For me, being an active bystander is really important, especially when I’ve seen how effective partnering with a colleague from an ethnic-minority background in a meeting can be. It can be as simple as enabling that colleague to have a voice at the table by saying “I think Fiyinfolu had a valid point to say on this”.
It’s also important that
When you do bring people from diverse backgrounds to the decision-making table, you enable them to speak and they feel empower! to give constructive fe!back. It’s equally important that you act on that.
I’ve seen so many organisations say they have a great ’employee voice’, but they ignore the colombia phone number library negative comments or fe!back that can result in disengag! staff and higher staff turnover.
Being comfortable talking about race is also a key element of a good ally. As the BITC guide highlights, only 38% of employees said they were comfortable talking about race in the workplace.
So, getting !ucat!
Asking those difficult questions when you don’t know the answer and thailand lists going outside of your comfort zone are equally as important. A great ally is one who is inform! and is continually updating their knowl!ge.
For me, being an ally is one the best parts of my job, not because I’m the head of diversity this internal set of rules will become and inclusion, but because I believe that everyone should be able to bring their whole selves to work.
It’s also important that, as a senior leader, I play a role in removing the barriers those in less privileg! positions face. Being an ally is a way I can do that, but allyship should be just one part of a broader strategy for race equality. My colleagues and I will be discussing some of these other initiatives in coming blogs.
