6 Ways Tech Leaders Can Foster Allyship

Tech leaders, here's how to boost allyship in your workplace:

1. Learn about diversity
2. Listen carefully
3. Support minority voices
4. Create fair policies
5. Set a good example
6. 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:

• Read diverse voices: Grab "So You Want to Talk About Race" by Ijeoma Oluo. It tackles privilege and microaggressions head-on.
• 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.
• 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:

1. Share board-level diversity stats publicly
2. 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:

1. Learn about diversity
2. Listen carefully
3. Support minority voices
4. Create fair policies
5. Set a good example
6. 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.