Latest news with #allyship
Forbes
4 days ago
- General
- Forbes
The Invisible Current: How Inclusion And Allyship Unlock Untapped Power
Underwater view with tuna school fish in ocean. Sea life in transparent water For many of us, power feels like an elusive concept, something held by a select few at the top. Yet, what if the truth is far more common? What if, like fish unaware of the water they swim in, most of us possess more power than we realize? This unacknowledged power, when recognized and strategically shared, becomes the bedrock of true inclusion and impactful allyship. In today's dynamic professional landscape, understanding and leveraging this invisible current of power isn't just about doing good; it's about fostering innovation, driving growth, and creating a truly equitable environment for all. From "Power Over" to "Power With": A Paradigm Shift in Allyship The traditional view of power often leans into a "power over" dynamic—a hierarchical model where control and dominance reign. Think of the executive who says, "I'll talk to your manager on your behalf," or the seasoned professional who insists, "I had it hard, so you also must work hard." While seemingly helpful or even motivational, this approach inadvertently reinforces existing power structures and can breed dependency. It centers the aspiring ally, rather than empowering the individual they aim to support. The true essence of allyship, however, lies in shifting to a "power with" mentality. This involves standing shoulder-to-shoulder with others, facing challenges as equal partners. As Bill Carmody, CEO of Trepoint, eloquently shared in our interview for my new book We Want You: An Allyship Guide for People with Power, his allyship journey began with the realization that he possessed rights others did not. This spurred him to consciously recruit more women and people of color, and to actively amplify their voices when they were marginalized. This isn't about giving away power; it's about sharing it, recognizing that power, far from being finite, is an infinite game that strengthens and expands when distributed. Consider the contrast: instead of "I will set up the meeting for you," an ally practicing "power with" might say, "I'll introduce you, and I trust you to manage the meeting. Let me know how I can help." This empowers the individual, fosters autonomy, and builds a more collaborative relationship. It's about brainstorming strategies together, offering empathy, and asking, "What does support look like for you?" This subtle yet profound shift from a top-down approach to a lateral partnership is fundamental to cultivating genuine inclusion. Values-Centered Allyship: Connecting Beliefs to Action At the heart of effective allyship lies a deep alignment with shared values. Instead of dwelling on differences, true inclusion through allyship focuses on recognizing and centering common values. According to the Schwartz Theory of Basic Values, our values are deeply held beliefs that shape our motivations and behavior. They are not merely abstract concepts but powerful drivers of our actions. For instance, if "security" is a core value, an ally might prioritize creating a safe and stable environment for colleagues, becoming a trusted confidante for challenges. If "universalism" resonates, as it did in the gay marriage example, the focus shifts to understanding, appreciating, and protecting the welfare of all people. The key is to move beyond mere proclamations and embody these values through concrete actions. An organization that prioritizes core values can foster inclusion by unpacking the specific behaviors that support them. When values like respect, trust, or belonging are clearly connected to inclusive behaviors, it encourages more individuals to step up as allies. It's about making a habit of connecting your actions, and those of your team, to these inclusive values. The Responsibility of Power: A Call to Allyship Leaders, by virtue of their position and influence, inherently wield significant power. Jeffrey Pfeffer's "7 Rules of Power" distinguishes between formal power, derived from job titles, and informal power, which stems from personal qualities, relationships, and expertise. Regardless of its source, power presents a profound opportunity to help others. Rather than viewing it as a negative or something to hoard, we should reframe power as a chance to be an ally. The challenge, however, is that power can often feel invisible to those who possess it. Like the fish in the water, it can be difficult for those in dominant groups (e.g., white, male, financially secure) to recognize that their lived experiences and access to resources may differ significantly from others. As an allyship trainer, I like an identity exercise, like the one licensed from the Cultural Intelligence Center, can make this invisible power visible. By reflecting on various identities—race, gender, socioeconomic class, abilities, and more—and assessing how safe one feels expressing them in the workplace, individuals can uncover unconscious biases and power differentials. It's crucial to understand that the goal of this self-awareness isn't to induce guilt or shame but to acknowledge the power that comes from proximity to other powerful individuals or from simply being part of a dominant group. While being in a dominant group doesn't guarantee access to power, it often confers the benefit of the doubt and predisposes others to assume power, even in the absence of a formal title. Consider the sales leader who unconsciously defaulted to engaging with dominant-group-presenting individuals in a mixed group, misreading the room and ultimately losing sales opportunities. This highlights the real "opportunity cost of exclusion": lost sales, reduced profits, and