Some straight, cisgender individuals perceive themselves as allies to the LGBTQ+ community, often signifying this through visual cues in their workspace or personal effects. However, the perception of these individuals as allies by LGBTQ+ people remains uncertain. Let us decode more about allyship at work, the challenges and the ways to improve.
Workplace discrimination and exclusion remain significant challenges for many workers who identify as lesbian, gay, bisexual, transgender, or queer (LGBTQ+) and for other gender/sexual orientation minorities. These findings indicate that significant progress is needed before the standard workplace becomes fully inclusive for LGBTQ+ employees. Until then, organisations risk losing talented individuals.
A 2018 survey by the Human Rights Campaign Foundation found that 46% of LGBTQ+ workers reported being closeted at work. 20% reported searching for a different job because their workplace was unwelcoming to LGBTQ+ individuals.
Investigation into determinants of allyship at work
There are insights based on studies by Jacquelin M. Chen and Samantha Joel, which included thousands of LGBTQ+-identified participants across the United States. Chen and Samantha Joel aim to understand the causes and effects of allyship and how LGBTQ+ individuals determine whether someone is an ally.
Defining allyship from LGBTQ+ perspectives
The first step involved understanding how LGBTQ+ individuals define allyship without introducing bias. LGBTQ+-identified participants provided written descriptions of what it means to be a good ally.
Analysis of these responses identified three core components of allyship:
- Being Accepting
- Taking action, and
- Having humility
Measuring perceived allyship and its implications
A scale measures how LGBTQ+ people perceive others’ allyship. Studies used this scale to examine the implications of allyship on LGBTQ+ individuals’ well-being and the quality of their relationships with allies. The findings provided insights into how to be an excellent ally to LGBTQ+ colleagues beyond merely performing allyship.
Importance of acceptance in allyship at work
As an ally, one must demonstrate acceptance and validation of LGBTQ+ individuals’ gender and/or sexual identities. According to the allyship scale, individuals rated as advocating for equal rights and fair treatment score highly on acceptance. Although foundational, acceptance alone is not sufficient for effective allyship.
Interaction of acceptance and action in perceived allyship
An experiment involving a hypothetical news article on same-sex adoption rights illustrated that acceptance must be paired with action to be considered true allyship. Participants judged individuals based on their acceptance of same-sex adoption and their actions (e.g., signing a petition supporting same-sex adoption rights). The findings indicated that high acceptance coupled with high action constitutes the best allyship.
Taking action to improve LGBTQ+ inclusivity
Taking action involves active efforts to improve the environment and oneself. High-action allies are those who speak out against discrimination and seek learning opportunities about LGBTQ+ issues. This proactive stance starts with self-education, requiring significant time, effort, and openness to challenging information.
Confronting interpersonal and systemic biases
Influential allies confront both interpersonal and systemic biases. Despite being challenging and potentially costly, taking action yields substantial rewards, significantly enhancing LGBTQ+ individuals’ well-being, including higher self-esteem, greater life satisfaction, and reduced stress.
Role of humility in allyship
Humility involves listening more than speaking about LGBTQ+ issues and focusing discussions away from oneself. True humility means learning from the LGBTQ+ community rather than engaging in performative allyship. Although slightly less frequently mentioned and rated as less critical than acceptance and action, humility still has a uniquely positive impact on LGBTQ+ individuals’ well-being.
Difficulty in self-assessing humility
Humility is more complex to self-assess than acceptance or action. Data from the roommate study revealed discrepancies between self-assessments and others’ perceptions of humility. Hence, allies should seek feedback to gauge their humility accurately.
Benefits of genuine allyship at work
LGBTQ+ individuals reported feeling closer to colleagues they perceived as good allies who positively influenced their well-being. Genuine allyship, encompassing acceptance, action, and humility, benefits both allies and those with marginalised gender or sexual identities, fostering more inclusive and supportive workplace environments.
Genuine allyship has mutual benefits.
It strengthens relationships within the workplace and contributes to a more inclusive and supportive environment for all employees. By bridging the gap between perception and practice, organisations can cultivate environments where LGBTQ+ employees feel valued, respected, and empowered. Embracing these principles of genuine allyship is essential for organisations aspiring to attract and retain diverse talent, ensuring a workplace culture that is truly inclusive and equitable.
The final thoughts on allyship at work
Despite efforts by some straight, cisgender individuals to signal allyship, findings reveal a critical gap between perceived and actual allyship by LGBTQ+ individuals. Through a rigorous investigation spanning four years and involving thousands of LGBTQ+-identified participants, the researchers identified three fundamental components of genuine allyship: acceptance, action, and humility.
Acceptance, while foundational, is insufficient without meaningful action that challenges biases and actively promotes inclusivity. Taking action, whether by speaking out against discrimination or educating oneself on LGBTQ+ issues, significantly enhances the well-being of LGBTQ+ individuals, fostering higher self-esteem, greater life satisfaction, and reduced stress levels.
Moreover, humility emerged as a crucial but often overlooked aspect of allyship, requiring genuine listening and learning from the LGBTQ+ community rather than performative gestures.
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content, which we define broadly to include media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
