4 ways to be a better ally in the workplace

We all have a role to play to create a more diverse, equal, and inclusive world. As shared by Sheldon Cummings, our former Chief Diversity, Equity and Inclusion Officer, “Having a culture of inclusion where everyone feels they belong and can be their true selves requires understanding and action from everyone.”  

One way in which we can demonstrate action is by showing up as an ally. We recently hosted our first Diversity, Equity, and Inclusion Town Hall—open to all our employees worldwide, where we discussed the topic of allyship. Our goal was to not only answer the question, “what is an ally,” but also provide actionable steps on how to be a better ally in the workplace.  

What is an Ally? 

We’re all familiar with the term “ally,” but what is an ally in terms of diversity? Allies are people who actively align themselves with those who are marginalized or disadvantaged with the aim to improve their circumstances in the workplace and world. 

Allyship doesn’t always look the same, and that’s a good thing. Different people and different scenarios require different levels of support and understanding. When stepping up as an ally, it’s important to recognize that your role is to create space for others and to not focus on yourself or your own individual efforts. 

How to Be a Better Ally in the Workplace

There’s no exact formula that can tell you how to be an ally in the workplace. Different people and scenarios require different actions and support. But we still need to do our part. Here are four ways you can be a better ally in the workplace.  

The roles and definitions of a sponsor, amplifier, upstander, and confidant are quoted from “Better Allies®: Everyday Actions to Create Inclusive, Engaging Workplaces,” by Karen Catlin.

Be a sponsor: Vocally support allies 

When an ally takes on the role of the Sponsor, they vocally support the work of colleagues from underrepresented groups in all contexts. Specifically, they help boost colleagues’ standing and reputations. 

Look for opportunities where you can actively bring others into the conversation or highlight work others may not notice. As a manager, you can also reinforce a team member’s perspective as a subject matter expert to the larger team and during one-on-one meetings. 

Leaders can demonstrate a commitment to diversity by role modeling inclusive leadership behaviors. These can be as simple as acknowledging ongoing global events, demonstrating curiosity by asking questions, being willing to admit mistakes or blind spots, and increasing the visibility of diverse employees across the organization. 

Be an amplifier: Ensure voices are heard and respected 

When an ally takes on the role of the Amplifier, they work to ensure marginalized voices are both heard and respected. This type of allyship can take many forms, but is focused on representation within communication. 

Step up, then take a step back to allow marginalized voices to be at the center. Privilege means, that in some situations, your voice can carry more respect from authority figures. Those opportunities are prime examples of how to be a better ally in the workplace, lift others up, and pull them into the conversation. 

Managers can encourage employees to bring their voices into a conversation by fostering a culture of open dialogue and supporting team members’ ideas in group discussions. Another way to further amplify others includes asking a specific person to share their feedback. 

Be an upstander: Stand against wrongdoing 

Be an upstander, not a bystander. The Upstander is someone who sees wrongdoing and acts to combat it. This person pushes back on offensive comments or jokes, even if no one is nearby to take offense or be hurt by them. 

Speak up in your own social circles. As a person of privilege, you have access to social circles that others do not. Perhaps you’ve heard racist or derogatory language among your family or friends? Take some time at your next social gathering to help shape peoples’ beliefs and speak up for those who are not there. 

Be a confidant: Create a safe space

All of us can take steps to build stronger relationships with our peers—from having more informal conversations or check-ins to engaging in direct conversations about challenging and sensitive topics. We all have a part to play in creating a more inclusive culture. 

Become an ally in your workplace 

Truly representing allyship requires building a culture of inclusion where everyone feels they belong and can be their true self. This takes understanding, action, and commitment from everyone. Learning how to be a better ally in the workplace is only the beginning of the journey. It takes consistent action and support from others, but together, we can do great things.