The Importance and Impact of Allyship in our University

Jity Bajaj, a member of our PhD research community here at EBS, who discusses the vital issues of privilege and allyship in our University. Allyship is an important tool for deconstructing systems that sustain inequities. Jity Bajaj provides some constructive advice on some of the active and practical steps that people can take to be effective allies, using their privilege to provide ongoing support and advocacy for those with less privilege.

In university settings, where diversity is celebrated and encouraged, it is necessary to recognise the importance of allyship in creating a safe, inclusive, and supportive environment for all students and staff. This involves using one's privilege and voice to support and advocate for marginalised groups, such as racial, ethnic, or religious minorities, who may face discrimination, harassment, or violence on or off of campus. Recent events, such as the race riots in England over summer 2024, have highlighted the need for allyship and while these riots may not have directly affected our university, they serve as a tangible reminder of the pervasive nature of racism and discrimination. Allyship take many forms, and its scope is not limited to individual actions, Universities can demonstrate allyship by implementing policies and programmes that promote Diversity Equity and Inclusion (DEI). The positive effects of allyship on the recipients of discrimination cannot be overemphasised. When these students and staff feel supported and valued by their peers and the university community, they are more likely to feel a sense of belonging, resulting in a significant positive impact on their mental health, academic performance, job satisfaction, and overall well-being. So, what does allyship look like in practice? Here are some practical methods that can be adopted.

• Recognise your own privilege: Acknowledge ways in which you may have benefited from systemic inequalities and use that awareness to support and advocate for those who have not had the same advantages.
• Educate yourself: Take time to learn about the experiences, challenges, and histories of marginalised groups. Attend workshops, read books, and listen to lived experiences of those who have faced discrimination.
• Be an active listener: When someone from a marginalised group shares their experiences, listen actively and empathetically. Avoid interrupting, dismissing, or invalidating their feelings.
• Use inclusive language: Be mindful of the words you use and avoid language that could be offensive, exclusive or stereotypical to certain groups. Use gender-neutral language.
• Speak up against discrimination: If you see or hear about incidents of racism, sexism, homophobia, transphobia or any other form of discrimination, speak out against it. Report it to the proper authorities and support the victim. Staff, students, and visitors to our campus can report an incident that concerns them anonymously or get support from an adviser using Report + Support. You can report bullying, harassment, hate incidents, microaggression, misogyny, relationship abuse, sexual harassment, sexual violence, spiking and more.
• Amplify marginalised voices: Use your privilege to elevate the voices of marginalised students and staff. Share their stories, ideas, and perspectives, and give credit where it's due.
• Be a role model: Lead by example and demonstrate allyship in your daily interactions with students, staff, and faculty. Show respect, empathy, and a willingness to learn and grow.
• Support diversity initiatives: Take part in and support university initiatives promoting DEI, such as diversity committees, student organisations, and mentorship programmes.
• Provide resources: Share information about campus resources, with marginalised students and staff who may need them (such as counselling services, diversity offices, and student support programmes)

As a university that aims to promote allyship and create a culture of empathy and understanding we will not only foster a safer and more supportive environment for all students and staff, but also contribute to building a more just and fair society. Being an effective ally requires a commitment to long-term, consistent action, and the points above are practical ways that this can be done.

Forthcoming event

Maja Kutlaca (Durham University) giving a talk on Colchester Campus, 5th November, entitled “When allies fail to act: Public perceptions of those who fail to confront sexism at work”

Further reading

Collier-Spruel, L.A., Ryan, A.M. (2024) Are All Allyship Attempts Helpful? An Investigation of Effective and Ineffective Allyship. Journal of Business Psychology 39, 83–108.

Cumming-Potvin, W. M (2024) What is allyship? A brief history, present and future. 

Mulik, M. and Gawali, G., (2023). Reflective thinking, allyship and mental well-being: a correlational study. Reflective Practice, 24(6), pp.707-720.

Ravishankar, R. A. (2023) A Guide to Becoming a Better Ally. Harvard Business Review.

Stephenson, J.H. (2024). Allyship, Diversity, Equity, and Inclusion—The Way Forward. In: Allyship in Organizations. Palgrave Studies in Equity, Diversity, Inclusion, and Indigenization in Business. Palgrave Macmillan, Cham. 

Other resources

EDI Toolkit: Allyship Guide.

10 Ways to Step up as an Ally to Non-binary People