SWITCH’s Post

Good morning and happy hump day! Today, I am sharing this Forbes article because I truly believe allyship benefits everyone. For those not familiar with the term, Allyship is defined as supporting and advocating for people from marginalized groups (real and concrete actions!). It's an ongoing process that requires leaders to be involved and learn over time. Now that you know what allyship is, did you know that workplaces with strong allyship have happier, more productive employees and greater financial success? The article offers valuable insights on building an allyship program, including: - There's no one-size-fits-all approach: Allyship should be tailored to the specific needs of the organization and its people. - Successful allyship programs are strategic: They target leaders and decision-makers, and focus on building long-term commitment. - Focus on quality over quantity: Don't just measure participation in allyship events. Aim to get leaders and decision-makers actively involved. Consider a selective application process to ensure commitment. - Involve external experts: Don't try to develop everything yourself. Use resources from credible consultants and research to stay up-to-date. - Make allyship skills essential: Integrate allyship skills into regular training and development programs. These skills should be valued in promotions and decision-making processes. - Align allyship with organizational goals: Make allyship a core part of your Diversity, Equity, and Inclusion (DEI) efforts. Have a great day and get into action! #Diversity #Inclusion #Allyship

Collaboration is a cornerstone of success in today's work world, and it's even more powerful when it comes to allyship. 👐 According to this article, companies with strong allyship and inclusion see higher retention, better performance, and fewer feelings of exclusion. 🚀 Allyship means "supporting and advocating for people different from yourself." But many organizations struggle to turn allyship into real diversity, inclusive behavior, and improved business outcomes. 📊 A key point — the goal is to align allyship with a business imperative. 🔑 Check out the full article for details: https://lnkd.in/g5-uJdAs #Allyship #Inclusion #Diversity #WorkplaceSuccess #Leadership

In organizations where allyship and inclusion are well-rooted, employees are 50% less likely to leave, 56% more likely to improve their performance, and instances of employees feeling left out are reduced by 75% https://lnkd.in/eYgFQnr7 For allyship programs to be successful, there needs to be a consistent set of activities year-round beyond cultural celebrations or heritage months #leadership Forbes

Employees make decisions every day about whether to contribute to others—and their willingness to help is crucial to group and organizational effectiveness. But in a competitive, often zero-sum, world of work, generosity can be a dangerous path. How can leaders foster it without cutting into productivity, undermining fairness, and allowing employees to become doormats? The key, explains Wharton’s Adam Grant, is to help givers reach a more nuanced understanding of what generosity is and is not. They’ll be better positioned for sustainable giving when they can distinguish generosity from three attributes that often travel with it: timidity, availability, and empathy. Givers can overcome timidity, Grant says, by learning to act as agents—using “relational accounts” to advocate for others while negotiating for themselves. They can set boundaries on when, how, and whom to help. And they can strive to be perspective takers, not just empathizers, gathering knowledge about others that can lead to more-productive allocations of time that will benefit the organization as a whole.

This collective victory is built on the foundation of mutual respect, support, and shared objectives. #Leadership #Empowerment #Education #Innovation #Diversity #Inclusion #Community #AntonioTSmithJr #Visionary #Technology #Growth #PersonalDevelopment #SustainableSuccess #ContinuousLearning #Adaptability #MexitNews

This collective victory is built on the foundation of mutual respect, support, and shared objectives. #Leadership #Empowerment #Education #Innovation #Diversity #Inclusion #Community #AntonioTSmithJr #Visionary #Technology #Growth #PersonalDevelopment #SustainableSuccess #ContinuousLearning #Adaptability #MexitNews

A culturally responsive workplace is crucial in bringing out the best in your team. Culturally responsive leadership (CRL) is a framework that encompasses philosophies, practices, and policies that are adaptable and responsive to cultural diversity. Take a look at what this looks like in practice. https://loom.ly/KSF_NF4

So you've been practicing allyship at work??? 🛑 3 Signs Your Allyship Efforts are Well-Intentioned, but not Working... 🛑 1️⃣ Highlighting “Diversity Wins”... Without Addressing Inclusion Failures... Leaders often highlight when they’ve achieved diversity hiring goals. But if those employees don’t feel included, heard, or supported once they’re in the door, those wins are hollow at best. Inclusion is the backbone of true allyship. WARNING: Allyship is Uncomfortable by Design. 2️⃣ Mentoring Marginalized Employees�� But Only in Safe, Low-Risk Spaces... Many leaders offer mentorship/sponsorship but shy away from doing so when the stakes are "high". Allyship is about more than advice—it’s about using your influence to open doors and advocate for the advancement of others WARNING: Allyship is Inherently Risky. 3️⃣ Hosting “Diversity Days”… But Not Listening Daily... Leaders may host one-off diversity events, aspiring to fostering a culture of inclusive excellence. But if they’re not listening to AND acting on feedback from marginalized groups every day, those "diversity days" are in vain. WARNING: Allyship Requires Consistent Action 💡 Takeaway: Allyship is about consistent, intentional action—both in public and behind the scenes. How are you challenging yourself to be a better ally today? AND Remember: #WeRiseTogether Signed, #YourNeighborhoodHopeDealer P.S.-If You're looking for a speaker to help you train your team on using allyship as a strategic advantage book me for your next event: https://lnkd.in/gju3S4Wh #AllyshipInAction #InclusiveLeadership #WorkplaceCulture #DiversityAndInclusion #AmplifyAllyship

Reflecting on how we stay grounded in times of change, uncertainty and complexity. Staying true to our purpose (company and individual) is so key to blocking out the noise and distractions. More importantly, creating #bravespaces (not #safespaces because I don't believe any place is 100% safe) for your staff to have open, curious and respectful conversations can help your organization stay grounded. This article has other helpful tips about what leaders and employees can do to navigate more effectively. #leadership #inclusion #socialchange

I confess to, historically, being a little sceptical about the impact that allyship could have on DEI outcomes as well as company performance. But after challenging conversations with some seasoned practitioners in this area (thank you Darren Towers, Bryony Slatter (She/Her) Assoc CIPD, Jennifer Onofray, Ruth Ellway and Christopher Bannister-Bailey 🏳️🌈🏳️⚧️) along with some research and deep, deep thinking here at Becoming International, I have a different view. ☝ Allyship provides education, as an often unthreatening way to teach the unpalatable lessons on how to behave differently. ☝ Allyship equips people to be human, building the skills of vulnerability, psychological flexibility, and openness, making people better leaders. ☝ Allyship makes use of organisational power dynamics, that messy unspoken aspect of life in a company. So I am a convert to the impact allies and allyship can have...if used well! If you are curious, we are holding a ‘by invitation’ virtual Safe Space event for senior DEIB, talent and HR leaders, on 💡 Wednesday 26th June at 1pm (BST) to explore what it means to embrace the messiness of allyship. It will be an opportunity to network, get curious, ask questions and share ideas with leaders from across industries. It will explore what it will really take for allyship to drive change in the DEIB agenda.   If you are interested in attending, contact us at🔺 becoming@becoming.training And if you can't come along, check out our second article, which lays out a snippet of our thinking. #allyship #unapologeticlives #diversityandinclusion