How to support your minoritised colleagues

This week we've been exhilarated delivering 3 separate women's leadership experience (WLX) programmes.

We're often asked why these aren't mixed gender.

The short answer being:

1) Even though data shows women leaders are equally, or more competent than men, women are still underrepresented at the highest levels of business.

2) There is a statistically significant positive relationship between organisational development programmes and participants’ career outcomes. However, this relationship is moderated by gender; men experience better career outcomes post-programme.

3) Thus, if you’re trying to promote and retain more female talent, a mixed-gender leadership programme will likely have the opposite effect.

This doesn't just hold for gender. Similar results exist for other minoritised groups and their non-minoritised counterparts across race/ethnicity, sexuality, (dis)ability, etc.

And beyond leadership programmes, we know that minoritised groups still experience individual- and structural-level barriers to career advancement.

Most organisations have taken steps to improve outcomes and experiences of minoritised talent from ERGs to anti-discrimination policies. But what can you do to support minoritised colleagues?

Firstly, take an authentic interest in others' career goals as well as their wellbeing. Listen to understand rather than contribute your opinions unless asked.

Second, speak out if you commit or witness microaggressions. Don't minimise the situation or minoritised colleagues' feelings about it.

Third, advocate for organisational policies to best support your people's unique needs. Perhaps there's a general anti-discrimination policy on the books, but an anti-racism policy or neurodiversity policy would provide greater benefits.

Lastly, bring in subject matter experts to help you assess minoritised colleagues' needs within the business, adapt processes, and upskill your leaders on issues facing different groups to support both their experiences and opportunities for success.

It's never one programme, demonstration of allyship, nor policy, but rather, a continued commitment to all of these which will drive measurable and sustainable change for minoritised colleagues.