Are You An Active Or Performative Ally?

Allyship is about supporting people who are different from yourself. The difference in question could be skin color, ethnicity, gender identity, LGBTQ+, ability or disability that differs from your own identities, along with other factors like age, class or neurodiversity. Acknowledging differences is the easy part; the challenge is when allyship is a performance. Performative allyship is showing up when it is convenient and self-serving. This could be due to various reasons from news-cycle activity to prioritizing one’s own ego above the needs of others. In contrast, active allyship is a consistent, intentional approach of supporting others over time.

In my interview with Dr. Poornima Luthra, associate professor at the Copenhagen Business School and the founder and CEO of TalentED Consultancy, she defined allyship as a verb, meaning “a lifelong process of building and nurturing supportive relationships with under-represented, marginalized or discriminated individuals or groups with the aim of advancing inclusion.”

Being a global citizen fluent in multiple languages, Luthra also found that allyship cannot be easily translated from English into other languages. It often takes many words to describe the idea of allyship. Despite this, and the perception that diversity, equity and inclusion (DEI) is an American issue, Luthra argues for a “glocal” approach—taking global themes to a local level. Instead of framing DEI entirely in English-translated words, take global themes and apply them to local culture.

There is more in common with allyship behaviors around the world than people realize. While a cultural lens is key to understanding the nuances of diversity, Luthra found a common set of behaviors in which allies globally engage.

What Do Active Allies Do Differently?

Allies show up consistently and intentionally. Luthra’s research, presented in her book The Art of Active Allyship, found seven allyship behaviors:

1. Deep curiosity
2. Honest introspection
3. Humble acknowledgement
4. Empathetic engagement
5. Authentic conversations
6. Vulnerable interactions
7. Courageous responsibilities

How Do You Measure Allyship?

Research shows that people tend to overestimate their allyship skills. Seventy-seven percent of people think they are being active allies, yet only 10% of women of color cite being sufficiently mentored and/or sponsored. To better assess yourself as an active ally, Luthra recommends the knowledge, attitude and behavior (KAB) framework. Consider some of these assessment questions as a starting point to assess knowledge, attitude and behavior for yourself and your organization:

Knowledge

• I have a deep understanding of DEI.
• I have a good command of DEI vocabulary and feel comfortable using it.
• I keep myself well-informed of the latest developments in the area of DEI, locally and globally, through books, articles and reports.

Attitude

• I believe in the value of diversity and that being inclusive is the right thing to do.
• I have a positive mindset towards being aware of my own biases and privileges.
• I believe in the power of having a set of colleagues with whom I can check my biases.

Behavior

• I actively speak about the benefits of DEI.
• I call out biases and microaggressions using respectful questioning.
• I engage frequently in open and hostile dialogues about DEI with those around me.

What’s Holding People Back from Being Better Allies?

Change can be hard for humans. It requires some risk, and the fear of saying or doing something non-inclusive often prevents aspiring allies from being more active. To practice active allyship, unpack your fears:

• Is it about fearing irrelevance?
• Do you worry about rooting against yourself, or not being as promotable or hirable (if you are in the dominant group)?
• Is there a fear of the zero-sum game (they win, you lose)?
• Do you fear not getting it right?

Flip the fear into an opportunity. When fears come up, instead reflect on:

• What if nothing changes?
• What is the risk of maintaining the status quo?
• How does allyship help me be a better ancestor to future generations?
• What is the worst that could happen?

To ensure you are being an active ally rather than a performative one, consider assessing the seven behaviors of allyship. Measure them over time as a team with the expectation that leaders will get better, and address the fears of other allies entering the DEI conversation.