Inclusive Acts: Empowering Every Employee. Part 4 - The A-Word and Why You should Be One
In this four-part "Inclusive Acts: Empowering Every Employee" series, discover simple changes to elevate your everyday interactions and significantly impact workplace culture. If you’re catching up, here’s Part 1 , Part 2 and Part 3
For four weeks, we've been on this journey together, exploring the intricate facets of diversity, equity, and inclusion (DEI). If you've been following along, go ahead and pat yourself on the back— you're actively contributing to the construction of a more inclusive workplace and a more inclusive world. From exploring inclusive language and understanding the role of unconscious biases to amplifying marginalized voices, you've already started building the foundations of inclusivity. Thank you for your curiosity and commitment to personal growth; you're on the path to becoming an…ally.
In the continuously evolving landscape of social change and the workplace, the term "allyship" is often tossed around. Some may see it as a buzzword or a performative call to action. And at first glance, it might even seem daunting or dismissed as "woke," but allyship is the bedrock of transformative movements. It's a deliberate commitment to breaking down barriers and creating an environment where everyone feels seen, heard, and valued.
The SIGNIFICANCE of allyship
Every decision we make, regardless of its size, sends a powerful signal to individuals— they either assure those around us they are safe and supported or leaves them feeling unwelcome. So when we discuss allyship, we aren't just talking about a collection of good intentions; it's a series of deliberate choices and actions that, when consistently made, transform workplaces into inclusive spaces. It goes beyond passive support to dismantle barriers and create a culture of belonging.
A definition from Merriam-Webster captures what allyship is: "supportive association with another person or group [and] such association with the members of a marginalized or mistreated group to which one does not belong." We can look at allyship as a decision to step into uncomfortable spaces, explore diverse perspectives, and engage in meaningful conversations with our colleagues. A hard pill to swallow when it comes to allyship is that you often won't be outright rewarded or acknowledged for your advocacy and support. Your allyship should be about using your privilege to make space and amplify the voices of others, meaning you won't be in the spotlight.
White Saviour Complex
There are levels of privilege—if we look at what can be considered the most privileged group to exist in Western culture, it would be those who identify as white, male, heterosexual, cis-gendered, and able-bodied. As someone reading this article, you may identify with all of the above, only a few, or none at all. In a broad stroke, we can say that the more the description resonates with you, the more privileged you are.
Many of the people doing allyship work are people who are white. These individuals may also identify with marginalized groups. Still, their whiteness is a central aspect of their identity and an indicator that many societal institutions and systems are built with them in mind. When doing allyship work, white individuals need to be conscious of their allyship turning into white saviorism.
The White Saviour Complex is when white people do the work of allyship but with compromised intentions. Specifically, these individuals signal to others they are an ally through support (either monetarily, physically, intellectually, or otherwise) but with self-centred intentions. Their allyship is performative to help boost their ego rather than advocating with marginalized groups because they genuinely believe they deserve equity.
But it isn't just white people who can have impure intentions in allyship.
Virtue Signaling
Virtue signaling is another example of poor allyship that can be done by anyone in a place of privilege. Virtue signalers share support for certain causes without taking action. This is typically done when people want to appear morally good without doing the necessary work to effect real change. For example, we can look back to when people posted a black square on their social media accounts in support of the Black Lives Matter movement. Countless people took part in this trend, but many did so to remain relevant or appear "good" and did not take it further to educate themselves on anti-black racism and uplift Black communities.
Navigating the Challenges
With these new terms (White Saviour Complex and Virtue Signalling), allyship might seem even more daunting than before. I won't lie to you; the work of an ally is challenging. It asks you to unlearn biases, re-educate yourself with, and take a stance on, the unfiltered and often ugly history. And perhaps the biggest challenge you'll have is in your own head. Our brains conjure up excuses to escape any situation that feels hard, so it's important to actively counteract our monkey brains and their avoidance tendencies.
Take a look at the below for some of the fears even I have had to work to overcome in my journey to allyship (and for more on my own journey, check out this blog):
Fear of making mistakes: The concern about saying the wrong thing or unintentionally causing harm can be paralyzing.
How to counteract: Recognize that allyship is a continuous learning process, and growth stems from self-reflection.
Fear of unintentional biases: Allies may worry about expressing unintentional biases or perpetuating harmful stereotypes.
How to counteract: Engage in active learning, challenge assumptions, and consistently educate yourself to combat ingrained biases.
Lack of knowledge: With so much research and so many opinions being shared every day, it's almost impossible to know everything. But the good thing is, you don't have to.
How to counteract: Resources are available online, in libraries, and through trained personnel to help bridge the knowledge gap. Start the learning journey now and find comfort in the fact that there's always more to discover (believe me, I know!).
Fear of confrontation: Understandably, there's a fear of confrontation. Allies may face pushback or negative reactions, particularly in resistant corporate cultures.
How to counteract: In the event that you do face confrontation, use this as an opportunity to open a productive dialogue. Learn from the confronter why they are upset with your show of allyship and exchange differing perspectives. Your open conversation may even set them on the path to allyship.
Fear of overstepping boundaries: Allies may worry about taking up too much space in conversations about equity, diversity, and inclusion.
How to counteract: Allyship is about striking the perfect balance between engagement and respectful listening. As with most things to do with allyship, it's an ongoing process. Start by educating yourself and listening to people with lived experience; you'll slowly learn how to set aside your ego and use your privilege to uplift others.
Allyship isn't about perfection; it's about embracing imperfection as an opportunity for growth. It demands resilience, humility, and a steadfast commitment to creating a more inclusive and equitable world. So just start because there's no better time than the present.
how do I know I’m being a good ally?
If you're wondering where to start, refresh your memory with these three articles on inclusive language, unconscious biases, and amplifying marginalized voices. This series is a solid foundation for you to build your allyship journey on.
And remember, allyship is not a one-size-fits-all solution; it's a collective effort that demands intentional and consistent action. By embracing challenges, overcoming fears, and making mindful choices, we contribute to the broader movement of building a more inclusive and equitable space for all. Let's proudly wear the title of ally and pave the way for transformative change together.
