5 Ways Allies Create Winning Places to Work
The views expressed are those of the author and do not necessarily reflect the views of ASPA as an organization.
By April Townsend
April 26, 2024
In a previous article (click here), I shared an experience I had after being promoted to an upper management role in my organization. I recounted that I’d been asked to cover a meeting for my supervisor and how I went from being excited to very uncertain when I walked into the meeting and realized I was the only woman in the room. I was fortunate that one of the men at the table noticed my hesitation and went out of his way to make sure I knew that I belonged and invited me to sit at the table.
When I later reflected on what had happened, I viewed this gentleman as an ally. He was in a position of power, and he used his clout (or social capital) in the moment to make sure that someone from an underrepresented group felt like they belonged. It made a difference to me in that moment and it’s still with me all these years later.
What is an Ally?
When I use the word ally, I’m referring to someone who is willing to take action to challenge the status quo by supporting and advocating for everyone to be treated equally. While we may want to argue that we work in a meritocracy, by paying close attention and asking questions, we can learn that are core differences in the way people experience the workplace, ranging from the way they are treated to the opportunities or support they’re provided.
The “Broken Rung” Metaphor
I recently explained to a friend the metaphor of the broken rung—a term that’s been used in research to describe the challenge of that initial move from being an individual contributor to one’s first managerial role. While this first step on the proverbial corporate ladder can be a challenge for anyone, research has helped us document how this first step is even more difficult for women, particularly women of color. We’ve learned that despite having comparable qualifications, for every 100 men who are promoted into a managerial position, only 72 women experience the same promotion. This matters because this first step sets the stage for future career progression for both women and men.
This disparity in career advancement impacts both individuals and organizations. At an individual level, the obstacles faced in advancing early in one’s career significantly impact one’s overall career progression. At an organizational level, if the challenges associated with the broken rung are disregarded or considered something as that “doesn’t happen here,” the long-term result will be less diversity of experiences and opinions in the senior leadership pipeline.
Possible Barriers to Allyship
Consider this scenario: You’re in a meeting and you notice a female co-worker who is frequently being interrupted by others, while her male counterparts don’t experience the same interruptions. What do you do? You may want to step in and help, but you’re worried that you could do more harm than good.
As I’ve researched and trained others on the topic of allyship, I’ve come to appreciate the different reasons why people may be reluctant to be an ally. Some may be afraid of making a mistake by saying or doing something wrong. Others may feel it’s not their place to say something or to challenge the status quo. Interestingly, one of the most powerful reasons why someone may be unwilling to be an ally is that they’re concerned their efforts would go unappreciated.
While each of these concerns have some merit, they are largely inaccurate. Research has shown that attempts at allyship are often much more appreciated than potential allies think. In other words, we often underestimate how much others will appreciate our efforts of allyship. And when we doubt that our efforts will be appreciated, we are less likely to act as an ally.
Ways Allies Make a Difference
If you want to be an ally but you’re not sure where to start, consider these suggestions:
- Speak up when you hear inappropriate or demeaning comments being made, particularly if the target is a team member from an underrepresented group.
- Actively use your clout, or your position of power, to advocate for the advancement of a variety of individuals, particularly those who may not be represented in more senior leadership positions.
- Stay aware of opportunities to recommend someone whose contributions or expertise are often overlooked or devalued for highly visible projects, events or presentations.
- Acknowledge the contributions of all team members, even when they aren’t in the room.
- Respond when you notice someone is trying to take credit for an idea or suggestion that has already been made, making sure the deserved credit goes to the correct person.
Conclusion
Creating a winning workplace begins with allies who make an effort to help others feel that they’re valued and that they belong. Choosing to be an ally starts by paying attention to what’s happening around you. By speaking up in the moment and showing your support, you can make a difference and create a workplace where everyone can thrive.
