Being an ally in the workplace means actively working to support and empower marginalized groups, such as people of color, LGBTQ+ individuals, and people with disabilities.

It’s a continuous process that involves educating oneself and your coworkers on different perspectives and experiences, listening to and believing marginalized individuals, and taking action to create a more inclusive and equitable work environment. 

Many of us want to be good allies to others who are part of different groups than ourselves, especially when we spend a lot of time working closely with them, but we aren’t always sure how to do so in the kindest way.

So today, we’re going to review just how coworkers and employers can do their part to be allies at work. Let’s take a look!

For Employees

Here are some ways you can be a better ally for your coworkers, community, and clients.

Educate yourself about different forms of discrimination and privilege:

1. Read books and articles written by marginalized individuals about their experiences and perspectives.
2. Take online courses or workshops on topics such as unconscious bias, intersectionality, and privilege.
3. Seek out diversity, equity, and inclusion resources from organizations such as Indigenous Awareness Canada, Egale Canada, and the Black Business and Professional Association.
4. Join a group or organization that focuses on the rights and experiences of marginalized individuals.

Speak up when you witness discrimination or microaggressions in the workplace:

1. If you witness discrimination or microaggressions, address it directly and in a calm manner.
2. If you are not comfortable addressing the situation directly, reach out to a manager, human resources representative, or employee resource group for support.
3. Remember that speaking up is not always easy and it’s important to take care of yourself after doing so.

Use inclusive language and be mindful of the impact your words and actions have on others:

1. Take the time to learn about and use inclusive language that respects and values the identities of all individuals.
2. Be mindful of any jokes or comments that may be harmful or offensive to others.
3. Be aware of your body language and nonverbal cues, and make sure they are not exclusionary.

Amplify the voices and ideas of marginalized individuals:

1. Seek out and give opportunities for marginalized individuals to speak and lead.
2. Make sure that all staff contributions are recognized and valued.
3. Seek out and uplift marginalized individuals’ ideas, perspectives, and recommendations.

Be an active listener when someone shares their experiences with discrimination:

1. Listen with an open mind and without judgement.
2. Acknowledge and validate the person’s feelings and experiences.
3. Ask questions to understand their perspective better.
4. Make sure you respect their privacy and confidentiality.

Support marginalized individuals and groups in their professional development and advancement:

1. Be a mentor or sponsor for marginalized individuals.
2. Seek out and support opportunities for marginalized individuals to attend conferences, networking events, and professional development programs.
3. Provide resources and support to help marginalized individuals advance in their careers.

Be open to feedback and willing to learn and grow:

1. Be willing to receive feedback and constructive criticism.
2. Reflect on the feedback and actively work to make changes.
3. Seek out opportunities to learn and grow in areas where you may be lacking knowledge or understanding.
4. Recognize that this is a continuous process and be patient with yourself.

For Employers

Here are some ways that leadership can act as an ally and foster a more inclusive workplace.

Create and enforce policies that protect marginalized individuals from discrimination and harassment:

1. Develop clear and comprehensive policies against discrimination and harassment, including specific examples of prohibited behavior.
2. Clearly communicate these policies to all employees and ensure that they understand their responsibilities under the policy.
3. Establish a process for reporting discrimination or harassment and ensure that it is confidential, easy to use, and accessible to all employees.
4. Regularly review and update these policies to ensure they are effective and in compliance with current laws and regulations, and staff needs.

Provide regular training on diversity, equity, and inclusion for all employees:

1. Develop training programs that cover the topics of diversity, equity, and inclusion, including unconscious bias, microaggressions, and privilege.
2. Make this training mandatory for all employees, including management and leadership.
3. Involve marginalized individuals in the development and delivery of the training.
4. Provide ongoing training and resources to ensure that employees continue to learn and grow in their understanding of these issues.

Ensure that marginalized individuals are represented at all levels of the company, including in leadership positions:

1. Assess the diversity of the workforce and identify areas where representation is lacking.
2. Develop and implement recruitment and retention strategies that actively seek out and support the advancement of marginalized individuals.
3. Ensure that there are opportunities for marginalized individuals to be promoted to leadership positions or to obtain cross-training opportunities.
4. Foster a culture that values and promotes diversity in leadership.

Encourage open communication and actively listen to the concerns and experiences of marginalized individuals in the workplace:

1. Create a safe space for employees to share their concerns and experiences, and actively listen when they do.
2. Encourage open and honest communication, and create opportunities for employees to provide feedback.
3. Regularly solicit feedback from marginalized individuals on their experiences in the workplace.
4. Act on the feedback received, and communicate the actions taken to address any issues.

Take action when discrimination or harassment is reported and hold those who engage in such behavior accountable:

1. Investigate all reports of discrimination or harassment in a timely and thorough manner.
2. Take appropriate action to address any discrimination or harassment found, including disciplinary action against those who engage in prohibited behavior.
3. Provide support and resources to individuals who have experienced discrimination or harassment.
4. Communicate the actions taken to address any issues to all employees.

Invest in the professional development and advancement of marginalized individuals:

1. Assess the professional development needs of marginalized individuals and provide training and resources to support their advancement.
2. Provide mentorship and sponsorship opportunities for marginalized individuals.
3. Create opportunities for marginalized individuals to take on leadership roles and stretch assignments.
4. Ensure that marginalized individuals have access to the same opportunities and resources as other employees.

Regularly assess and address any disparities in pay, promotions, and other opportunities within the company:

1. Regularly review and analyze data on pay, promotions, and other opportunities to identify any disparities.
2. Develop and implement strategies to address any disparities found.
3. Regularly assess the effectiveness of these strategies and make adjustments as needed.
4. Communicate the actions taken to address any disparities to all employees.

Conclusion

Being an ally in the workplace is an ongoing commitment that requires dedication and attention on all levels of an organization. By educating ourselves, actively listening, and taking action, we can create a more inclusive and equitable work environment for all.

ReStart can help you foster a more inclusive workplace with bias-free recruiting services, and funding opportunities to create pathways of professional development for new and existing staff members. All of our services are available to job seekers and employers completely free of charge.

Book your appointment today to get started!