Allyship...

First off, can I say fair play for actually interacting with this link. Some may see the word allyship in the DEI space and roll their eyes. Often, those who engage with these topics are the last that actually need to be educated, but I thought I'd give my two pence on the subject and welcome your comments, thoughts and critiques.

Allyship is defined as the practice to support and advocate those underrepresented individuals who are marginalised, or discriminated against.

It's active; it can be challenging, uncomfortable, and potentially create friction in teams where it may feel easier to brush things under the carpet. But it's a slippery slope and the moment one awkward moment is laughed off it creates a sense of acceptance. It's a domino effect, and any of these tiny snapshots in people's days can have lasting impacts in their memories.

But what can I actually do?

• Be inquisitive about other people. Understand the discrimination that others in different social groups from you experience by just asking about their experiences and having the uncomfortable conversation upfront.
• Honest reflection. We're all guilty of unconscious bias, type 1 and type 2 thinking. But if we acknowledge this, at least it's a starting point.
• Admitting at times "I don't know." But if you're willing to listen, and come from a kind place, people won't judge if you ask what may be deemed a silly question.
• Reflecting on privilege... (Try these questions)

1. I am never stopped at immigration queues when travelling because of my nationality.

2. I have never had to explain and defend where I am from or answer the follow-up question: Where are you?actually?from?

3. I have never had to alter my hair to be seen as professional.

4. I have never had to make considered choices about what to wear to be taken seriously.

5. I have never felt like shortening or changing my first or last name.

6. I have never had to downplay my invisible disabilities to get an interview.

• When challenging micro-aggressions, ask open questions that get the other person to reflect on their biases without judgement. “I didn’t understand the joke, would you be able to explain it to me?” or “That’s an interesting way of looking at it, why don’t you tell me more?” This avoids defensive reactions from denial to anger which can create tension in the room.
• Have open conversations, with no judgement from both sides. Easier said then done, but if you create a safe space and feel comfortable asking questions, raising concerns or discuss ideas, people learn. And listen.
• Take the initiative to recommend an underrepresented colleague for the next sought-after project or to present their work to leadership.
• Take opportunities to mentor colleagues who are different from you. Reach out to them, and offer to help them overcome their hurdles and you'll see yourself becoming a more empathetic leader.
• Have pronouns listed in the bottom of your email signature/LinkedIn profile. Why? It normalises it so people who are non-binary don't feel marked out for including them.

It's not necessarily about being perfect, it's about trying to show progress.

I'm keen to hear your views, what makes a good ally and have you seen an act of allyship that made you smile?