Tech leaders, here's how to boost allyship in your workplace:
- Learn about diversity
- Listen carefully
- Support minority voices
- Create fair policies
- Set a good example
- Hold people accountable
Why it matters:
- Sparks innovation and boosts performance
- Attracts and keeps top talent
- Makes work better for everyone
Fact: Companies with 30% female leaders see 15% more profit.
Quick guide to get started:
| Action | How to do it | Impact |
|---|---|---|
| Self-educate | Read books, attend workshops | Better grasp of diversity issues |
| Amplify voices | Share ideas from underrepresented team members | More diverse viewpoints heard |
| Mentor | Guide minority colleagues | Career growth for underrepresented groups |
| Review policies | Check hiring practices for bias | Fairer workplace for all |
Remember: Allyship is ongoing. Start small, but start now.
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Allyship basics for tech leaders
Tech leaders: you're key to creating diverse, inclusive workplaces. Let's dive into why allyship matters and how you can make a difference.
Supporting diversity at work
Forget just meeting quotas. Here's what you need to do:
- Use unbiased hiring practices
- Create inclusive policies
- Mentor underrepresented individuals
- Push for minority team members' career growth
Take Microsoft's approach: They're aiming to double their Black and African American senior staff by 2025. Plus, they launched the Microsoft Enabler Program to tackle racial injustice.
Obstacles for minority groups
Underrepresented folks in tech face some tough challenges:
- Unfair treatment (leading to high turnover)
- Few leadership roles
- Microaggressions and unconscious bias
Here's a sobering stat: 62% of Black workers and 42% of Hispanic workers say they've faced discrimination at work. This unfairness costs the tech industry over $16 billion each year in turnover. Ouch.
How allyship helps teams
Allyship isn't just nice - it's smart business:
- Boosts innovation and productivity
- Keeps employees happy and on board
- Sharpens problem-solving skills
- Better serves diverse customers
The numbers don't lie: McKinsey found diverse teams outperform homogeneous ones by up to 35%. And the Boston Consulting Group? They discovered companies with diverse management teams have 19% higher revenue from innovation.
"Creating a culture of diversity and inclusivity is crucial, but also creating a culture of allyship. Everyone should be an ally. We have to advocate for each other." - Heather Conneely, U.S. business lead at Facebook
Tech leaders, it's time to step up. Your actions can create a more inclusive, innovative, and successful industry for everyone.
Learn about diversity
Tech leaders, it's time to hit the books. Learning about diversity isn't a one-time thing—it's ongoing and crucial for fostering allyship in your org.
Keep learning
Why stay on top of diversity issues? The tech world moves fast, and so do the challenges faced by underrepresented groups. Staying informed helps you support your team and make real changes.
Here's a reality check: only 5% of tech roles are filled by Black and Latino candidates, despite them making up 18% of computer science grads. That's a gap we need to fix.
Tools for self-education
Want to expand your knowledge? Try these:
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Read diverse voices: Grab "So You Want to Talk About Race" by Ijeoma Oluo. It tackles privilege and microaggressions head-on.
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Attend local events: Join walking tours about diverse histories. In Portland? Check out tours on Vanport and Black communities on Mississippi Ave and Alberta Street.
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Use online resources: Try LinkedIn Learning's "Inclusive Tech: Breaking Bias in Tech" series.
Set up diversity training
Formal training can make a big impact. In fact, 82% of companies see it as the most critical part of their DEI practices.
Here's what to do:
1. Implement bias training
Run workshops to help your team spot and tackle unconscious bias. This can lead to fairer hiring and promotions.
2. Use new tech
Try VR training programs. They offer immersive experiences that boost empathy and understanding.
3. Create resource groups
Give everyone a voice. Set up groups where team members can share experiences and ideas.
2. Listen carefully
Tech leaders, it's time to up your listening game. Good listening builds trust and opens up communication in your team.
How to listen better
Want to be a better listener? Try this:
- Put away distractions
- Listen more, talk less (aim for 80% listening)
- Show you're engaged with eye contact and nods
- Ask questions that dig deeper
Make people feel heard
Your team needs to know you respect them. Here's how:
- Give your full attention
- Don't judge or jump in with advice
- Sum up what you heard
- Let silence happen
Handle concerns well
When minority groups speak up, listen up. Here's what to do:
1. Show you get it
2. Ask for details
3. Make a plan and act on it
4. Keep checking in
Listening isn't just about words. Watch for tone and body language too. As Cheri Beranek, Clearfield's CEO, says:
"Listening is the foundation for good leadership. It allows us to be more sensitive to employee needs and build better relationships."
3. Support minority voices
Tech leaders, it's time to amplify everyone's voice. Here's how:
Mix it up
Get diverse input in meetings and decisions:
- Ask the quiet folks
- Switch up who leads
- Use anonymous feedback for touchy subjects
Salesforce's "2+1" rule: For every two majority voices, one underrepresented voice must speak.
Give credit where it's due
Make sure everyone gets their props:
- Shout out contributions in team meetings
- Name-drop in project reports
- Start a peer recognition program
IBM's "Bravo" program lets employees give kudos to colleagues.
