Allyship in the workplace is a powerful way to foster inclusion, equity, and psychological safety. Allies use their influence and awareness to support marginalised or underrepresented colleagues. While allyship can look different depending on the context, here are some common and impactful types of allies:
The listener
This ally actively creates space for others to speak, especially voices that are often overlooked. They don’t assume or speak on behalf of others but instead validate experiences and ensure people feel heard.
The amplifier
Amplifiers use their voice and visibility to ensure others are recognised. If a colleague’s idea is overlooked, they repeat and attribute it clearly: “I’d like to go back to what Aisha said earlier—her point on customer feedback was crucial.” Amplifiers challenge invisibility and ensure that contributions aren’t erased or co-opted.
The advocate
Advocates actively push for equity. They use their influence to address systemic issues, question biased decisions, and support inclusive policies. If they see a colleague facing microaggressions or exclusion, they step in.
The learner
This ally recognises that allyship is a journey, not a destination. They regularly seek out knowledge, whether through reading, training, or listening to stories, without expecting others to educate them. They acknowledge their own blind spots and evolve from feedback.
The sponsor
Sponsors go beyond support and directly help advance careers. They open doors, recommend colleagues for promotions, and use their influence to elevate those from underrepresented groups.
The upstander
Upstanders call out harmful behaviour in the moment. Whether it’s an inappropriate joke, a biased assumption, or a microaggression, they step in respectfully but decisively. Their actions send a clear message that certain behaviours aren’t respectful to others in the workplace.