An ally is someone who is not a member of an underrepresented group but who takes action to support that group to help make their workplace more diverse and inclusive for all.
For workplaces to become truly inclusive it is up to people who hold positions of privilege to be active allies and to take responsibility for making changes that will help others be successful.
Allies at all levels can take action with simple, everyday efforts that make a real difference and in this series, we highlight some things that you can do to be an ally and to support your colleagues from underrepresented groups.
Why All-Male Panels should be Challenged…
While a lot has been done in relation to all male panels, it remains important to continue to challenge all-male panels. It is acknowledged that panels can be all-male and still be diverse in other ways (e.g. background/social mobility, sexual orientation, race, disability etc), but is important that it is considered and challenged and where appropriate called out.
It is important that women are represented and are visible. One example is in panel events. It is important for the advancement of gender equality that women are represented. Panel discussions offer a platform for speakers to share their experiences and perspectives. This helps panellists develop their personal brand, build their network and provides the opportunity to be recognised as thought leaders amongst their peers.
If there are no panel positions filled by women, then they are excluded from these career advancing opportunities.
Women in panels are also important role models. It is important for female attendees who are attending events to have visible role models. It is also means that female attendees are more likely to attend the event in the first place. Without women representation it perpetuates the stereotyping that a particular industry is for men only and/or men’s voices are the only voices worth hearing/listening to.
Finally, if a subject is worth enough to warrant a panel discussion then it requires diversity of opinion and thought, whether that is gender, age, race etc. In a world where women make up half the population, it is incredible to think women wouldn’t be represented on a panel – having an all male panel suggests a lazy approach to Diversity and Inclusion from an organisation.
… and How to Do it!
There are a number of ways that organisations and individuals to ensure diverse panels:
- Broaden your network and get to know a diverse mix of experts/potential speakers etc;
- If you are an organisation running a panel event choose not to run an event without a diverse mix of expert speakers and female representation. Make the effort to invite skilled and talented women appropriate to the area/subject matter and available to speak. If you can’t find them, try harder!
- If you are a potential panellist you can choose to be an ally by not participating in a panel of two people or more unless there is at least one woman on the panel (not including the chair);
- Keep drawing attention to the issue. If you are at a conference or event with male-only panels, call it out. Continue to challenge panellists, event organisers and host organisations where panels lack diversity – this will benefit the relevant industry/sector as a whole.
Read the full “How to be an Ally” series here.
