The Power of Allyship: Building Inclusive Leadership and Career Growth
In modern workplaces, allyship is crucial for fostering inclusion and supporting the career growth of individuals from marginalised backgrounds. Real allyship goes beyond symbolic gestures; it involves taking deliberate actions that create real opportunities for others. Through my own experiences, I’ve seen both the presence and absence of allyship, and I believe it is key to unlocking the potential of diverse teams and finding hidden gems in plain sight.
The Absence of Allyship and Its Consequences
The absence of allyship can have as significant an impact as its presence. Early in my career, I experienced bullying from a colleague who resented my position. Without an ally to confide in or support me, I faced this challenge alone. This experience made me realise how important it is to have someone in your corner—someone who recognises your talents and helps you work through difficult situations. Without such support, individuals can feel vulnerable, isolated, and unable to grow both personally and professionally. Eventually, with the support of an ally, I left this team to pursue a new and challenging development opportunity.
What Makes a Good Ally?
A good ally is someone who not only recognises talent in you but also actively makes time to work with you to ensure that your talent is given opportunities to thrive. In my career, I was lucky to have an ally in my former boss, an HR Director. I had just started my career as an HR advisor, fresh out of university. My boss quickly noticed my talents and supported me to find a role in which I could flourish. Thanks to this support, I transitioned to a role within an Organisational Development team in a few months. This experience showed me that allies create pathways for others. They advocate for your skills, open doors, and provide platforms for you to succeed—although you still need to perform, they help pave the way.
Barriers to Career Progression and the Role of Allies
One of the biggest barriers to career progression is a lack of credible role models, access to opportunities, and networks. Allies play an essential role in breaking down these barriers by providing intentional support and introducing you to people who have "made it." Whether through mentorship, sponsorship, or advocacy, allies can help create a more level playing field, fostering a more inclusive organisational culture.
Leaders’ Role in Creating a Culture of Allyship
Leaders have a key role in building a culture of allyship. The most effective leaders are those who actively choose to get involved—they often have personal experiences that drive their actions. These experiences might not always be visible, but they show in their commitment to creating opportunities for others. Leaders who model allyship inspire others to do the same, embedding these values across the organisation.
The Broader Impact of Allyship
Allyship doesn’t just benefit individuals—it creates a positive ripple effect across the organisation. By championing people from underrepresented backgrounds, allyship is a strategic approach to building organisations that are inclusive by design. Allyship amplifies diverse perspectives and shows that talent is everywhere, not just in traditional "monocultural" moulds. For communities, allyship can help position the organisation as a place where people from all backgrounds can thrive. I remember meeting managers who had never worked with someone from my background before; allyship in those moments fostered awareness, curiosity, and broader perspectives, helping create more empathetic leadership.
Practical Tips for Effective Allyship
Meet Regularly: Establish regular meetings and be open to discussing non-work-related topics. This helps you understand the person’s background, culture, and experiences.
Be Curious: Show genuine interest in the person’s life journey. Understanding their story will help you support them in more meaningful ways.
Provide Consistent and Reliable Support: Whether it’s through mentorship or advocating for opportunities, consistency is key—but so is reliability. If you're offering to support someone, follow through. Many times I've been asked to be an ally only to be let down by unreliability. Respecting each other's time and commitments is crucial to building trust and effective allyship.
For Those Seeking an Ally
Identify Supportive People: Look for those who make time for you, ask thoughtful questions, and show interest in your growth.
Don’t Be Afraid to Ask: Sometimes, all it takes is asking for guidance or support from someone who’s already invested in your growth.
Be Reliable: Showing up on time and keeping your commitments are essential parts of allyship. Reliability builds trust and demonstrates genuine respect for the person supporting you.
Conclusion
Allyship is not just about helping someone advance—it’s about transforming organisational culture and reshaping leadership. Whether you are looking to be a supportive ally or seeking one, these relationships can be powerful, creating workplaces where talent is recognised and nurtured, no matter where it comes from.
Call to Action for Black History Month
This Black History Month, I encourage you to take meaningful steps toward allyship. Reach out to someone you can support, have a conversation about how you can help, or take the time to understand their story. Allyship starts with action—let’s work together to build genuinely inclusive workplaces.