Allyship at work

2020 was the year that gave minority groups more of a platform to be heard. The drive for change dramatically sped up due to the coverage surrounding Black Lives Matter, and conversations began concerning how to tackle racial discrimination within society. Something that has been bubbling away below the surface for some time.

Many self-proclaimed allies began to speak out about the importance of what it meant to don the term ally – as posting a black square on a social feed just wouldn’t cut it. “Being an ally is an ongoing process — and it involves self-education as well as thoughtful, effective action. “ It is important for allies to stand in solidarity with underrepresented groups, and support the fight against racial injustice.

“Sometimes Being Carefree And Black Is An Act Of Revolution”

Joelle Brooks, Dear White People 

 

According to the Harvard Business Review, “The Black Lives Matter and #MeToo movements have forced people in positions of power—namely, the white men who dominate institutional leadership roles—to realize they must personally step up to make organizations more fair and inclusive. That means playing a truly active role in helping marginalized colleagues advance (instead of just delegating diversity efforts to human resources).” So how do we create an allyship at work that can thrive and be a driver for change? Below are a few pointers you and your colleagues can do:

  1. Do your homework. Its the simplest way to learn. The easy option is to ask a person of colour about their experiences with inequality, but this isn’t always fair on the participant as those memories can be painful. Go online, read a book or listen to a podcast to deepen your understanding. 

  2. Be prepared to learn and accept feedback. For some, the idea of learning something new feels a lot like being challenged. This is not the case. When we feel we are being challenged, we are actually learning and challenging our own fixed mindset. Listen, absorb, and ask questions (with permission!) and pay attention to what is being said.

  3. Own your privilege and use it. The worst thing anyone can do is deny their privilege. By using opportunities and advances that have been presented, you can use your voice and statue for good. Privilege comes from never being exposed to a system that exploits your basic rights. An ally will never understand the oppression marginalised groups have been exposed to. This is why education is important – especially, in the workplace.

Resources to share in your teams & discuss further:

Articles 📚
Allyship – The Key To Unlocking The Power Of Diversity | Forbes
Allyship | The Anti-Oppression Network
If You Want To Be Anti-Racist, This Non-Optical Allyship Guide Is Required Reading | Vogue

Videos & shows 📹
Dear White People | Netflix
An interview with the Black Lives Matter founders | TED
A Conversation With Black Women on Race | The New York Times
Turning performative wokeness into genuine ally-ship | Jezebel

Podcasts 🎧
Sip on This | Ashley Nicole Black
The Groundings | Devyn Springer
Intersectionality Matters | Kimberlé Crenshaw

Activities to try with your team

  • In your next team meeting or all hands.  Ask members of your team to share experiences linked with speaking up and the conclusion of that situation. This can be related to challenging senior management, complaining to HR about an inappropriate co-worker – anything! this should encourage team members to speak up if they feel necessary and demonstrate that feedback is positively received.

  • Re-framing constructive feedback through the lens of bias. How aware are you of your team and their journeys? Do you feel that you are challenging yourself enough in terms of learning? Or do you rely on a fixed mindset to feel assertive?

  • Think about your last 1:1. If you were to go to your line manager with a complaint, do you think you would get the support you needed? Do you feel encouraged to speak up at work? And if so, have you in the past and how was it received?

Got a Question?

F.A.Qs

You start with the foundation training which consists of one 30 minute video, followed by 6 bite size videos. You can then do the intermediate training which is made up of 18 bite size videos. Finally, you can do the advanced training which is made up of 8 longer videos.

You can access each module from the homepage via the buttons that say foundation, intermediate and advanced.

No. All our modules are self paced so you can take as long as you like. 

You need to complete each training module and submit your google worksheet which can be found on the individual module page. Once submitted, our team will review your worksheet and issue out a certificate if you have passed. If you have passed, you will receive a graduation pack which contains a certificate, social imagery so you can show off to your colleagues and connections on LinkedIn plus some other goodies.

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You can submit your Google form worksheet via the module page.

No. Only the worksheet is reviewed and marked. 

You can use the cheat sheet to get a better understanding of the different types of biases people face in the workplace, but also IRL.

We will share an overview of how many people have enrolled and completed the course, but we will never share private information such as names, titles or email addresses.

Yes! Each module has its own worksheet which is a Google form. 

We will send you detailed instructions along with suggested social copy and imagery which can be used on LinkedIn and Instagram. This will be sent to you in an email from our team once you have passed the foundation module.

If you fail, you will have the option of submitting your worksheet again until all the answers are correct. Don’t worry, you can take the course again for free and resubmit your worksheets.

 

Please email hello@hustlecrew.co and a member of the team will get back to you within 72 hours.