The #BlackLivesMatter movement has cast under the spotlight the role of ‘ally’ in the fight against racism. What more can we do as coaches, mentors and coaching supervisors, and the profession, to be allies?

Understanding that systemic racism goes beyond police brutality, speaking up against racism in the workplace and supporting black colleagues, targeting racism in education, and via petitions and political engagement: these are four ways to be an ally, according to an article by the World Economic Forum (WEF; Shakour, 19 June).

In addition to “just listening”, a first step allies can take is to speak up and be supportive in the workplace of BAME or BIPOC (black, indigenous and people of colour) employees.

Next steps might include developing diversity and inclusion teams, promoting mentoring opportunities and encouraging resource groups to connect on experiences and find ways to address racism, according to the WEF article. It highlights a Glassdoor survey which found three out of five workers in the US had seen or experienced discrimination at work, and that although this can be overt, it is often micro-aggressions. The WEF article also urges would-be allies to educate themselves better to understand black colleagues’ perspectives (see Resources).

CIPD chief executive Peter Cheese recently called on businesses to stamp out prejudice in their organisations. The CIPD urged the adoption of four key principles: clarify the organisation’s stance and values; communicate their messages consistently and ensure that communication is two way; connect their people by talking openly, creating an environment of respect and safety, and to share experiences and learn from each other, and commit to sustained action, visible leadership and a willingness to change.

Ernest Owens, a 28-year-old black journalist recently questioned the concept of allyship. Quoted in the New York Times (Associated Press, 13 June), he said: “I really don’t think allies and the self grandeur is useful for conversations around racial change.”

He is reported as saying that while many have good intentions, true allyship – supporting black businesses, deeply exploring personal bias and ferreting out ways that white privilege contributes to persistent racism — must happen in order to genuinely stand in solidarity with the marginalised and oppressed. This requires more empathy and compassion, more accountability and a more humble approach, he said.

 

References and resources

  • Dear White People: Being an Ally isn’t Always What you Think, Associated Press/New York Times: https://nyti.ms/2NiOXkx
  • S Shakour, 4 Ways to be an Ally in the Fight Against Racism, World Economic Forum, 19 June: https://bit.ly/37NIKqg
  • Harvard University’s Project Implicit helps reveal where your unconscious biases lie, including around race: https://bit.ly/3hYBEnE
  • 18 books on white privilege: https://bit.ly/2YRfGdo
  • R Eddo-Lodge, Why I’m no Longer Talking to White People about Race, London: Bloomsbury, 2018
  • R DiAngelo, White Fragility: Why it’s so Hard for White People to Talk about Racism, London: Penguin, 2019
  • See Rita Symons’ #BlackLivesMatter opinion

 

Have your say

#BlackLivesMatter What more can we do as #coaches, #mentors and #coachingsupervisors to fight against #racism? How can we use our core skills to contribute, to collaborate, to call out, and to call in? #silenceiscollusion