Allyship in the workplace: supporting LGBTQ+ colleagues

Allyship is a critical component of creating an inclusive and supportive workplace. For LGBTQ+ colleagues, knowing they have allies can make a significant difference in their experience at work, contributing to a more positive and productive environment. Allies help advocate for and support LGBTQ+ individuals, ensuring their voices are heard and respected.

What is allyship?

Allyship involves actively supporting and standing up for the rights and wellbeing of LGBTQ+ colleagues. It goes beyond passive acceptance and requires a commitment to understanding the challenges faced by the LGBTQ+ community. Crucially, it recognises that those from underrepresented groups, such as the LGBTQ+ community, shouldn't have to spend their time and energy educating others. Instead, allies take on the responsibility of learning and advocating, lightening the load for LGBTQ+ individuals.

Ways you can be an effective LGBTQ+ ally

1. Educate yourself – It is important to take the initiative to learn about LGBTQ+ issues, terminology, and the unique challenges faced by the community. Resources such as books, articles, and online courses can provide valuable insights and help you become more informed.
    
2. Listen and learn – Try spending some time to listen to the experiences and perspectives of LGBTQ+ colleagues with an open mind and without judgment. This helps build understanding and empathy, allowing you to support them better.
    
3. Speak up – Challenge discriminatory remarks, jokes, or behaviours when you encounter them. Speaking up against bias and prejudice demonstrates your commitment to creating a respectful and inclusive workplace.
    
4. Use inclusive language – Ensure your language is inclusive and respectful of all gender identities and sexual orientations. Use a person’s correct pronouns and avoid assumptions about someone’s partner or family structure.
    
5. Support LGBTQ+ initiatives – Get involved in LGBTQ+ employee networks, events, and initiatives within your organisation. Your participation shows solidarity and helps amplify the efforts to promote inclusivity.
    
6. Advocate for inclusive policies – Advocate for workplace policies that protect and support LGBTQ+ employees, such as anti-discrimination policies, inclusive healthcare benefits, and employee policies (such as maternity/adoption/surrogacy leave), and diversity training programmes.
    
7. Create a safe space – Foster an environment where LGBTQ+ colleagues feel safe and valued. Be approachable, offer support, and ensure that everyone feels comfortable being their authentic selves at work.
    
8. Mentorship and training programmes – Implement mentorship programs pairing LGBTQ+ staff with allies, organise workshops, and hold training sessions to educate employees about LGBTQ+ issues and foster a culture of inclusion. These efforts can lead to tangible improvements in the workplace environment, making it more welcoming and supportive for all employees. By celebrating these examples of allyship, you can inspire others to take similar steps in their own teams and departments.

Supporting PR professionals

For public relations professionals, effective allyship can enhance communication strategies, build stronger relationships with diverse audiences, and improve an organisations public image. The Chartered Institute of Public Relations (CIPR) offers all members free access to equality, diversity, and inclusion (EDI) training, including a module on allyship. This training equips PR professionals with the knowledge and skills needed to advocate for and support LGBTQ+ colleagues (and others from protected characteristic), further promoting an inclusive workplace culture.

The impact of allyship

When allies actively support LGBTQ+ colleagues, the benefits can be far-reaching. An inclusive workplace leads to higher employee satisfaction, improved morale, and greater collaboration. Moreover, it helps attract and retain diverse talent, enhancing the organisations overall performance and reputation.

Importantly, allyship also ensures that the burden of education and advocacy doesn’t fall solely on the shoulders of those who are already navigating the challenges of being part of an underrepresented group. The LGBTQ+ community does not need heterosexual or cisgender people to “save” them from discrimination, but to work with them to call out and stop anyone suffering from abuse because of how they identify, or who they choose to love.

In summary allyship is not a one-time act but an ongoing commitment to supporting and advocating for LGBTQ+ colleagues. By educating ourselves, speaking up against discrimination, and fostering inclusive environments, we can make a significant difference in the lives of our LGBTQ+ colleagues by walking alongside them. 

Remember, allyship is a continuous journey, not a destination. By remaining committed to learning, speaking out against discrimination, and fostering inclusive environments, we can contribute to a workplace where everyone feels valued and respected. 

James Sharp is a Chartered PR professional and senior communications manager for NHS Mid and South Essex. He is also co-chair of CIPR East Anglia and one of the institute’s EDI champions.