ARE WE THERE YET?

Are we there yet?

A question that would raise several eyebrows and trigger puzzled expressions.

Research suggests that the journey to be there is in progress and it is going to be a long, complicated, tedious, not to mention rebellious one!

Why? ?Because we lack the mindset!

Why?? Because we're unsure if we want to develop it.

However, individuals with a distinct inclusive mindset stand out among the crowd where similarities abound.

How wonderful it is to discuss and advocate for inclusivity in the workplace, but how often do we promote or demonstrate the same?

In the recent webinar that I attended on “Allyship in the Workplace” leaders across the globe came together to discuss this topic, and I couldn’t but think,

“Are we at a point where all types of people are treated fairly and are given equal opportunity to flourish, irrespective of the differences that they bring?

The session not only prompted deep reflection, but it also wiped out my doubts clouding my judgments about allyship.

I used to believe that being an ally meant simply supporting a team or group! It never occurred to me how to effectively show this support.

I have forever respected and treated everybody equally, irrespective of their caste, religion, background, and other differences and that made me believe that I am an ally. But does only believing make me an ally?

And then, I heard this from one of the leaders in the webinar.

“Allyship is not something that we think or believe. It’s something that we do! It’s a behaviour that you demonstrate and that you demonstrate consistently.”

After researching on my own, I realized that advocating for others and ensuring they enjoy the same advantages as you do constitutes allyship.

One of the global leaders talked about her fabulous journey which had my immediate attention and acted as the inspiration behind this blog.

When asked about allyship, she cited two examples, one involving her maternity story.

During her second pregnancy, she expected that her previous year of work efforts would not be considered in her growth assessment, as she would be on maternity leave for the next three months (now extended to six months).

Upon returning to work after three months with zero expectations for growth and career at work, she was surprised. Not only was she recognized and given a salary hike for her excellent performance, but she was also promoted.

And she said, “There was somebody in the room who believed more in my capability than my temporary state of pregnancy at that time.”

The greatest part of listening to her was that she recognized the ‘exception’ and when the time comes, she looks forward to paying this forward.

A similar incident was shared by one of my previous Managers.

Years ago, she had appeared in an interview and by the time she had known that she was shortlisted, the medical result of her recent nausea and fatigue was also handed to her. Caught up in the confusion of fear and delight, she realized that although she might regret it later, it was an ethical step to share the news with the employer who had hired her because they had the right to know.

Prepared for the worst consequences, she was grateful to learn that the news of her pregnancy didn’t alter their decision.

Citing this as an example, she told me,

“There are people you know, who will look beyond your differences and see your worth”

Back then, I thought, why should this be any different? After all, having a baby is a natural process and so natural is the maternity leave.

As I heard and explored more real-life scenarios at work, I comprehended though the process was natural, the consequences were not. In many cases, your performance, determination, and efforts that you put into work are jeopardized when you tell your employer that after nine months you will be out of the picture for a maternity leave of six months.

Although we call it normal and obvious, looking past the judgmental thoughts and outlook that surround us and prioritizing what’s right is indeed a ‘difference’ and ‘exception’ in itself!

My experience in the corporate world has taught me that, to climb that ladder of success, you need to have allies - people who support, mentor, and coach you towards a brighter future guiding you to differentiate between right and wrong. The saying that your success is not just yours is flawlessly true. It's not just about you; it's about the group of people you know, whom you can rely on and who are willing to go above and beyond for you.

Together, they make you successful.

How easy and nice it is to display the banner of inclusivity, yet how many times unconsciously have we judged people based on the differences that they bring?

We call ourselves allies, but have we been able to demonstrate the desired behaviours consistently?

How often have we compromised what is right to avoid standing out from the crowd and nodding to what we knew was wrong?

Allyship doesn’t mean that we show our support only in certain circumstances, it asks you to promote equity, regardless of the circumstances.

Being an ally requires advocating for those who lack privilege.

Being an ally requires being vocal and speaking out for what is right.

Being an ally requires standing in support of what is right at the moment, not later.

Being an ally is not easy. It takes time to read, explore, listen, understand, observe the differences, and simultaneously accept and respect them as they are!

It's not a crash course to complete in a day; rather, it's a continuous journey that introduces you to new situations and puts you in a dilemma of right and wrong as you decide to embrace it.

As I embark on my journey with an informed mindset to be an ally, I recognize there is much to learn and experience before fully embodying this role. While the journey may be challenging, my determination assures me I will eventually be there.

Have you ever considered if you want to be there?

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