The importance of allyship in creating meaningful DEIB change cannot be understated. Companies that foster a culture of allyship not only benefit from a more diverse and engaged workforce but also see tangible improvements in innovation, productivity, and financial performance. Research from McKinsey indicates that diverse teams are better able to anticipate shifts in consumer demand, making them more adaptable and resilient.
Being a DEIB ally is about more than just checking boxes or offering surface-level support. It requires a deep commitment to learning, listening, and taking action to create a truly inclusive workplace. By speaking up, amplifying marginalized voices, and advocating for equitable policies, allies play a crucial role in advancing DEIB initiatives and fostering a culture where everyone feels they belong.
Here are four crucial steps to become an active ally.
- Education and Self-awareness: Allies must first educate themselves on the lived experiences of marginalized groups. This can involve attending DEIB workshops, reading relevant literature, or participating in conversations about inequality. Reports like the 2023 European DEIB Summit emphasize the importance of cultivating a workplace culture where employees feel they belong. Allies are crucial in creating this culture by educating themselves and others on bias, microaggressions, and privilege.
- Speaking Up Against Injustice: An effective ally doesn’t remain silent when witnessing discrimination or exclusion. Whether it’s in meetings, during casual conversations, or in hiring practices, allies should intervene when inappropriate behavior occurs. Studies show that organizations with strong allyship programs have lower levels of workplace discrimination and harassment.
- Amplifying Marginalized Voices: One of the most impactful actions an ally can take is to amplify the voices of those from underrepresented communities. This means creating space for these individuals to share their perspectives, advocating for their ideas, and supporting their professional development. Leaders and allies can work to ensure that marginalized individuals have access to the same opportunities for growth and advancement within the organization.
- Advocating for Policy Changes: Allies should also work toward influencing company policies and practices that support diversity and inclusion. According to a KPMG global report, governance structures are increasingly integrating ESG and DEIB into their strategies, ensuring that diversity and equity goals are set at a board level and trickle down through the company’s culture).