Not the Only One is a website that allows people to search over 10,400 Diversity, Equity and Inclusion articles, stories and quotes. If you don't enter in a search there are 9 items randomly selected to get you started.
Please note that many stories in the database are triggering. This is not an easy website to view.
Kydia Music: "Being rude at someone for the …" - disabled.social
Being rude at someone for the (usually) honest mistake of failing to provide Alt Text on an image is UNACCEPTABLE. But someone simply requesting/reminding you to provide Alt Text is not them being rude or passive-aggressive or “performative allyship.” 🧵 1/
How to be an ally in the workplace: 13 ways to do it |
Many trainings and articles about microaggressions focus on how you can intervene in the moment, which is a crucial part of allyship. But in addition to intervening, there are other important ways to support people who experience microaggressions, systemic inequities and other barriers to opportunity — and one way is through microafffirmations. In contrast to microaggressions, microaffirmations are little ways that you can affirm someone’s identity; recognize and validate their experience and expertise; build confidence; develop trust; foster belonging; and support someone in their career....
How to Foster an Ally Culture in the Workplace | BCG
Strong policies and programs that support DEI across the career lifecycle, from recruitment to retention and advancement, are critical to dismantling these systemic challenges. But, BCG’s research shows that in addition to these structural programs, a culture of allyship is required to foster inclusion. A study of over 5,000 Canadians finds that women, the LGBTQ2+ community, and Black, Indigenous, and People of Colour (BIPOC) employees who have allies at work are 1.6 times less likely to perceive obstacles in their day-to-day environment and twice as likely to say their workplace is bias-fr...
Allyship in the Workplace: Ultimate Guide
Moreover, allyship is an ongoing commitment. This practice requires continuous education and self-reflection to understand individual biases and privileges better. Allies should speak up in support of marginalized colleagues and also amplify their voices and experiences. By encouraging a culture of allyship in the workplace, organizations can foster greater diversity and inclusion. Ultimately, this environment creates a more productive and harmonious work environment where the whole team can thrive.
Here’s what a good LGBTQ ally looks like - Vox
In the end, being a good queer ally starts with stepping back and listening to the people you want to help. LGBTQ people know best how to liberate themselves. By truly centering their voices, non-queer folks can provide a form of allyship much more radical than “sunshine on the street at the parade” and choosing to “be GLAAD” instead of “mad,” as Swift says. Showing up where asked — whether to testify against the Trump administration’s transphobic policies or to bring awareness to Immigration and Customs Enforcement’s treatment of queer detainees — is the kind of support that has the power ...
What is allyship? A quick guide | Inclusive Employers
Allyship in the workplace is crucial for inclusion and equality. The most widely used definition comes from Nicole Asong Nfonoyim-Hara, the Director of the Diversity Programs at Mayo Clinic, she says “when a person of privilege works in solidarity and partnership with a marginalized group of people to help take down the systems that challenge that group’s basic rights, equal access, and ability to thrive in our society.”
BBC Radio 4 - Woman's Hour - How to be a good ally
“Allyship has to exist beyond the realms of social media,” says Danielle. “Tweeting #BlackLivesMatter or #MeToo isn’t enough. It starts small – calling out a derogatory term a family member might use, or bullying in the workplace.”
7 Powerful Lessons Learned About Allyship in the Workplace | InHerSight
Lesson #4: Make allyship part of your management philosophy. “Making sure in my role as a manager, to include everyone, and to encourage those who seem reluctant or hesitant to assert themselves to feel confident they can do that with everyone's support regardless of who they are, where they're from or how they identify themselves.” —Jeff Dworkin, Engineering Manager, INSHUR
Nine Tips for Being a Male Ally at Work
To address bias against women at work, and have brave conversations about topics such as equal pay and equitable hiring and promotion, men who hold positions of power—normally white, cisgendered men—need to use their influence, knowledge, and resources to support folks who identify as women, people of color, and marginalized communities. Allyship is important in making sure that everyone is not only invited to the table but is also heard, acknowledged, and recognized for their contributions. Being an ally is by no means easy. Would-be male allies may struggle to identify subtle forms of se...
Use allyship to support communities: Six ways to get started | UMN Extension
Natalie Ringsmuth is the executive director of UniteCloud, a St. Cloud-area organization that provides education to foster an empathetic community to stand up for one another, regardless of race, religion, gender, sexual orientation, abilities, or socioeconomic background. She recalls the negative impacts of jumping into action before educating herself: “The work of wanting to be an ally is an important part of moving out of indifference. Sometimes folks jump right into action before learning. And they do that in a way that is not sustainable.”
