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.
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.
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”
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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.