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.
Document your Shortlisting/Interview Process
It is important that all shortlisting processes and interview processes are consistent, transparent and done in a way that mitigates any unconscious bias. Each firms will have slightly different processes in place, but everyone can ensure that all shortlisting exercises and interviews are properly documented in a consistent manner to show why people were shortlisted and recruited.
It is important to be transparent about how and why a successful candidate was more suitable compared with other applicants.
This helps ensure that recruitment practices are inclusive and consistent. Feedback on candidates to be reviewed/considered to ensure that any feedback/comments are justified and that they reflect the agreed values/criteria being assessed.
Feedback can also help to identify any issues with the recruitment process that might need resolved.
Read the full “How to be an Ally” series here.
