How can you promote allyship and advocacy in the workplace?

I can vouch for the profound impact of having a personal ‘team charter’ or core values that transcend a company’s overarching values. For me, ‘trust’ and ‘respect’ are two non-negotiable and form the bedrock of my leadership philosophy. 1)Equal Respect for each member, regardless of the job titles or seniority. 2)Creating an environment of Trust where team members feel safe sharing their ideas, opinions, concerns & where everyone is confident that someone will always have their back if they falter. My sincere advice to all aspiring leaders is to unearth their own unique values, that resonate with their core beliefs, and unite their teams around those principles. It transforms a diverse group of individuals into a united and empowered team.

Defining the essence of being an ally encompasses not just an overt declaration but an active, ongoing dedication to creating a safe and welcoming space while actively advocating for others.It's about ensuring that everyone has a seat at the table and that their voices are not only heard but valued.It's about standing up for others even when they are absent, championing their causes, and confronting any injustices or biases that may arise. Being an ally is about more than speaking for others; it's about providing the tools and capacity for individuals to champion their own causes. It involves fostering an organizational culture through capacity building where individuals are equipped to raise their voices and advocate for themselves.

This is an absolutely critical part for any form of leadership, not just in business but also in any other group of people. Often people do their best to be a great leader but still struggle to achieve the synergy in team. Here's why: We look for the problem in the macro, however, in the micro, if you & the team are not genuinely passionate about the cause or purpose of the organization, there's no chance for the team to succeed. If I'm passionate about growing my client's businesses, I'll naturally find the right talent for my team who is equally excited to be a part of the process. Instead of sharing values, it's much better to find people having same values and build your team from there. You achieve success 3x faster 🚀

To promote allyship and advocacy in the workplace: Educate employees on diversity and inclusion. Encourage open dialogue and active listening. Establish mentorship and sponsorship programs. Celebrate diversity and lead by example. Encourage employees to become advocates. Provide advocacy resources and training. Foster an inclusive, empowering environment.

Defining your values is a foundational step in promoting allyship and advocacy in the workplace. By clearly articulating your organization's commitment to diversity, equity, and inclusion, you set the tone for others to follow. Communicate these values through company policies, training programs, and leadership support, and ensure they align with actions and decisions at all levels of the organization. This provides a framework for employees to understand and engage in allyship and advocacy efforts, fostering a more inclusive and supportive work environment

In my experience, nothing like sharing personal experiences and perspectives when it comes to promoting allyship and advocacy. Listen, listen and listen. Give room for people to speak, they will share their own stories.

This is such an important point, but equally important to remember that it is not the job of the people within these groups to inform us. Very important to do your own research, encourage others to do the same, provide proper training sessions and resources. If ERGs or members of your company are providing this - make sure you are acknowledging this with the payment for the time and the service.

Everybody's gotta be on the same page. Think of it like a prenup for your work relationships. Lay it all out, what you stand for, what you won't tolerate, and how you're gonna handle things when shit hits the fan. Caly and Ibrahim are spot-on. Cal talks about 'trust' and 'respect' being non-negotiables. That's the bedrock. If you don't trust your teammates, you're not gonna get far. And respect isn't just for the big shots; it's for every last person in the room. Ibrahim mentions shared values, and yeah, that's key. You've got to have a team that's aligned from the get-go, so you're not trying to herd cats later on.

One thing I've found helpful is leveraging platforms like podcasts to dive deeper into these topics. On my Cyber Mindful podcast show, we aim to highlight diverse perspectives within the cybersecurity community and Transformational Leaders. While we've not yet explored the intersection of cybersecurity and diversity directly, this conversation emphasizes the importance of doing so. By broadening the mediums through which we learn and engage, we can foster a more inclusive and informed community. I'll certainly be seeking out voices that can share insights on this intersection for future episodes. 🎙️ #CyberMindful #InclusivityInTech #Cybersecurity #LatinasinCyber

Educating yourself and educating others is fundamental part of allyship. You also must be willing to unlearn biases, misconceptions and prejudices.

Educating yourself is a no-brainer. Do your homework. You wouldn't run a marathon without training, so why would you think you can navigate complex social issues without preparing? Get books, listen to podcasts, bring in experts. Make ignorance your enemy. Make education an ongoing, built-in part of your workweek. Set aside an hour every Friday for a "Learning Lunch." Rotate who picks the material. One week, it's a podcast episode; next week, it's an article, then maybe a TED talk. This is not optional; it's part of the job. This way, everyone's invested and you keep the ball rolling.

