Why I’m Advocating for Allyship

This Article covers: 

• Organon’s invitation from myGwork to Anti-racism training

• What it looks like in the workplace

• Allyship, advocacy and intervention

• Why I Care

I was very fortunate to be connected by Andrew Brown (Organon PRIDE Network) to an anti-racism training session delivered by Em Lawton; a barrister and leading UK voice in Equity, Diversity and Inclusion from the Inclusive Group consultancy. 

As a man of dual white and black Caribbean heritage (ancestry from Britain, North-western Europe, and West Africa), I’ll be real, I was sceptical about what value the session would bring to my existing life experiences vs. larger benefit for other allies in the Organon London, UK office that might benefit from exposure Em’s lived experience. My assumptions were quickly proven to be misplaced.

Em’s presentation took us on a journey into how our words, action, and inaction can impact others. Em helpfully highlighted two similar but distinct concepts:  

Racism

Attitudes, beliefs and systems based on racial superiority and inferiority. Race-based prejudice, discrimination or hatred communicated at individual and systemic levels.

Racial Insensitivity

Not explicitly racist but still not great. Remarks and actions that are out of touch and uncomfortable and often not deliberately malicious.

What This Looks Like in The Workplace

“In London which is the most diverse city in the world, it just cannot be that our talent all looks the same” - Em Lawton

The negatives of racist behaviours and insensitivity from microaggressions to active exclusion can vary widely from subtle to explicit. Recruitment barriers like language used in job descriptions and ‘cultural fit’ preferred during CV screening and interview stages can lead to overlooked talent. This impacts results, cultivates groupthink, and ultimately affects the bottom line.

Awareness of conversation timing and context when approaching individuals whose culture you’re not familiar with or you have assumptions of can unknowingly put those on the receiving end in uncomfortable or inappropriate situations.

There are also important considerations around equity with progression opportunities, avoiding the pitfalls of tokenism and positive discrimination, but balancing this by working towards a level of representation that offers visibility of talented role models that prove to ambitious professionals from non-traditional backgrounds that there is a pathway to that position for people that look like them, share their culture and show them that their diverse perspective will be valued at the organisation.

Allyship, Advocacy and Intervention

What can we do day to day in our organisations to make sure we’re supporting those that may make up the minority or marginalised in our working settings to avoid unfair, inferior treatment? It starts with what might seem like basic relationship skills: 

• Remembering name pronunciation

• Giving eye contact

• Paying attention to someone talking

• Demonstrating positive body language and facial expressions

• Taking a genuine interest

How can we create truly inclusive, psychologically safe spaces and act as proactive, genuine allies for our marginalised colleagues? 

• Recognising the achievements of others

• Giving credit to someone else's idea

• Asking others for their opinion

• Asking open questions

• Calling out interruptions and asking the person who was speaking to continue

Why I Care

 I take great pride in aiming to exceed expectations vs. first impressions. But have recently empathised with writing such as Raphael Sofoluke & Opeyemi Sofoluke’s book ‘Twice as Hard’, that describes a fear of inadequacy in a culture that I might not perfectly fit into based on my looks and upbringing. 

I have had the privilege of an education and career involving many supportive advocates that have valued my qualities and enabled access to some amazing opportunities; but after Em’s eye-opening presentation I am inspired to take an active, not passive, role in ‘giving it back’ to support those from underrepresented communities.

I hope that you’ll be open to joining me in advocating for allyship.

This meeting was sponsored in support of UK Black History Month by myGwork - LGBTQ+ professionals & allies , a business community platform for LGBTQ+ professionals, graduates, and inclusive employers that empowers communities through a safe space where to connect. It was held at the London Swiss RE offices in 30 St Mary Axe (known affectionately as the ‘Gherkin’).