diminished impact. Or, another well-intentioned leader who was "flabbergasted" when his female staff member asked him to present her idea because "they will take it more seriously if it comes from you." This raw moment revealed the ingrained power dynamics at play. Instead of simply presenting others' ideas as their own (a "power over" approach), allies share their power. That might mean inviting others to the meeting and pre-endorsing their ideas, using their influence to amplify others' voice. By ensuring proper credit, the "power with" approach creates more opportunity for everyone involved. Unlocking Your Potential for Allyship If you're still not convinced of your own power, or if you're unsatisfied with the quality of your relationships, the good news is that practicing allyship might be the perfect solution. It's about deepening existing relationships, building new and stronger connections, and ultimately, using your power for good. Harvard's study on happiness finds that relationships are the biggest driver of happiness. Want to be happier? Try being a better ally to others. No one has life easy. Allies refuse to let their own hardships define the experiences of others. Instead, they transform their past struggles into fuel for preventing similar difficulties for others. "If I had it hard, what could I do to prevent that from happening to other people?" This reframing is the essence of compassionate allyship. It's time to discard the "pull yourself up by your bootstraps" mentality, which falsely assumes equal access to power and resources. Not everyone has bootstraps because not everyone is swimming in the same water. Practical Steps to Power-Sharing for Inclusion You possess power, and you can use it to foster inclusion. Here are concrete actions to reframe power as an opportunity for allyship: These actions, though seemingly small, create significant ripples. A single email, a meeting invitation, or a supportive mention can achieve more in seconds than others might accomplish in weeks. By intentionally including others and sharing your power, you enhance your own relevance, enrich your team's perspective, and contribute to the overall success and profitability of your organization. Power, when wielded for good, is undeniably a force for good. It's an open invitation to embrace your role as an ally and create a more inclusive and equitable world. What small step will you take today to share your power? August 8 is International Allyship Day. Celebrate and engage people with power in allyship and inclusion.
Forbes
13-07-2025
- General
- Forbes
The Paradox Of Power: 3 Fears That Hinder Allyship In The Workplace
Shot of a woman posing with a chalk illustration of flexing muscles against a dark background In today's rapidly evolving professional landscape, allyship and inclusion aren't just buzzwords; they're essential pillars for innovation, growth, and a truly equitable work environment. Yet, for many in positions of power, the path to becoming an effective ally is paved with unseen obstacles – not malicious intent, but deeply ingrained fears that subtly, yet powerfully, hold them back. Understanding these "fear stories" is the critical first step in fostering genuine allyship. The journey to becoming an inclusive leader often demands a paradoxical mindset: embracing vulnerability while wielding influence, and stepping back to uplift others while maintaining one's own standing. There are three key fears that frequently trip up even the most well-intentioned individuals. All Risk, No Reward: The Vulnerability Vortex One of the most significant barriers to allyship is the perception that the risks outweigh the rewards. As Jennifer Brown, author of How to Be an Inclusive Leader, highlights, "it is a big ask for leaders to be more visible and open themselves up to being scrutinized in an unforgiving environment." This scrutiny often manifests as a fear of vulnerability – of making mistakes, admitting ignorance, showing weakness, or being perceived as inauthentic. The reality is, mistakes are inevitable. You will say the wrong thing, use outdated language, or commit a microaggression. That's part of the learning curve in allyship. The crucial element isn't avoiding errors, which is impossible, but rather owning them, apologizing sincerely, and committing to improvement. This willingness to be imperfect fosters trust and demonstrates a genuine commitment to the journey of inclusion. Furthermore, admitting "I don't know" can feel counterintuitive for leaders. Yet, true allyship demands this humility. Pretending to have all the answers, especially concerning the lived experiences of others, is not only disingenuous but actively harmful. It's about asking thoughtful, open-ended questions and actively educating oneself, rather than centering one's own experiences. For instance, if a colleague of color shares an experience of racial bias, responding with emotional upset (even if valid) can shift the focus back to the person in power, burdening the individual seeking support. True allyship requires processing those emotions elsewhere, maintaining focus on the person who needs support. There's also the fear of showing weakness. Leaders often feel compelled to project an image of unwavering competence. However, authentic strength lies in vulnerability. Sharing struggles or uncertainties allows for deeper human connection and creates space for open dialogue. It signals that you're a fellow human on a learning journey, not a flawless savior. People are often drawn to authenticity and imperfection more than perceived perfection. Finally, the fear of being seen as "trying too hard" or having ulterior motives can stifle nascent efforts. While sincerity is paramount, early enthusiasm for allyship might