The Power of Allyship in the Workplace: An Expert’s Overview [2024 DEI Resources] | Diversity for Social Impact
Balancing Advocacy and Overstepping Sometimes, allies might unintentionally overstep or speak over the groups they aim to support. It’s like a well-intentioned but overbearing coach who dominates the game instead of letting the team play. Listening, understanding boundaries, and promoting the voices of marginalized groups can help maintain this delicate balance.
White women: of all marginalized groups in the US, we hold the most power, privilege, and proximity to white men.
White women: of all marginalized groups in the US, we hold the most power, privilege, and proximity to white men. We have benefitted the most from affirmative action and anti-discrimination laws passed by the Civil Rights movement. We hold the majority of #DEI roles in organizations. As wealthy, powerful white people demonize DEI, pass anti-DEI laws, and stoke white racism, we, white women, need to be on the frontlines, fighting back with all we have, organized and working together. #Allyship
mekka okereke :verified:: "It's 2024, and I'm still being…" - disabled.social
It's 2024, and I'm still being invited to speak on all men panels. AKA Manels. If I'm invited to speak on an all men panel, or present on stage with all men presenters, the answer is no. If I say "Yes I'll join!" but you only have 1 woman on the panel, and she has to drop out last minute, then I drop out last minute too. If you say "We looked, but we couldn't find any women!" then I will look for you, and find a woman. If there aren't enough spaces to add her, then she can take my spot. #Allyship
BarbChamberlain 🚶🏻♀️🚴🏻♀️: "@oldladyplays @mekkaokereke Sa…" - disabled.social
Same policy here, as a white woman who gets asked to speak pretty often because I'm semi-unique in the role I have in my industry. At every conference I make a point of meeting people who may be speakers to suggest in my place (with their permission) who bring lived experience I don't have. Which means I have great conversations at conferences. #Allyship
Dr. Monica Cox en X: "Instead of showing me your diversity statement, show me your hiring data, your discrimination claim stats, your salary tables, your retention numbers, your diversity policies, and your leaders’ public actions against racism. End performative allyship. https://t.co/BbtcHa5RpB" / X
Instead of showing me your diversity statement, show me your hiring data, your discrimination claim stats, your salary tables, your retention numbers, your diversity policies, and your leaders’ public actions against racism. End performative allyship.
Strategies That Male Allies Use to Advance Women in the Workplace - Susan R. Madsen, April Townsend, Robbyn T. Scribner, 2020
Top responses included developmental relationships, human resource (HR) processes, leadership development, recognition (both public and private), treating women as equals, and challenging sexist behavior. Some differences existed between perceptions of men and women in terms of the most critical ally behaviors. #Allyship
Church of Jeff: "The BEST use of White Privileg…" - disabled.social
The BEST use of White Privilege is using that privilege to AMPLIFY the voices of non-privileged people and providing PROTECTION by standing IN FRONT. #Allyship
Tzip: "Why does it feel like every so…" - disabled.social
Why does it feel like every social justice movement ends up being weaponized against the very people it was created to fight for? … Performative allyship. Think about how corporations use social justice movements as opportunities to posture to the people they hurt the most— the same people they discriminate against for employment, the same people that are underrepresented in higher ups at these companies. This only serves to reinforce power structures as they currently exist.
MarcellaBrasset
Allyship isn’t an identity. It’s a life long commitment to anti-racism. What is your practise of anti-racism? Tell me about your allyship tactics. I need to feel some hope right now. 💪🏽🙏🏽 #allyship #RacismInAustralia
The real test of allyship is not whether you stand by us when it's easy, but whether you continue to do so when the situation gets difficult and uncomfortable. That's when the true depth of your actual support and allyship is measured.
As a minoritised NHS mgr I'm often dependent on white senior mgrs to make space for me, especially in majority white group settings. That isn't translating/repeating/justifying what I say. Its making sure I'm able to talk & that people listen. That's REAL allyship #allyship
Allyship is conditional, that's the problem with it. 'Allies' will only ever support to the extent of their own values, interests and positionality. Understanding that can be a journey for people who claim to be allies. When they do they can offer a great deal more support.
I've learned that self advocacy is a privilege. Often times the necessity of good communication skills, time, resources, and education are needed. These tools are not always inclusive to individuals with disabilities. This is why allyship is so vital for disability empowerment.
None of those Black dudes left the Vigilance Committee. They weren't even mad. Because they understood the limits of white allyship. The Black folks knew white allies would only go so far to fight for Black people's freedom--even in the name of White Jesus.
They are offered by historians as an example of white allyship. William Lloyd Garrison may be the most famous white abolitionist EVER. They supposedly opposed slavery on the grounds of Christian ideals. But when push came to shove, they only went so far.
I love how white ALP folks are performing allyship RN by hounding Aboriginal people RE: their support, or lack thereof, of the Uluru Statement. Granted, this has hounding has been fuelled by the actions some Black men, one of which is somewhat questionable for many reasons 1/2
