Leading Libraries Series: Leading for Inclusion

Developing allyship

 

Understanding allyship: Using allyship to promote inclusion

This module explores the concept of allyship and how leaders can develop allyship.

A link to Megan Rapinoe's acceptance speech which is referred to in the video can found below in the section titled 'Who is an effective ally?'.

Watch this 14 minute video

 

What is allyship?

Allyship is:

• a lifelong process of building relationships based on trust, consistency, and accountability with marginalised individuals and/or groups of people.
• not self-defined - work and efforts must be recognised by those you are seeking to ally with.
• an opportunity to grow and learn about ourselves, whilst building confidence in others.

What is an ally? An ally is any person that actively promotes and aspires to advance the culture of inclusion through intentional, positive and conscious efforts that benefit people as a whole.

Everyone has the ability to be an ally if they choose to do so:

• White people can be actionable allies to people of colour
• Men can be allies to women
• Able-bodied people can be allies to those with different abilities
• Economically privileged people can be allies to those who are not

Source: Forbes: Allyship - the key to unlocking the power of diversity

 

Who is an effective ally?

Here is the link to the short video of Megan Rapinoe's acceptance speech - Women of the year 2019.

Once you have watched the video, consider the following:

• What are your thoughts and feelings in response to what you have watched/heard?
• How could this help you to develop your own allyship?

Here are some examples of what allyship might be in practice:

 

Example 1

A white woman is aware that she has white privilege in comparison to her non-white counterparts. This woman leads a project within her organisation to help close the gender pay gap.

As an ally to people of colour, this woman expresses her allyship through highlighting race inequalities within gender inequalities. To do this she is actively talking to and working with women of colour to:

1. understand the specific challenges faced by women of colour by talking to them
2. use her power and influence to raise awareness about this within the organisation and actively taking actions to reduce inequalities for women of colour, as well as all women
3. be vulnerable and empathic in her approach, and not being defensive about her own white privilege.

 

Example 2

A heterosexual man learns his gay colleague experienced abuse over the weekend when he was out walking with his husband. They were holding hands when people shouted abusive words and threatened to physically harm them.

To understand more about the lived experiences of people from the LGBTQ+ community, this man carried out his own research. He did not expect his gay colleague to share his painful experiences with him just so that he can learn from them.

Later this man joined the LGBTQ+ network as an ally so that he could understand what support and actions he could offer as a heterosexual colleague in the organisation. As result he has been calling out homophobic comments and jokes that are brushed off as ‘banter’.

 

Example 3

A Neurotypical person has recently learned about Neurodiversity and the challenges Neurodiverse people often face in organisations that operate in Neurotypical ways.

This person has actively developed a supportive relationship with a colleague who has recently shared that they are Neurodiverse. Through this relationship they have both learned how to communicate and express themselves in a way that is meaningful and natural to them both.

This has led to changes in how the team communicates, operates and even recruits. The Neurodiverse team member is valued for their difference, and the positive impact that has on the contributions they make to the team. Team members also actively defer to them in meetings to recognise their value and expertise.

 

Pause for reflection

Your own experience of allyship

• Have you ever had an experience of 'allyship' for yourself – a time when someone showed you active and committed support when you have felt excluded or marginalised? How did that person show their allyship?
• What happened? How did you benefit from their support? What did you do as a result?

Being an ally

• Thinking about your own team, colleagues or clients – is there anyone (individual or group) who would benefit from you offering your allyship?
• How might you engage them in a conversation about ways of supporting them more effectively?

 

Continue to: What kind of ally are you?