Diversity equity and inclusion
Located in: Organization
Being an Ally
As a white, heterosexual, cisgender male there is a sense that it's not something I should speak up about. I'm aware of my personal behaviours but I get awkward talking about it or being involved in organizational DEI committees. I've documented some of the steps and process I am making towards being a better ally.
An ally is someone who uses their power/status to support and advocate for someone who doesn't share a key part of their identity. Straight allies for LGBTQ+ individuals. Male allies for women. [1]
- Allyship is thinking about your own principles and morals, and the values of the organization. Any -isms are incivility. It does not matter if an impacted individual is around. Sexism occurs even if a women is not present.
- Being an ally means you are investing in the interests and acting on behalf of a group you are not part of. This means you are likely to make mistakes. When you do, the best thing is to own them and do better.
- As a leader, you need to take action not state "I allow people to have a seat, or to be themselves." Instead, ask "what can I do to make you feel more included?" and take action on the feedback.
- Review your website and job postings for inclusive language. Look for words like ninja or rockstar.
Notes
- Don't be defensive. Privilege does not mean you didn't have a hard life, it you means you benefited from something (your race, gender, height, etc).
- How to handle performative allyship or virtue signalling?
- How do you provide feedback? You want to help the person not call to attention their morals or get them defensive.