TBN #55
Is your organization an ally or a partner?
Hey friend, let’s catch up…
I’ve spent the last couple of weeks conferencing (yes, it’s a verb!). One of the conferences I was most excited about was the University of Southern California (USC) Marshall Pride Spotlight Summit, USC’s inaugural LGBTQIA+ student-led conference. I had the opportunity to serve on a panel where I spoke about how organizations can serve as allies to LGBTQIA2S+ (lesbian, gay, bisexual, transgender, queer, intersex, asexual, two-spirit) community. However, in today’s society, many folks are moving away from the term ally and recommending different language like advocates or co-conspirators. While the terminology may be different, the sentiment is the same.
One of the things I shared was how to actually identify allyship within people and organizations. To better understand an ally’s purpose, is to go back to when many of us first heard about the term ally or alliance. For many of us, it was primary school where we learned about military alliances during times of war. Now you’re probably thinking this took a wild turn, but follow me for a few…
If you do a Google search for “military alliance” you will find in its simplest form, that a military ally is obligated to come to a nation’s defense regardless if they (the ally) are attacked directly. Based on this description, the relationship between an ally and a marginalized individual or group parallels the relationship within a military alliance. For those who seek to serve as allies to marginalized groups, you must see the issue as your own whether it impacts you directly or not. However, engaging in allyship work is not easy.
To take it a step further, the U.S. Department of Defense even defines the difference between an alliance and a partnership. Cliff notes version: alliances are formal and partnerships are informal yet strategic. In times like these where there are numerous inequitable outcomes for so many different communities, we need both allies and partners.
Given the expanding list of social issues (anti-racism efforts, LGBTQIA+ rights, reproductive rights, equal pay, etc.) it may be challenging for organizations to adequately position themselves as allies to every group and issue. At the least, organizations can be strategic partners.
Basics of Being a Strategic Partner:
Creating equitable pipelines to leadership positions
Diversifying their vendor and supplier lists
Investing in minority-owned and women-owned businesses (Or, not investing organizations that are actively participating in the harm of marginalized groups)
Conducting regular pay equity audits and implementing fair pay policies
Providing benefits that are inclusive of and specific to marginalized groups. For example: providing gender-affirming care as a health benefit
Again, we need both allies and partners. However, individuals and organizations should consider their role, level of influence, and current context when deciding to serve as an ally or a strategic partner.
Let me know how your organization served as an ally (or partner) to marginalized or underrepresented groups. Were there any challenges?
WEEKLY UPDATE
gOod to know:
Good Friday - March 29
National Vietnam War Veterans Day - March 29
César Chávez Day - March 31
Easter - March 31
International Transgender Day of Visibility - March 31
WHAT I’M UP TO:
Mood Booster for the Week 🎶: Jungle - Back on 74
What I’m Watching 📺 : What better way to closeout Women’s History Month than with Netflix’s SHIRLEY
What I’m Listening To 🎧: Sheila Johnson and her HARP leadership style
What I’m Reading 📚: Why Does Everything Have to Be About Race?: 25 Arguments That Won't Go Away by Keith Boykin
I’d love to hear from you!
What do you need to be better in work and in life? Send me a message or connect with me on social.
