When D&I initiatives are under politicization and attack, it is more critical than ever to find creative ways to invite people into the conversation about inclusion.
Any diversity and inclusion manager training worth their salt will mention the importance of allyship. The term “ally” was originally adopted as a term for individuals who wished to voice support for the LGBT+ community. It has since evolved to evoke a sense of actionability for people striving for inclusion of all marginalized groups and identities. In fact, what makes allyship authentic is not the level of earnestness with which someone professes to care about diversity but the actions and behaviors that allow for the inclusion of others. There are several different forms allyship can take, based on individual strengths and the circumstance, which we outline in the Allyship module of our Acting Inclusively Course.
Here are 5 strategies to engage employees in D&I initiatives through allyship:
1. Motivation Through Storytelling
An inclusive environment requires motivation and active engagement. Having curiosity conversations can help bring a higher level of empathy to team dynamics. While individual employees should never be expected to share their background or experience, it can be helpful to call upon an experienced DEI practitioner to share relatable success stories that can remind people why the journey towards inclusion is a significant one worth making.
2. Prioritize Psychological Safety
In a psychologically safe environment, employees will feel secure enough in their positions to fully engage in D&I initiatives. Individuals are more likely to be candid about their perspectives and experiences when their feedback is integrated into changes to organizational strategies and policies. Something as simple as an anonymous feedback process that is safe from repercussions can be a powerful tool for bringing people in and keeping fear out.
3. Dissolve Silos
Individuals, teams, and organizations thrive in communal, collaborative environments. Allyship means noticing the signs of isolation: missed opportunities to share knowledge, duplication of efforts, inefficiencies, and miscommunication. Integrated inclusive practices, such as D&I training and curiosity conversations can remedy silos in favor of inter-departmental cooperation. When individuals feel they have a collective goal, they are much more likely to engage.
4. Be Transparent about Pivoting Strategies
Allyship is not a badge of honor that one appoints oneself. One aspect of authentic allyship means trying different ways to solve problems and failing spectacularly multiple times. At the very least, highlighting lessons learned and the ways we need to pivot models a growth mindset: better to try and learn from mistakes than to say stagnant.
5. Highlight Power Dynamics
D&I training can help raise awareness about power dynamics and the ways power can influence for better or worse. Encourage leadership to be trust-builders by modeling inclusive behavior, intervening when necessary, and amplifying the voices of those who aren’t often invited to speak.
Individuals and leadership must be proactive allies on behalf of D&I initiatives more than ever. Inclusive learning experiences that prioritize practical and easily implementable strategies, such as those we recommend in our Acting Inclusively Course, can bring people closer to true allyship. Whether through D&I training for managers, employee resource groups, flag-ship events, or examining clear anti-discrimination policies, it is imperative that organizations imbed authentic allyship into their inclusion strategy. Give Allyship a try with our sample course: Becoming an Ally.