Mentor and support
Help minorities level up:
- Launch a mentorship program
- Match juniors with senior leaders
- Provide career development resources
Google's mentorship program rocks:
| Metric | Improvement |
|---|---|
| Promotion rate | 5x higher for mentees |
| Retention rate | 23% higher for mentees |
"Mentorship isn't just about career advice. It's a power-up for underrepresented folks." - Tim Cook, Apple CEO
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4. Create fair policies
Tech leaders, it's time to update your workplace rules. Here's how:
Improve hiring practices
To attract diverse candidates:
- Use neutral language in job ads
- Set clear criteria for each role
- Standardize interviews
Salesforce's Trailhead program boosted Black representation by 22% and Latinx by 33%.
Write inclusive policies
Make rules that support everyone:
- Simplify anti-harassment policies
- Offer 12+ weeks paid parental leave for all
- Create flexible work options
Microsoft's diversity program increased employee satisfaction by 20% and retention by 33%.
Measure diversity progress
Track your efforts:
| Metric | What to measure |
|---|---|
| Attrition | Employee loss by group |
| Performance | Ratings across demographics |
| Promotions | Rates by gender and race |
| Pay | Equity across similar roles |
Walmart shares promotion rates by race and gender in their yearly diversity report.
"DEI metrics allow organizations to identify disparities, measure progress, and drive meaningful change." - McKinsey & Company
5. Set a good example
As a tech leader, your actions matter. Here's how to show real allyship:
Practice allyship daily
Make it a habit:
- Use inclusive language in meetings
- Invite quiet team members to speak up
- Credit ideas from underrepresented colleagues
At Salesforce, CEO Marc Benioff regularly checks pay data to fix gender wage gaps.
Speak up against bias
When you spot unfair treatment:
1. Address it immediately
Don't let it slide. Speak up in the moment.
2. Explain the issue
Clearly state why the behavior isn't okay.
3. Seek solutions
Ask how to make things right.
Intel's "Warmline" lets employees report bias. In 2020, they solved 1,265 cases, boosting retention by 15%.
Share your learning journey
Be open about your allyship efforts:
| What to share | Why it matters |
|---|---|
| Mistakes | Shows you're human |
| New insights | Inspires growth |
| Challenges | Builds understanding |
Accenture's CEO, Julie Sweet, talks openly about improving leadership diversity. This led to 2% more women executives in just one year.
"Shift from 'get' to 'give,' and allyship becomes second nature." - Earl Newsome, CIO at Cummins
6. Hold people accountable
To make allyship stick, tech leaders need to set standards and recognize those who step up. Here's how:
Set clear expectations
Define what allyship looks like in your company:
- List specific allyship behaviors
- Include these in job descriptions and reviews
- Share good allyship examples in team meetings
Nasdaq's Board Diversity Rule is a great example. It requires companies to:
- Share board-level diversity stats publicly
- Have at least two diverse directors
This sets a clear bar for diversity at the top.
Ask for feedback
Get input on your allyship efforts:
- Run anonymous surveys
- Hold "listening sessions" with underrepresented groups
- Use 360-degree feedback for leaders
| Method | Measures |
|---|---|
| Anonymous surveys | Team sentiment |
| Listening sessions | Specific concerns |
| 360-degree feedback | Leaders' inclusive actions |
Reward good allies
Recognize employees who show strong allyship:
- Highlight allies in company communications
- Offer special projects to active allies
- Include allyship in promotion criteria
"Policies, processes, and behavior changes across the entire organization are important, but systemic changes are still needed to see the type of progress that we all hope for." - Bridgette Scales, Senior Director of Diversity Best Practices
Remember: Actions speak louder than words. Make sure your allyship efforts lead to real change.
Conclusion
Tech leaders can make a big impact on allyship. Here's a quick recap of 6 ways to do it:
- Learn about diversity
- Listen carefully
- Support minority voices
- Create fair policies
- Set a good example
- Hold people accountable
These steps are key to a more inclusive tech workplace.
Allyship isn't a one-and-done deal. It's an ongoing process. Earl Newsome, CIO at Cummins, puts it well:
"If you move from 'get' to 'give,' allyship can become a daily practice."
This shift in thinking makes allyship a natural part of work life.
Ready to start? Here's a quick guide:
| Action | How to do it | Impact |
|---|---|---|
| Self-educate | Read books, attend workshops | Better grasp of diversity issues |
| Amplify voices | Share ideas from underrepresented team members | More diverse viewpoints heard |
| Mentor | Guide minority colleagues | Career growth for underrepresented groups |
| Review policies | Check hiring practices for bias | Fairer workplace for all |
Small steps can lead to big changes. As Christine from WWT's Women's Employee Resource Group says:
"Every action is a step in the right direction so let's work together to normalize allyship."
The time to act is now. What will you do today to be a better ally?
FAQs
What is allyship training?
Allyship training helps create inclusive workplaces. It's not just about adding rules to a handbook. It's about giving employees real tools to fight bias and support their coworkers.
Here's what you'll typically learn:
| Topic | Description |
|---|---|
| Bias awareness | Spotting and addressing unconscious bias |
| Active listening | Hearing marginalized voices |
| Advocacy skills | Speaking up for underrepresented colleagues |
| Inclusive language | Using welcoming words |
| Conflict resolution | Handling tough diversity talks |
Dr. Victoria Mattingly, CEO of a DEI consulting firm, says:
"Allyship training equips employees with knowledge, skills, tools, resources, and confidence to end prejudice and unconscious bias at work."
Training can be:
- Workshops
- Online courses
- Role-playing
- Webinars
The goal? Help employees build empathy, tackle bias, and create a better work environment for everyone.