Why Being an Effective Ally in the Workplace is More Important Than Ever

Ritu Bhasin speaking with two women about allyship

As a diversity, equity and inclusion (DEI) professional, I’ve been teaching about allyship for years. However, it feels as though allyship has never been as important as it is right now, after a year of having a glaring spotlight on racial inclusion and the urgent need to interrupt anti-Black racism in particular, in addition to anti-Asian racism, and to disrupt white supremacy on a whole.

As we enter Pride Month — having just come out of Mental Health Awareness Month and marked the one-year anniversary of George Floyd’s murder — I wanted to share a refresher on allyship and some of the actions that can be taken to be a more effective ally to our friends, family members and colleagues from communities that experience oppression.

 

First, What is Allyship?

Allyship is the act of using your voice and your actions to identify and address the oppression, biases and barriers that people from across cultural communities experience. Being an ally means advocating for people and communities that experience continued marginalization and underrepresentation due to their cultural identities — from the transgender community to religious groups to women professionals who have been most affected by pandemic job losses.

Allyship is a role that we actively engage in, either visibly or behind the scenes. If we want to call ourselves allies, we must commit to taking an active role in doing the work — even when it is difficult or uncomfortable.

 

Why Allyship Matters More Than Ever

In the midst of the COVID crisis, the ongoing racial justice movement and the many social justice movements happening worldwide, it’s more important than ever that allies commit to using their privilege to speak out and be actively inclusive in their words and behaviors.

We as leaders, mentors, sponsors, team members and friends must commit to being better allies if we truly want to create workplaces and a society that are inclusive and equitable.

So how do we make this happen? bci has a Tip Sheet that outlines the must-dos for being an effective ally in the workplace, which you can download here. We also have a playlist of videos on allyship that you can view here. And finally, allyship is one of our core training offerings. Please feel free to get in touch if you’re interested in learning more about our allyship training.

 

Allyship may seem daunting, but our solidarity makes a difference. Every drop in the ocean matters when it comes to creating more inclusive workplaces and a more inclusive society.

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Dr. Komal Bhasin, MSW, MHSc, DocSocSci

Komal is bci’s Senior DEI Consultant and Mental Health Expert-in-Residence and an accomplished DEI facilitator, coach, and strategist. Komal has over 20 years of experience in providing strategic and advisory guidance and program development across a range of sectors, with a particular concentration in mental health and racial inclusion. Komal is also the founder of Insayva Inc., a social enterprise focused on providing accessible DEI and health equity support to charities and non-profit organizations.

Komal has extensive experience in creating and delivering programming in a range of DEI areas, including unconscious bias, cultural competence, mental health inclusion, psychological safety, and allyship. She is passionate about driving transformational change in workplaces and has worked closely with bci clients – corporations, professional service firms, health care providers, and educational institutions – to embed cultures of DEI within their organizations.

Komal has provided one-on-one inclusion coaching to hundreds of senior leaders and brings a unique approach that is informed by her background as a psychotherapist. Using a trauma-informed lens and somatic approaches, she also has experience guiding leaders and teams in mending relationships, and rebuilding trust where harm has occurred due to inequities, intercultural conflict, value mismatches, exclusion, and psychological or geopolitical safety issues, with the goal of creating a more inclusive, resilient or organizational culture.

Komal also offers a performance coaching program designed specifically for BIPOC leaders. This program aims to help BIPOC leaders harness their place, position, and identity to thrive in the workplace and beyond. Komal is a qualified administrator of the Intercultural Development Inventory (IDI).

As bci’s Mental Health Expert-in-Residence, Komal offers tremendous expertise around workplace mental health. As a doctoral trained mental health clinician, certified health executive, and registered social worker, Komal has assisted organizations looking to advance employee mental health inclusion and well-being through offering programming on inclusive dialogue, anti-stigma, burnout prevention, psychological safety, resilience, and self-care. Komal is committed to advancing mental health and wellness across the life course; she currently serves on the board of the Alzheimer’s Society of Ontario and previously served on the board of Children’s Mental Health Ontario and the YMCA of Greater Toronto.

When Komal is not working, you’ll find her painting, cooking or snuggling with her cat.