status updates, can become a cornerstone of promoting EDI. Being an ally means actively supporting colleagues from diverse and typically underrepresented backgrounds, while also working towards eliminating bias and discrimination. Here, we explore how to support, and be an ally to, colleagues experiencing exclusion, whether it be intentional or unintentional.

Understanding Allyship & the Law

Allyship involves recognising the systemic inequalities and biases that marginalised groups may face and taking proactive steps to both support these individuals and change the system to ensure the removal of systemic barriers. An ally is someone who stands in solidarity with less privileged groups, advocating for their rights and working to create an inclusive environment.

The UK Equality Act 2010 aims to protect individuals from unfair treatment and promote a more equal society. The Act protects against discrimination based on nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.

At The Equal Group, we are often asked to deliver training sessions to teams seeking to learn more about the need for allyship and the practical steps that people can take to create a more inclusive workplace. We have picked out a few tips below to help:

Steps to Support and Be an Ally

1. Education:
   • Learn About EDI: Understand the concepts of Equality, Diversity, and Inclusion. Familiarise yourself with the challenges faced by marginalised groups. We encourage people to reflect on the ‘informal’ education that they engage with, whether that be via TV, podcasts, books (including audiobooks), magazines, films, theatre and so on. We learn about society and people in diverse ways, and as such are susceptible to only seeing singular narratives. 
2. Listen and Learn:
   • Active Listening: Pay attention to the experiences and concerns of your colleagues from marginalised groups. When discussing issues, it is important to listen to understand, not simply to respond. Gaining data that speaks to the differences in experiences across your organisation can be a great starting point for exploring the challenges faced by different groups. When people are willing to share their experiences with you, it is important that you validate their experiences without judgement or dismissal. This builds trust and shows that you care.
3. Speak Up:
   • Challenge Discrimination: When you witness bias or discrimination, address it. Use your position to speak up against unfair treatment. We all have varying degrees of privilege in certain situations. It is important for us to use our privilege to address issues and speak for those whose voices may not be heard in certain contexts. As advocates for change, it is important that we support initiatives that have the potential to positively impact our colleagues, as well as policies that promote EDI within your organisation.
4. Provide Support:
   • Offer Help: Ask your colleagues how you can support them. This might include providing resources, offering to collaborate on projects, or simply being there to listen. Where historically a lot of people lived by the ‘Golden rule’ (i.e. treat others as you want to be treated - we now advocate for people to adopt the ‘Platinum rule’ (i.e. treat others how they would like to be treated), which involves getting to know them and asking their input into what support they need. 
5. Create Inclusive Spaces:
   • Inclusive Meetings: Ensure that meetings and discussions are inclusive and that all voices are heard. It can be easy to get used to hearing the same voices week after week, it is important to be conscious of this and try to change the dynamic where possible. The aim should be to create safe spaces (without making them awkward), fostering an environment where colleagues feel safe to express their concerns and experiences.
6. Continuous Learning and Improvement:
   • Seek Feedback: Regularly ask for feedback, from the marginalised groups that you are seeking to support, on how you can improve as an ally and how best you can support them. Allyship is a journey and it is important for you to be able to adapt and grow, whilst being willing to adapt your approach based on feedback and new information.

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The Role of Organisations

Organisations have a crucial role in promoting allyship. Strategies include:

• Training and Development: Provide training on EDI and allyship for all employees.
• Inclusive Policies: Implement policies that promote EDI and protect against discrimination, aligned with the UK Equality Act 2010.
• Support Networks: Establish employee resource groups and networks to support underrepresented employees.
• Leadership Commitment: Ensure that leadership is committed to fostering an inclusive culture and leading by example.

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Practising Meaningful Allyship

Allyship is vital in creating a workplace where everyone feels valued and included. By educating ourselves, listening to our colleagues, speaking up against discrimination, providing support, creating inclusive spaces, and continuously learning, we can all contribute to a more equitable work environment.  

The Equal Group offers workshops and training courses to support Allyship in the workplace.  The training is designed to highlight bias and its impact describing how to foster a culture where it is acceptable to ask questions and explore differences. Our training empowers employees to recognise and address unconscious bias, promoting a more inclusive and supportive workplace.  It is through the everyday actions of allies that true inclusivity is achieved. Let's work together to build workplaces where everyone can thrive.

To hear more about The Equal Group’s EDI training courses and workshops please book a FREE consultation with one of our expert consultants.