Despite many companies’ recent efforts to develop DEI strategies and roadmaps, inequalities in our workplaces are still rampant. Every employee needs to see their role in inclusion, but not everybody is on board yet. Why? Fear. Those who are well-represented in any context are fearful of the change and loss of power that real inclusion will bring, fearful of getting uncomfortable, and fearful of saying and doing the wrong thing. On the other hand, people from marginalized, discriminated, and underrepresented groups are also fearful: fearful of being the lone voice and being perceived as the token, fearful of addressing biases and discrimination, and fearful of the impact on their careers. The author presents seven allyship behaviors that employees at any level can engage in to nurture inclusion in their workplaces.
7 Ways to Practice Active Allyship