While listening is critical for allyship and advocacy, it's often challenging because many people are conditioned to prioritize speaking, viewing conversations as opportunities to assert their own views rather than understand others'. This mindset can stem from a desire to appear competent or a fear of vulnerability, hindering genuine dialogue and inhibiting collective growth.

An example I've seen is at an entrepreneurship event. A young founder felt overshadowed while discussing her eco-friendly product. Sensing this, the moderator, a seasoned entrepreneur, gave her an unscripted platform to showcase her startup's value. This act boosted her confidence, and her innovative idea resonated with attendees, sparking potential collaborations. This moment underlined the power of allyship and the importance of valuing diverse perspectives in business whether it is for a small businesses or corporate. How have you seen allyship impact your professional world?

Listen. Don't assume Everyone's journey is different. It is important to understand and support. More often ask the person. Its ok to make mistakes. Just apologies and move on. Especially when you are using pronouns.

Listening is a skill far too few people have. Too many listen only to respond and have their voice heard rather than listen to understand. Each moment is an opportunity to learn and grow, and yet we somehow get caught up in the moment (ourselves, our goals, our deadlines, whatever) and that moment passes and the opportunity lost. We need to learn to listen to understand, and then to think and hear our thoughts before we respond.

It is important to show up, stand up and speak up for the under recognized communities. Be their voice when they are not present. Don't be a bystander.

The tipping point between passive agreement and active allyship; it transitions you from being a spectator to an advocate. By challenging discriminatory behavior and systemic barriers, you not only contribute to a fairer workplace but also empower marginalized voices, making advocacy a shared responsibility that enriches the collective environment.

In the past, I was someone who habitually avoided conflict, often suppressing my own voice in the process. However, I realized the importance of standing up for others and speaking against injustices. Here's how I overcame those tendencies and found my voice: Self-awareness: I identified and addressed the fears that held me back. Support System: Aligning with allies who shared my values gave me strength. Start Small: I began expressing opinions in low-stakes settings, gradually building confidence. The journey to finding one's voice is deeply personal, but by taking deliberate steps, it's entirely possible to evolve from a place of silence to one of advocacy. What steps have you taken to find your voice?

This is where the rubber meets the road. You see something wrong? Call it out. Silence is complicity. No one's gonna hand you a medal for being a decent human, but if you don't act, you're part of the problem. Develop a straightforward protocol for reporting incidents that violate your values or ethics. This could be as simple as having a dedicated Slack channel or an anonymous tip box. The key? Follow up on every damn report. If people see action, they'll feel empowered to speak up more.

So important, listening along, or laughing awkwardly doesn’t help anyone. Can you put the question back on them? Ask them to consider different perspectives? Help educate? Know that that wasn’t an okay comment to make? Ultimately policies in a company should allow for whistleblowing to anonymously name anyone doing this, and have a process to deal with it.

Look, if you're trying to row across the ocean, you're better off with a team. Find those who share your goals and work with them. You're gonna get a lot farther with some help. Identify other departments, teams, or even companies with similar goals. Set up quarterly meetings to share best practices, resources, and maybe even cross-train team members. It's not just you against the world; there's a whole community out there that can lift you up if you're willing to collaborate.

Everyone screws up. What separates the leaders from the pack is how they handle those screw-ups. Learn, adapt, and do better next time. Keep the ego in check and listen to the feedback, even when it stings. Annual reviews? Nah, too infrequent. Make it a quarterly mini-review focused solely on allyship and advocacy. Get peer feedback in addition to managerial. Be transparent about the results. And create a simple but effective roadmap for each team member, outlining what they're doing well and where they can level up.

Yes, yes, yes. If change isn’t being made, we won’t accomplish anything, and with that are bound to come mistakes. BUT can we gather feedback before we make the mistakes - and is that feedback coming from as diverse a group as possible, so the range of thoughts is as varied as possible. If someone isn’t at the table, a mistake is much more likely to be made - so get everyone around the table.

Establishing a formidable 'Union' rooted in the principles of international law and governance, is a resolute step towards advancing Allyship and Advocacy. This remains especially crucial during times of global political strife and world affairs. These unions shall stand as unbiased pillars, abiding by Humanitarian organizations such as Amnesty International, United Nations, and Human Rights Watch. For example, we can draw from the lessons of South Africa's Apartheid to the harrowing war crimes of Bosnia, Rwanda, Timor, Sudan, and the ongoing Palestinian Genocide. The union, therefore, ensures preserving employee’s fundamental human right to 'Freedom of Speech,' enshrined in the Bill of Rights or the Charter of Rights & Freedom.