What is The Role Of Allyship And How Leaders Can Step-Up To Build Inclusive Cultures?

In today’s times, diversity and inclusivity have not merely remained as ideas and feel good concepts to be implemented in corporates and organisations across sectors, It has rather become a norm and a must-have requirement. The business ecosystem around the world has seen many examples where corporates that did not respect diversity and inclusivity have fallen into oblivion.
Well, times are changing, and companies are now embracing diversity and inclusivity as part of their ethos. Take, for instance, a company like Sodexo that has 55 percent of women employees in its workforce. As we move to a paradigm where it makes sense to identify, recognise and value the different identities that coexist in workplaces, it is time to build a system of allyship among them with an increased sense of sensitivity and respect for each other.  

Deliberating on the ways, allyship can be fostered in organisations, Sudhakar Rao, Director Branding, ICFAI Group stresses on encouraging employees to champion causes in connection with their expertise or representation of marginalised groups at workplaces.

"You can also champion some specific topics. If you would like to represent someone from a well-known group instead of that if you have an opportunity of encouraging someone from the underrepresented groups, I think that'd be great," says Sudhakar Rao, Director Branding, ICFAI Group.

Well, allyship implies people at the workplace standing up for each other. It implies building supportive personal and professional relationships and flagging off any instance of inequity in the workplace. Giving a simple example before closing his keynote address at BW People’s Diversity & Inclusion 2022, Rao says, "you have a group discussion in the office, you need to create a nice code of conduct which will help flourish some of the voices that are silenced. Likewise, omissions from office events, if any, need to be looked at."
In the larger scheme of things, It is up to the corporate leaders holding top managerial positions to take proactive actions and policy measures to lead in creating a culture of allyship within the organisation. Ultimately, change integration and management is a reflection of the leadership at the helm of affairs in the organisation.