5 Ways White Men And Women Can Be An Ally In The Workplace (and People Of Color)
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This is the 2nd blog in the 3 part series on dismantling racism in organizations. Read the first blog here.
1. Speak up, Speak Up, Turn All The Way Up!
A leader’s role is to carry out the strategy and vision of an organization and that strategy cannot be effectively executed without a committed, competent and motivated workforce. This means everyone at all levels of the organization have way more influence than they think to influence real cultural transformation in a company so I say use that power. Leaders are here to serve and their actions reflect what we allow, If you see practices in the company’s culture that perpetuates bias and systemic racism, don’t ignore it. Give voice to it, speak up, challenge it. One person will probably not be heard, but if a majority of employees are demanding change, trust me change will happen. As they say together we rise. So white people speak up, non black people of color such as Hispanics, Asians, speak up, Black people speak up. Don’t stay silent, turn up the volume don’t turn it down … as they say, turn down for what?!! Turning it down, never results in change - let’s not be scared, it is time to get into some GOOD trouble per our hero John Lewis.
I was part of an organization where I had been super outspoken about bias, conducting training, doing focus groups, even got in from of the business leader who thought it was a good gesture but you know what changed it from a “nice thing to do” to a must? When a blatant display of bias happened in the organization and most people got TURNED UP - not turnt up (as in tipsy lol) but TURNED up as in outspoken. The black folks, the hispanic folks, the white people, the asian people, the non US people, almost EVERYONE spoke up. In response, the organization assembled a task force of actual employees of all backgrounds to recommend and work with leadership to implement change but that would not have happened if the employees didn’t put some pressure on and demand it. Some people say oh I feel scared of the backlash, forget scared! It’s time we don’t sell ourselves out. We have choices, we don’t have to stay in a company that isn’t aligned to our values, so let’s stop living like we are bound to just one company! It’s time we have the COURAGE to live according to our convictions and values and not succumb to being a weak generation with no backbone. We WILL be the generation of being SILENT no more. I know as for me, I want to be part of that change to be a force for good. What about you?
2. Be a micro-sponsor
A sponsor is someone who uses their social capital to open doors for others or to bring awareness their contributions. Typically when we speak of sponsors, we look to executives who have the biggest sphere of influence to be a sponsor, but we all have a sphere of influence that we can use for good. Maybe you know you have the ear of your manager, or of another leader. How about putting in a good word for your co-worker of color with that leader to help them get the recognition that they otherwise would not have? This is how you can become a micro-sponsor. Here are 4 ways you can become a micro-sponsor and be a force of change in your organization:
a. Highlight your peer’s contribution - bring awareness to a project or piece of work that they did that was outstanding and had a quantifiable or qualitative impact
b. Restore credit - if you notice someone else talking about the work of your peer of color without giving them credit, restore credit to them. You can say something as non-confrontational but direct as “I am glad that Keisha shared that with you Brad, and that you are bringing her great contributions to this discussion.” And you have my permission to give them a side eye later (kidding not kidding)
c. Visibility to leadership opportunities - when you hear about a project, or other leadership opportunities that is well within the competency and expertise of your peer, insert their name as an option and information on why they would be a great candidate.
d. Teach them the rules of the game: sometimes due to limited exposure to certain cultures, types of environment, or a certain level of leadership - a person of color may not understand the rules of the game or the unwritten rules in these situations. If you are more skilled at this, you can be a mentor of sorts and teach them what you know so that they can set themselves up for success as they operate in these new situations.
3. Present A United Front
I have discovered that I am a little bit of a rebel in some sorts, it is kind of fun to challenge the status quo especially when you know your intention is good. I alluded to this above but it is worth calling it out separately. In order for real change to happen and to dismantle deep systemic bias at all levels of the organization, black people can’t do it alone, hispanic people can’t do it alone, asians can’t do it alone, native Americans can’t do it alone, we all have a part to play so we must present a united front.
4. Challenge Bias & Micro-aggressions By Calling It Out
Challenge bias, e.g. if you hear someone of color being described as aggressive when you know this is not true and they are acting consistently with others in their organization of a different demographic, you can poke by saying something like “ok so are we applying this criteria to everyone or just to this person? They act consistently with how I see the majority of leaders or men or whatever it is in this company.” One example I have seen of this is a black woman with strong opinions that would be called angry when the same characteristics when displayed by a white man would be called good leadership. If you see that happening, call it out. The response from a white male calling this out to another white male is going to be totally different whether or not we like to admit it than if a black woman calls it out to them.
5. Make introductions to your powerful network
Introduce them to your mentor or sponsor. If you know someone who is a good champion and advocate for talent at all levels, introduce your peer to them. Sometimes it takes just one introduction to a person of influence that will facilitate career trajectory as we have never seen before.
In summary, we can all do something and it is time we take a stand. As the saying goes, if you don’t stand for something you will fall for anything. We have the exciting opportunity to be part of historical transformation even in corporate America - let’s not miss out on this unique opportunity.
Stay tuned for the 3rd part of this 3 part series next week on dismantling systemic racism at work where I talk about why asking black employees to teach about racism is traumatizing and what to do instead.
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Until next week!
Don’t forget you were not meant to shrink down lower so rise up and own your power!