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Four Actions Allies Take to Support Underrepresented Groups at Work

We know that an inclusive and diverse workforce is also an effective and successful workforce. In today's climate where “DEI” has become a bad word, allyship has emerged as a pivotal component in fostering workplace inclusion.


True allyship transcends passive support, requiring deliberate actions to uplift and empower colleagues from underrepresented backgrounds. This article outlines four actionable steps allies can take to make a meaningful impact in their organizations.


1. Confront and Address Biases

Allies play a crucial role in identifying and challenging biases, whether they are systemic, interpersonal, or internal. By addressing these biases, allies disrupt patterns that unfairly advantage some groups while disadvantaging others. Rather than staying silent, effective allies actively notice when bias is occurring, intervene when necessary, and advocate for more equitable systems and behaviors.


What Allies Do:

  • Recognize patterns of bias. Allies stay attuned to both overt discrimination and subtle microaggressions, such as interrupting women more often in meetings or disproportionately assigning “office housework” tasks to employees of color.

  • Speak up in the moment. Allies address biased comments or behaviors when they occur, offering corrective language that educates rather than shames. For example: “Actually, research shows that diverse perspectives is critical for innovation and good decision-making. Let’s be mindful of the assumptions we’re making.”

  • Interrupt biased systems. Allies advocate for changes in hiring practices, promotion criteria, and performance evaluation processes that may unintentionally disadvantage underrepresented groups.

  • Reflect on personal bias. Allies understand that everyone—including themselves—carries biases shaped by culture and experience. They commit to ongoing self-awareness and seek to mitigate how their own biases might influence their decisions and interactions.


Example: In a leadership meeting, the only female colleague is consistently overlooked for stretch assignments, despite excellent performance reviews. A male ally notices the pattern, raises it with leadership, and recommends a transparent system for project assignments to ensure equitable access to opportunities.


Strategies:

  • Educate Oneself: Continuously seek knowledge about different forms of bias, including unconscious bias, and understand how they manifest in workplace settings.

  • Speak Up: When witnessing biased behavior or language, address it promptly and respectfully. For instance, if a colleague makes a stereotypical remark, an ally might respond, "That comment could be interpreted as [bias]; let's ensure we’re creating a space where everyone is welcome.”

  • Review Policies: Advocate for regular reviews of company policies and practices to identify and rectify systemic biases that may disadvantage certain groups.

Organizations that actively address biases not only enhance inclusivity but also experience improved employee satisfaction and retention (Training Industry, 2021a).

 

1. Amplify Underrepresented Voices

One of the most effective ways allies can support marginalized colleagues is by amplifying their voices. This involves actively ensuring that contributions from underrepresented individuals are heard, acknowledged, and credited.


Strategies:

  • Acknowledge Contributions: In meetings, if a colleague’s idea is overlooked, reiterate it and attribute it to them. For example, "As [Name] mentioned earlier, their suggestion to [idea] could be beneficial."

  • Provide Platforms: Encourage and support opportunities for underrepresented colleagues to lead projects, present at conferences, or participate in high-visibility tasks.

  • Mentorship and Sponsorship: Actively mentor or sponsor individuals from marginalized groups, providing guidance and advocating for their advancement within the organization.


Research indicates that when employees feel their voices are heard, they are 4.6 times more likely to feel empowered to perform their best work (Great Place to Work, 2022).


3. Engage in Continuous Learning and Reflection

Allyship is an ongoing journey that requires continuous learning, self-reflection, and adaptation. By committing to personal growth, allies can better support their colleagues and contribute to a culture of inclusivity.


Strategies:

  • Participate in Training: Attend workshops, seminars, and courses focused on diversity, equity, and inclusion to stay informed about best practices and emerging issues.

  • Seek Feedback: Regularly solicit feedback from underrepresented colleagues about one’s allyship efforts and be open to constructive criticism.

  • Reflect on Privilege: Understand and acknowledge one’s own privileges and consider how they can be leveraged to support others.


A study by Harvard Business Review emphasizes that effective allyship involves a commitment to learning and adapting behaviors to support inclusivity (Harvard Business Review, 2022).


4. Partner with Who You Intend to Serve

Effective allyship cannot happen to people; it must happen with them. Allies should partner directly with those they intend to support, ensuring their actions align with real needs rather than assumptions.


Strategies:

  • Co-Create Solutions: Rather than assuming what support is needed, invite direct collaboration. Ask questions like, "How can I best support you?" or "What would meaningful advocacy look like in this situation?"

  • Center Lived Experience: Recognize and value the expertise that comes from lived experience. Make sure individuals from underrepresented groups are meaningfully involved in decision-making processes about initiatives that affect them.

  • Avoid Saviorism: Effective allies act alongside marginalized individuals, not on their behalf without their input. The goal is empowerment and partnership, not rescue.


Research shows that inclusive efforts are more effective and sustainable when they are co-designed with the very communities they intend to benefit (Inclusivv, 2025).


Conclusion

Allyship is more than a title; it is a continuous, intentional practice that requires action, humility, and collaboration. By amplifying underrepresented voices, confronting biases, engaging in continuous learning, and partnering directly with those they aim to support, allies can drive meaningful change within their organizations. Companies that foster a culture of active allyship not only strengthen their talent pipelines but also create environments where innovation, trust, and belonging can thrive.


Ready to bring the message of allyship to your organization? Then reach out today:


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