Author: Dr. April Townsend has published numerous reports and articles focused on leadership, particularly the challenges faced by women leaders. She worked in the public sector for over 30 years, holding a variety of executive leadership positions. She is a credentialed International Coaching Federation coach and founded Townsend Consulting, LLC where she provides executive leadership coaching. Her email is: April@ Townsend.Consulting. Twitter handle: @AprilT2014
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5 Ways Allies Create Winning Places to Work
The views expressed are those of the author and do not necessarily reflect the views of ASPA as an organization.
By April Townsend
April 26, 2024
In a previous article (click here), I shared an experience I had after being promoted to an upper management role in my organization. I recounted that I’d been asked to cover a meeting for my supervisor and how I went from being excited to very uncertain when I walked into the meeting and realized I was the only woman in the room. I was fortunate that one of the men at the table noticed my hesitation and went out of his way to make sure I knew that I belonged and invited me to sit at the table.
When I later reflected on what had happened, I viewed this gentleman as an ally. He was in a position of power, and he used his clout (or social capital) in the moment to make sure that someone from an underrepresented group felt like they belonged. It made a difference to me in that moment and it’s still with me all these years later.
What is an Ally?
When I use the word ally, I’m referring to someone who is willing to take action to challenge the status quo by supporting and advocating for everyone to be treated equally. While we may want to argue that we work in a meritocracy, by paying close attention and asking questions, we can learn that are core differences in the way people experience the workplace, ranging from the way they are treated to the opportunities or support they’re provided.
The “Broken Rung” Metaphor
I recently explained to a friend the metaphor of the broken rung—a term that’s been used in research to describe the challenge of that initial move from being an individual contributor to one’s first managerial role. While this first step on the proverbial corporate ladder can be a challenge for anyone, research has helped us document how this first step is even more difficult for women, particularly women of color. We’ve learned that despite having comparable qualifications, for every 100 men who are promoted into a managerial position, only 72 women experience the same promotion. This matters because this first step sets the stage for future career progression for both women and men.
This disparity in career advancement impacts both individuals and organizations. At an individual level, the obstacles faced in advancing early in one’s career significantly impact one’s overall career progression. At an organizational level, if the challenges associated with the broken rung are disregarded or considered something as that “doesn’t happen here,” the long-term result will be less diversity of experiences and opinions in the senior leadership pipeline.
Possible Barriers to Allyship
Consider this scenario: You’re in a meeting and you notice a female co-worker who is frequently being interrupted by others, while her male counterparts don’t experience the same interruptions. What do you do? You may want to step in and help, but you’re worried that you could do more harm than good.
As I’ve researched and trained others on the topic of allyship, I’ve come to appreciate the different reasons why people may be reluctant to be an ally. Some may be afraid of making a mistake by saying or doing something wrong. Others may feel it’s not their place to say something or to challenge the status quo. Interestingly, one of the most powerful reasons why someone may be unwilling to be an ally is that they’re concerned their efforts would go unappreciated.
While each of these concerns have some merit, they are largely inaccurate. Research has shown that attempts at allyship are often much more appreciated than potential allies think. In other words, we often underestimate how much others will appreciate our efforts of allyship. And when we doubt that our efforts will be appreciated, we are less likely to act as an ally.
Ways Allies Make a Difference
If you want to be an ally but you’re not sure where to start, consider these suggestions:
Conclusion
Creating a winning workplace begins with allies who make an effort to help others feel that they’re valued and that they belong. Choosing to be an ally starts by paying attention to what’s happening around you. By speaking up in the moment and showing your support, you can make a difference and create a workplace where everyone can thrive.
Author: Dr. April Townsend has published numerous reports and articles focused on leadership, particularly the challenges faced by women leaders. She worked in the public sector for over 30 years, holding a variety of executive leadership positions. She is a credentialed International Coaching Federation coach and founded Townsend Consulting, LLC where she provides executive leadership coaching. Her email is: April@ Townsend.Consulting. Twitter handle: @AprilT2014
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