How to Be An Intersectional Ally

When it comes to creating an inclusive learning or workspace, being an intersectional ally is more than a title—it’s an ongoing commitment.  This commitment links understanding with action, supporting learners and colleagues across diverse identities and backgrounds – making identity visible when relevant and invisible when irrelevant. How do we put this mentality into practice? As a mindset, intersectionality, a term coined by Professor Kimberlé Crenshaw, reminds us to be aware of the intersection of people’s identities and how those intersecting identities shape their experiences in the classroom and workplace.  The action step comes from leveraging our own spheres of influence to build global inclusion. Below are 5 strategies for practicing intersectional allyship effectively.

1. Educate Yourself Continuously

True allyship begins with an understanding that learning about diverse experiences is an ongoing process. Seek out resources to broaden your awareness of intersectional issues. This self-education helps reduce reliance on marginalized groups to explain their experiences and equips you to offer informed support. Karen Catlin’s Better Allies: Everyday Actions to Create Inclusive, Engaging Workplaces is a valuable resource that offers actionable insights on becoming an informed ally.

2. Practice Active Listening

When engaging with colleagues, listen deeply without interjecting personal opinions or experiences. Active listening shows respect for others' perspectives, which can often be overlooked or dismissed in workplace conversations. By making space for their voices, you validate their experiences and help create a safe environment for open dialogue. TED Talk by Celeste Headlee, “10 Ways to Have a Better Conversation,” reveals key tips for effective conversation skills and emphasizes the importance of listening as a foundation for meaningful and respectful communication.

3. Amplify Underrepresented Voices

Use your position to support and elevate the voices of marginalized colleagues, especially in spaces where they may not have influence. This might involve echoing their ideas in meetings, suggesting them for key projects, or connecting them with influential mentors. Research by Stephanie J. Creary, who developed the LEAP framework for allyship, shows that amplification is essential in ensuring underrepresented perspectives are recognized and valued within the organization.

4. Challenge Our Own Unconscious Biases

Being an ally means examining our own assumptions and recognizing areas where we may hold privilege. Acknowledge that unconscious biases can shape how we perceive and interact with others, and actively work to counteract them. Blindspot: Hidden Biases of Good People by Mahzarin Banaji and Anthony Greenwald offers insights into uncovering and addressing implicit biases that can hinder true allyship.

5. Advocate for Systemic Change

Allyship goes beyond individual actions; it involves advocating for policies and practices that foster inclusivity. This may include lobbying for more inclusive hiring practices, better representation in leadership roles, and training programs that address intersectionality. By pushing for structural change, you help establish a culture where diversity is embraced at all levels. Kimberlé Crenshaw’s research on intersectionality highlights the need for institutional awareness and action to support individuals across intersecting identities.

In conclusion, creating a culture of respect and inclusivity requires everyone to participate actively in allyship. When allies show up with knowledge, empathy, and a commitment to systemic change, they help cultivate a workplace that honors every individual’s unique experiences. As more organizations commit to fostering intersectional allyship, we move closer to a future where every employee feels valued and empowered, paving the way for a more inclusive and co-creative work environment that leads to larger innovation in our human society. Resources:

• Banaji, M. R., & Greenwald, A. G. (2013). Blindspot: Hidden biases of good people. Delacorte Press. Retrieved from https://www.amazon.com/Blindspot-Hidden-Biases-Good-People/dp/0345528433/ (Addresses implicit biases and their impact).
  

• Catlin, K. (n.d.). Better allies: Everyday actions to create inclusive, engaging workplaces. Better Allies. Retrieved from https://betterallies.com/https://betterallies.com/ (Guide on allyship and inclusivity in the workplace).
  

• Creary, S. J. (2020, July). How to be a better ally to your Black colleagues. Harvard Business Review. Retrieved from https://hbr.org/2020/07/how-to-be-a-better-ally-to-your-black-colleagues (Research discussing the importance of amplifying underrepresented voices).

  
  

• Crenshaw, K. (1991). "Mapping the Margins: Intersectionality, Identity Politics, and Violence against Women of Color." Stanford Law Review 43(6): 1241-1299. Retrieved from https://www.jstor.org/stable/1229039?mag=kimberle-crenshaws-intersectional-feminism (Foundational research that explores how various identities intersect and impact experiences).

  
  

• Headlee, C. (2015, May). 10 ways to have a better conversation [Video]. TED. Retrieved from https://www.youtube.com/watch?v=R1vskiVDwl4 (Insights on communication skills and active listening).

  
  

• Just Associates. (n.d.). Intersectionality: A tool for analysis and strategy. Retrieved from https://justassociates.org/big-ideas/intersectionality/ (Using intersectionality as a tool for analysis and strategy).

  
  

• Stanford Social Innovation Review. (2020). Why intersectional stories are key to helping the communities we serve. Retrieved from https://ssir.org/articles/entry/why_intersectional_stories_are_key_to_helping_the_communities_we_serve# (Telling diverse and inclusive stories for social change).