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.
Review your Promotion Processes
It is important to challenge bias and remove barriers within your internal processes. Part of being an ally is ensuring that these reviews take place, seeking feedback from colleagues and identifying and removing barriers and bias.
Make sure your promotion process is fair by collecting data and checking the trends for underrepresented groups to test whether there are any barriers etc.
If your data analysis reveals that your process is fair, be sure to let everyone know this. However, if your data analysis reveals that your process could be fairer, acknowledge this and do something to tackle the problem so that it is clear for all to see and you are transparent about the process and the changes made.
If you set up a new programme or change the programme make sure that you involve managers to ensure the programme is properly supported.
Finally, make sure your promotion process clear to all employees. Encourage managers to discuss promotion and progression processes with their employees and if employees are required to take the initiative, make sure that this is common knowledge so that employees initiate conversations and put themselves forward.
Read the full “How to be an Ally” series here.
