When you say, "This is not a problem in our organization," what you might actually be saying is: "I’m privileged enough to not consider it a problem."

Allyship is a foundation of inclusive leadership because it allows leaders to look beyond their perspective and see the barriers in the organization they may not face personally but that are very real for other employees. And remove them (barriers, not employees ;-) ).

That’s why there is no discussing allyship without discussing privilege and power.

This week, I had the pleasure of addressing this topic with a group of managers I’ve been working with for the past ten months on developing their inclusive leadership skills.

Yes:

·      Being recognized for your ideas and contributions without others taking undue credit.

·      Having access to the company's office building, transportation and facilities.

·      Not having your intelligence questioned because of your accent or the way you speak in meetings or presentations.

…are privileges, and we may not even notice that we have them.

It doesn’t mean you haven’t worked hard to get where you are.

It doesn’t mean you haven’t faced adversities.

It means that because of the structures and norms in our societies you carry more trust because of some parts of your identity.

And that trust gives you power.

Allyship is using that power to uplift others.

In the workshop, we developed a list of many acts of allyship that leaders can practice every day.

What would you put on that list? Please share in the comments.

If you think leaders and managers in your organization need support in inclusive leadership, contact me. I'd be happy to help in the fall.