{"id":10320,"date":"2023-06-29T08:00:00","date_gmt":"2023-06-29T06:00:00","guid":{"rendered":"https:\/\/escp.eu\/thechoice\/?p=10320"},"modified":"2023-06-28T18:11:26","modified_gmt":"2023-06-28T16:11:26","slug":"beyond-rainbows-how-to-be-an-effective-lgbt-ally","status":"publish","type":"post","link":"https:\/\/escp.eu\/thechoice\/choose-to-lead\/beyond-rainbows-how-to-be-an-effective-lgbt-ally\/","title":{"rendered":"Beyond rainbows: how to be an effective LGBT+ ally"},"content":{"rendered":"\n

It\u2019s a phenomenon that\u2019s come to be known as \u2018rainbow capitalism\u2019, the practice of using LGBT+ symbols and messaging in marketing campaigns and products, particularly during Pride Month (June). However, this year, the customary branding exercise has encountered tough opposition from conservative circles. <\/p>\n\n\n\n

Recent boycotts of major US retailer Target and Bud Light beer, due to their perceived support for the LGBTQ+ community, have resulted in significant losses of market value amounting to billions of dollars for these companies. <\/p>\n\n\n\n

Against this backdrop, when \u2018allies\u2019 advocate for LGBTQ+ rights and equality in the workplace, they may encounter opposition or resistance. That is why we interviewed Stephan Schmuck<\/a>, who directs the LGBT+ Leadership<\/a> Programme at ESCP\u2019s Berlin campus, to explore strategies for allies to navigate this delicate subject and support LGBT+ colleagues while still engaging with contrasting viewpoints.<\/p>\n\n\n\n

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To be an ally is to be actively involved in advocating for LGBT+ rights and equality. It means taking a leap of courage, to support those who may be in harm\u2019s way.<\/p>\nStephan Schmuck<\/cite><\/blockquote>\n<\/div>\n\n\n\n

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\"A<\/figure><\/div><\/div>\n<\/div>\n\n\n\n

Acknowledge the adverse effects of unconscious bias<\/h2>\n\n\n\n

So what does being an ally mean, especially during Pride Month? \u201cAllyship means that a person or group recognises the impact of unconscious bias on the business or social environment<\/strong>,\u201d Schmuck says, referring to the automatic, unintentional stereotypes, attitudes and prejudices that people hold about certain groups. <\/p>\n\n\n\n

This can manifest in various ways, including through discrimination, like unfair treatment in employment, or microaggressions, which are subtle, often unintentional behaviours or comments (such as derogatory jokes) that marginalise or invalidate a person\u2019s identity.  <\/p>\n\n\n\n

But allyship goes beyond mere recognition of such issues in the workplace; it entails actively taking steps to address and combat them. \u201cYou can\u2019t just label yourself an ally and do nothing,\u201d Schmuck stresses. \u201cTo be an ally is to be actively involved in advocating for LGBT+ rights and equality. It means taking a leap of courage, to support those who may be in harm\u2019s way.\u201d<\/p>\n\n\n\n

Promote an environment of inclusivity and belonging<\/h2>\n\n\n\n

Supporting LGBT+ colleagues in the workplace<\/a> can be accomplished through various means, including actively advocating for and promoting inclusion, the practice of creating an environment where all individuals are valued, respected and fully included<\/strong>. <\/p>\n\n\n\n

\u201cYou might extend invitations to opportunities or events that LGBT+ colleagues would not normally be invited to,\u201d says Schmuck. \u201cIt\u2019s about fostering a sense of belonging and actively dismantling the barriers that may prevent them from fully engaging in social or professional settings.\u201d<\/p>\n\n\n\n

A third approach is to collaborate and form partnerships with fellow LGBT+ advocates. \u201cAllyship is not a fight you take on alone. You should look out for other like-minded individuals, to extend your allyship to a wider group,\u201d he adds.<\/p>\n\n\n\n

Take on the role of a coach or mentor<\/h2>\n\n\n\n

Additionally, senior working professionals have the opportunity to act as coaches or mentors for their LGBT+ colleagues. Mentors can help mentees overcome self-doubt and navigate challenges related to identity or workplace inclusivity<\/strong>. \u201cIt is empowering to be an ally, and it empowers others as well,\u201d Schmuck says. <\/p>\n\n\n\n

On the other hand, \u2018reverse mentoring\u2019, where individuals from the LGBT+ community serve as mentors to more senior colleagues, allows them to gain first-hand insights into the experiences, perspectives and challenges faced by LGBT+ individuals. \u201cAs an ally, you should proactively seek to educate yourself about LGBT+ history and issues in order to be better advocates,\u201d he adds. \u201cYou need the courage to grow and learn. If we\u2019re all static then nothing will change, and unconscious bias will persist.\u201d<\/p>\n\n\n\n

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Allyship is not a fight you take on alone. You should look out for other like-minded individuals, to extend your allyship to a wider group.<\/p>\n<\/blockquote>\n\n\n\n

Engage actively in employee networks<\/h2>\n\n\n\n

Although senior managers have the ability to make a significant impact on their working environments for LGBT+ colleagues by implementing more inclusive policies, our expert emphasizes that change can also originate from the bottom up<\/strong>. \u201cGet involved in employee networks, where individuals can collectively propose changes and influence workplace policy and practice, ensuring that LGBT+ perspectives are considered in the decision-making process,\u201d he says.<\/p>\n\n\n\n

That may include an equal benefits policy that ensures that all employees, regardless of sexual orientation or gender identity, have the same access to health insurance, family leave, retirement plans and other workplace perks.<\/p>\n\n\n\n

Change can also begin at a smaller level, such as by including pronouns in your email signature.<\/p>\n\n\n\n

Listen to opposing viewpoints<\/h2>\n\n\n\n

Regrettably, allies may face opposition or resistance from others when advocating for LGBTQ+ rights and equality. Schmuck suggests that a way to handle this situation is by actively listening to opposing viewpoints, even if you hold a different perspective.<\/p>\n\n\n\n

\u201cCarefully query their arguments,\u201d he advises. \u201cYou may not like conflict but if you approach these people and discussions from a seemingly objective vantage point, you can be the devil\u2019s advocate, and challenge people constructively.\u201d <\/p>\n\n\n\n

However, actively listening to opposing viewpoints does not imply conceding ground<\/strong>, he adds. <\/p>\n\n\n\n

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If you waver in the face of opposition and are not consistent with the values you represent, then you\u2019re not really an ally.  <\/p>\n<\/blockquote>\n\n\n\n

Maintain support beyond Pride Month<\/h2>\n\n\n\n

Lastly, our expert says that while Pride Month is a time of celebration, it is equally vital to recognise the ongoing challenges encountered by LGBT+ colleagues and provide support throughout the year \u2014 such as actively listening to diverse perspectives, engaging in employee networks, educating oneself about LGBT+ history and problems, as well as fostering collaboration and forming partnerships.<\/p>\n\n\n\n

He suggests moving beyond basic internet research and actively engaging with LGBT+ individuals by asking them questions<\/strong> \u2014 which can help foster mutual respect and bridge any gaps. \u201cVisit new places and do new things,\u201d Schmuck says. \u201cGet out of your comfort zone and enjoy the diversity of humankind.\u201d <\/p>\n","protected":false},"excerpt":{"rendered":"

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