sometimes appear "messy." The key is ensuring actions genuinely center the voices and experiences of marginalized communities, rather than being performative. True allyship is about consistent, selfless action, especially when it's challenging. Status Threat: The Zero-Sum Fallacy Inclusion initiatives, particularly those focused on diversity, equity, and inclusion (DEI), can trigger a "status threat" among majority groups. As Harvard Business Review explains, those who have historically benefited from being in the majority may perceive DEI as a zero-sum game, fearing that gains for minority groups necessarily mean losses for them. Mishel Horta, Head of Diversity, Equity, Inclusion, and Belonging at DHL Express Americas, uses a powerful analogy: "It is not about us versus them, it's not a zero-sum game. It is about broadening the flashlight focus beyond the dominant group, they are still centered. It is about sharing and broadening the focus of the light with others outside of the initial focus. We all benefit from being seen by the light." This reframing is crucial: allyship is about expanding opportunity, not reallocating it in a punitive way. Given that a significant majority of leadership positions are held by men (for example, in 2023, women held only 29% of CEO positions at Fortune 500 companies, while people of color held only 15% of CEO positions), this fear disproportionately impacts white men. Allyship can challenge existing gender norms, leading to fears of negative peer pressure, backlash from other men, a perceived loss of masculinity, or being negatively labeled. It can feel like swimming against the current when the unspoken code is solidarity with the group in power. For example, a man speaking out against gender inequality or a white person addressing racism might face pushback. The concept of "masculinity loss" is often rooted in outdated notions of strength. True allyship expands this definition, demonstrating that empathy, compassion, and standing up for justice are indeed powerful traits. It's about being secure enough in your identity to challenge harmful norms. The lack of visible role models can make allyship feel isolating. It takes courage to be among the first or few in your circle actively engaged in this work. This underscores the importance of building communities of allies and sharing experiences. Furthermore, the fear of being "cancelled" or labeled ("woke warrior," "snowflake") can be paralyzing. These labels often serve to silence dissent. However, allyship demands courage to stand up for what's right, even in the face of criticism, particularly from those who benefit from the status quo. Allyship is not about saviorism. Concepts like "white saviorism," where white individuals are portrayed as "rescuing" people of color (as seen in films like Hidden Figures or The Help which, despite their narratives, have been criticized for centering white perspectives), undermine genuine allyship. Active allyship involves taking risks and challenging the status quo, even if it doesn't directly benefit the ally. It's about trusting that a workplace that is better for historically marginalized groups will ultimately be better for everyone. A rising tide truly does lift all boats. Irrelevance: The Ego's Grip Perhaps the most potent fear, as Brené Brown's research on shame highlights, is the fear of irrelevance. In the context of allyship, this manifests as anxieties about loss aversion, worries about retaliation, ego preservation, and the struggle to decenter oneself. Our natural aversion to loss often makes us overestimate what we might lose by embracing change, even positive change. We get comfortable with the status quo, even if it's unjust. Allyship requires letting go of this fear and recognizing that a more equitable world benefits everyone, even if it means relinquishing unearned advantages. The unspoken worry about "revenge" from marginalized groups once they gain power can also be a deterrent. However, research by Melinda Gates in The Moment of Lift found the opposite: when women or people of color gain access to power, they are more likely to share it, not seek revenge. Allyship is about creating a just system, not protecting one's position. Our own ego can be a significant hurdle. The fear of losing control or power can prevent sharing it effectively. True allyship requires checking one's ego at the door, prioritizing what's right over being right, and humbly learning from others. Decentering ourselves is another critical, yet challenging, aspect. We are conditioned to be the main characters in our own stories. Allyship demands we step aside and amplify the voices of others, acknowledging that our experiences are not universal. It's about using our platforms to uplift, not self-promote. The risk of shame can be paralyzing. Shame about past actions, biases, or lack of knowledge is understandable. While shame can motivate change, it can also freeze us. The key is to acknowledge these feelings, learn from them, and commit to moving forward. The fear of a "zero-sum game" – the belief that supporting others means rooting against oneself – is also prevalent. While some resources are finite (e.g., only 500 companies in the Fortune 500), the pie often expands when inclusion thrives, creating new opportunities for all. Moving Forward: Becoming a Better Ally Understanding these fears is the first critical step toward transforming them into opportunities for growth and deeper engagement in allyship. The journey requires self-reflection and courage, but the rewards—a more innovative, equitable, and ultimately successful workplace for everyone—are immeasurable. Want to learn more? August 8 is International Allyship Day. Celebrate and engage people with power in allyship and inclusion.
