Allyship is much more than an expression; it is a commitment to creating a work environment where everyone is safe, respected, and included. The HR departments are usually responsible for establishing an ally-safe environment in an organization. But the question may arise as to who this ally is, and how HR departments can help in creating an ally culture.
Understanding the Concept of Allyship
An ally is a person who actively advocates for and stands up for the members of oppressed groups. It involves using privilege and influence to break down barriers to create an inclusive workplace. Allyship is action more than it is self-congratulation.
Role of HR in Fostering Allyship
Since the human resource department is the defender of organizational culture, it has an unchallenged opportunity to create an ally culture. Let us see how HR leaders can create an allyship culture within an organization.
Education and Awareness
HR departments should prioritize creating awareness and education about the topic through workshops with the subordinate workforce. The workshop’s focus could be on topics of diversity, equity, and unconscious bias amongst the marginalized, to name a few. By educating the employees about this, it will in some way form the platform on which understanding may only be achieved.
Safe Spaces
Encouragement of open communication. HR can foster “safe spaces” in which employees can voice their opinions, concerns, and experiences without fear of criticism and retaliation. Employee resource groups, mentorship programs, or informal listening sessions would all facilitate this.
Personal Impact
HR professionals should be models of allyship in their practice. There should be a space where active examples are set through inclusivity, challenging stereotypes, and giving a voice to underrepresented workers. HR can be a model of how to be an effective ally.
Accountability and Action
Being an ally requires ongoing commitment. So, the HR function must set up accountability mechanisms to review progress and identify gaps. This could be follow-ups from employees, diversity audits, or even more detailed target setting to improve the representation of underrepresented groups in leadership.
A Platform of Empowerment for Underrepresented
Human resources can establish channels through which minority staff have a say and participate in the organization’s decision-making processes. This calls for the invitation of the diverse staff to meetings, panels, and organizational happenings.
Building an Allyship Culture
It takes time and effort to build an allyship culture. Therefore, it is important to develop a workplace where speaking up, questioning the status quo, and supporting one another comes naturally. HR can support making this workplace more just and inclusive through education, setting up safe spaces, acting as role models, and assuring accountability.
