The role of the ally
Posted on 5th November 2024 at 17:23
“Equality and diversity” is no longer a term we throw about randomly just to tick a box. Its concepts are more critical than ever, with organisations from all industries recognising its significance and working to bring together different backgrounds, perspectives and experiences.
One way to step up these efforts is by being an ally.
Understanding allyship
There are 9 protected characteristics listed on the Equality Act 2010. These refer to groups that can face discrimination, experiencing social, economic and political disadvantages and include:
• Age
• Sex
• Gender reassignment status
• Sexuality
• Disability
• Pregnancy/maternity
• Religion/belief
• Race
A strong ally – who can come from any background - challenges discrimination, educates themselves and recognises their privilege, using that to support marginalised groups. They can amplify the voices of those who may not have the same opportunities or platforms.
Why allyship matters
1. Allies create supportive environments: knowing someone has your back always helps marginalised groups feel more confident.
2. It promotes awareness and education: an ally regularly educates themselves and others about the challenges faced by marginalised groups. They know how to discuss topics of interest because they are up to date on the latest news. This awareness can lead to more informed discussions and in the workplace.
3. It means we can all collaborate better: Think of the innovative ideas and solutions that can benefit the entire organisation, not just privileged groups!
What allyship isn’t
While allyship is a critical aspect of promoting equality and diversity, lots of people misinterpret what being an ally actually means.
Here are some common misconceptions about allyship:
1. You only have to do it once: Making a single statement or participating in one event does not make someone an ally. Allyship requires ongoing commitment, education and action.
2. We only need allies in extreme situations: Everyday actions and support are what we need to really a culture of inclusion and respect.
3. The ally must be perfect: Luckily this is not the case because no one is perfect! Allyship is about learning from mistakes, being open to feedback and evolving in your understanding. Maybe you held a view in the past that doesn’t align with who you are now. As long as you’ve learnt from it, that’s okay!
4. Allies want recognition: While it’s true that some some people social validation for being an ally, true allyship should focus on supporting marginalised groups without seeking acknowledgment or praise.
5. Marginalised groups want allies to speak for them: Definitely not! While allies can amplify voices, there's a misconception that they should speak on behalf of those they support. Instead, they should create space for marginalised individuals to share their own stories.
6. Only LGBTQI+ and black people need allies: Some believe that allyship is only relevant for specific communities. In reality, allyship can and should extend across various identities and issues.
By understanding and – better still - addressing these misconceptions, we can encourage more people to engage actively and effectively in promoting equality and diversity in the workplace and wider society!
Want to learn more?
The EMG Ltd offers a comprehensive one day training course in Equality and Diversity for staff members in any role.
We tailor our classroom training to suit your organisation, but the principles remain the same for each course: how your staff can promote equality and value diversity taking all of the protected characteristics into account.
Contact us today to learn more and book!
Tagged as: adult learning; equality; diversity, being an ally; ally; allyship, disability awareness; disability matters, diversity; inclusion; equality; diversity and incl, EDI; business; workplace; HR, Equality act 2010, LGBTQI+; transgender awareness; gay; lesbian, what is an ally
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