Fast Company
28-06-2025
- General
- Fast Company
A practical guide to being an ally in the workplace
Pride Month is here, and there's no question we've come a long way since the first Pride events, which advocated for collective solidarity, individual identity, and resistance to discrimination and violence. Yet we still have much further to go. According to one recent report from the University of California at Los Angeles, nearly half of LGBTQ workers have experienced workplace discrimination or harassment at some point in their professional lives. Add in microaggressions, or the everyday slights that happen in plain sight in front of colleagues and managers, and the number is even higher. Here's where allies can make a difference—and there are plenty of them. One PRRI public opinion report indicates that three-quarters of Americans support policies that protect LGBTQ Americans from discrimination in housing, employment, and public accommodation. But being an ally to any minority is hard, especially when it's not always obvious when someone identifies as LBGTQIA+. So how can you be a better ally and bolster inclusion at work? Here are three ways (plus a bonus!) to be a more effective ally to the LGBTQIA+ community, from a business leader who also happens to be a lesbian. 1. Educate yourself Allyship isn't a passive thing that shows up without effort. Take it upon yourself to understand the struggles of your LGBTQIA+ colleagues and actively try to create change in your workplace. The LGBTQIA+ label is a huge catchall (and a long acronym by any measure). Learning about the everyday experiences of even part of this community is a great starting point to better understanding the struggles we face. In turn, you can take steps to become a more effective ally and drive informed change. At the very least, it'll help you recognize when you have the opportunity to stand up for, or against, something on our behalf. Checking unconscious biases is also part of this narrative. Being self-aware to identify behaviors we're not usually conscious of is the first step in learning how to avoid unintentionally acting on them. 2. Recognize your privilege and use it for good You don't have to apologize for it, you don't have to hide it, but you do need to understand your privilege and the power it bestows. Being a heterosexual person in the workplace—and in the world—gives you the chance to make a difference. It allows you to challenge bias, tackle unfairness, and effect change. And for a heteronormative individual, you can often do those things with far lesser risk. So be vocal. This doesn't have to be in a big, highly visible way—it can be as simple as respecting someone's chosen name or pronouns, and encouraging or gently correcting other people if they defer to the traditional he/she binaries. You have the armor of privilege. Embrace it and then use it to open doors for those who don't have that same protection. Incidentally, having these conversations outside of the workplace with family and friends educates them on what being an effective ally can look like and what they can do to help. The more people we can bring to a place of understanding and support, the deeper the change. 3. Change the culture Consistency is a major win when it comes to good allyship. It's essential to building trust and driving lasting change, so model inclusive behaviors. How? Good allies share opportunities with others: they cut out (and call out) microaggressions thinly disguised as banter; they use inclusive language with intention and sincerity; they listen to a member of the community over coffee and welcome someone into their space. It can be as simple as being the voice against presumptions in the workplace. I've seen this myself when colleagues default to gendered generalities. For example, there's using he/him pronouns when referring to generic or hypothetical humans ('Whoever we bring onboard, he should be highly skilled'). Or assuming someone's gender on the basis of their name when you don't actually know the person or how they identify ('I haven't met Ryan, but I hope he's top-notch'). By gently correcting ('Whoever we bring onboard, they should be highly skilled' or 'I haven't met Ryan, but I hope they're top-notch'), you remind others that gender isn't always what it seems—and that not everyone fits neatly into a gender normative box. It can also be about consciously changing patterned social behaviors. For example, if a coworker mentions that they're married, don't assume they have a husband or wife of a different gender. I can't count the number of times colleagues and clients have asked me 'What does your husband do?' over the years. I've had to come out again and again over the span of my career. Instead, consider asking about who they most enjoy spending time with outside of work or who the important people are in their life. It's an open question that, when asked in an authentic and respectful way, invites the other person to share within their own level of comfort. Continue to challenge the microaggressions. Culture change doesn't come solely from the top. It comes from repetition, from small corrections, and from people like you choosing to do the right thing consistently. The bonus: Don't beat yourself up The ever-evolving language of inclusion means we all trip up occasionally, even with the best of intentions. No one expects you to get it right every time. Don't sweat it. Even we trip up within our own community, be it over chosen names, pronouns, or how we support our loved ones who are transitioning. Give yourself some grace. If you make a mistake, apologize, learn, and keep going. Don't let a slip-up stop you from showing up. Allyship isn't about being perfect. It's rarely about big gestures. It's about showing up, paying attention, and doing what you can consistently. Sometimes it means speaking up. Sometimes it means stepping forward on someone else's behalf. And sometimes it just means being someone others know they can count on. The small, everyday actions add up. And when enough people do them, that's when real change happens.
Daily Mail
20-06-2025
- Entertainment
- Daily Mail
Jade Thirlwall makes VERY cheeky quip in risqué speech after being crowned Celebrity Ally Of The Year at British LGBT Awards - following her anti-JK Rowling chant
Jade Thirlwall made a cheeky quip after she was crowned Celebrity Ally Of The Year at British LGBT Awards at The Brewery in London on Friday evening. The Angel Of My Dreams hitmaker, 32, known professionally as JADE, is an outspoken supporter for the LGBTQ+ community, and earlier this month during a performance led thousands of fans in an anti-JK Rowling chant. Jade, who couldn't be present and accepted the gong via video link, told her gay fans how much she 'adorned' them, before cheekily thanking those who bought jockstraps from her merchandise collection. The singer raised eyebrows when she announced the range last year that also included a butt plug on a keychain and silicon-based lubricant. She said: 'Thank you, thank you, thank you, so so much for this award. It really does mean everything to me. I just want to say that from the bottom of my heart, I really do adore the LGBTQ+ community'. 'I know for a fact that I wouldn't be where I am now were it not for that community supporting me, and making me the best artist I can be, and the best ally that I can be'. Before quipping: 'And I would personally like to thank my gay fans especially for making my jock strap my best-selling merchandise piece - thank you so, so much'. Jade continued: 'But in all seriousness, I want you to know that my allyship is not transactional. It has always been incredibly important to me, for many years now, to be the best ally I can be, and show up for the community time and time again'. 'And I do feel like at this time more than ever, it really is crucial for allies to speak up, stand up and show support for the LGBTQ+ community, particularly the trans community'. Before adding: 'I'm really sorry that I can't be there tonight, I'm genuinely gutted. But I just want to say congratulations to all of the winners tonight and you have my oath, for eternity, that I will constantly strive to be the ally that you deserve'. Jade is far from the first celebrity with a large LGBTQ+ following to release risqué merch. Following her 2020 dance-pop album Chromatica, Lady Gaga released a hot-pink jockstrap while Cambridge-born singer Charli XCX previously sold a sex paddle alongside a branded douche. For her latest album Brat, she sold a key on a necklace When asked about the X-rated merch, that coincided with the release of her fourth single Fantasy, Jade told Vogue: 'I'm collaborating with a friend of mine, Samuel Douek, on a kind of Fantasy bundle package with some of his products and some of mine. It's fun getting to do stuff like that.' Douek is a filmmaker as well as the owner of CBD-based lubricant brand Howl - a product which features in Jade's collection. The former Little Mix star was performing at Mighty Hoopla in London (pictured) when she sang one of her songs FUFN (F*** You For Now) - using it to take aim at the Harry Potter author She continued: 'Obviously, in Little Mix, there was kind of a ceiling on how far we could push things with our demographic and fan base. 'So I'm excited for my own stuff to have that same element of fun and empowerment, but in my own way as a 31-year-old woman.' As well as the X-rated bundle, fans can buy a series of coloured bandanas - which are typically used as a visual shorthand for the LGBTQ+ community to discreetly signal sexual preference. Earlier this month the former Little Mix star was performing at Mighty Hoopla in London when she sang one of her new songs FUFN (F*** You For Now) - using it to take aim at the Harry Potter author. 'Transphobes,' JADE shouted, as the crowd replied: 'F*** you'. She then turned attention to the writer, yelling ' JK Rowlin g' to which the crowd chanted again: 'F*** you'. A festival-goer shared the clip online with the caption: 'Jade, the legend you are!!!' JK has denied being transphobic, but she previously said she would 'happily' go to jail for misgendering a trans person rather than referring to them by their preferred pronouns. She is also using the new Harry Potter series to fund organisations dedicated to removing trans rights, with her 'Women's Fund' website saying it will offer financial support to those fighting trans inclusion 'in the workplace, in public life, and in protected female spaces'. The author made her first controversial comments about trans people six years ago, and has long claimed their inclusion in spaces such as bathrooms is a threat to women.
CTV News
11-06-2025
- Politics
- CTV News
Northern Ont. town council called out for Pride flag decisions
Northern Ont. town council called out for Pride flag decisions Town council in the northern Ontario community of East Ferris being urged to show greater allyship after decisions surrounding the Pride flag.
