By Dr Tanya Finnie
Currently Diversity, Equity, and Inclusion (DEI) initiatives are a focal point for organisations worldwide, especially in the current political landscape, where some are considering scrapping them altogether. Many businesses still struggle with moving beyond performative allyship—symbolic gestures without meaningful action. Think of the companies that post support for marginalised communities on social media but fail to address inequities within their own walls. This disconnect not only undermines trust but also stalls real progress.
True allyship means fostering an inclusive culture where everyone feels valued, respected, and supported. Here are 7 tips with actual examples on how organisations can move beyond words to take genuine action:
1. Conduct a DEI Audit: Start with Honest Self-Reflection
Performative allyship often stems from a lack of awareness of an organisation’s own shortcomings. A DEI audit assesses workplace demographics, policies, and culture to identify gaps and areas of improvement.
- Actionable Step: Partner with an external DEI consultant to conduct surveys, focus groups, and data analysis to uncover blind spots in hiring, retention, promotion, and workplace culture.
- Example: A tech company conducts an audit and discovers that while it has diverse entry-level hires, there is minimal representation at senior leadership levels. This highlights the need for mentorship, sponsorship and leadership development programs for underrepresented groups.
2. Build Inclusive Leadership: Train Leaders to Walk the Talk
Leaders set the tone for organisational culture. To move beyond performative gestures, they need training in cultural competence, unconscious bias, and inclusive communication.
- Actionable Step: Implement ongoing DEI training for all leadership teams. Include role-playing scenarios to help leaders address microaggressions, advocate for marginalised employees, and create inclusive spaces.
- Example: A retail chain trains its store managers to recognise and mitigate implicit bias in employee scheduling, performance evaluations, and promotions, creating a fairer system for staff at all levels.
3. Embed DEI into Organisational Policies and Practices
Performative allyship often occurs when DEI efforts are siloed or treated as a separate initiative. DEI must be embedded into every aspect of the organisation, from recruitment to performance reviews.
- Actionable Step:
- Create equitable hiring processes by using diverse hiring panels and structured interview questions.
- Ensure salary transparency and conduct regular pay equity audits.
- Review company policies to address accessibility, flexible working arrangements, and parental leave.
- Example: A finance company implements structured hiring processes, ensuring every job posting is written inclusively and all candidates go through bias-free assessments.
4. Establish Accountability Mechanisms
Without accountability, DEI efforts can lose momentum and credibility. Set measurable goals and track progress.
- Actionable Step:
- Publish an annual DEI report to share progress on diversity metrics and goals.
- Establish a DEI council that includes representatives from all levels of the organisation to oversee initiatives.
- Include DEI performance as part of leadership KPIs.
- Example: A multinational corporation ties executive bonuses to DEI goals, such as increasing representation of women and minority groups in leadership roles by a specific percentage within a set timeframe.
5. Foster a Culture of Listening and Collaboration
Performative allyship often happens when organisations assume they know what employees need without actually consulting them. Inclusive cultures are built through listening, learning, and collaboration.
- Actionable Step:
- Create safe spaces for employees to share experiences, such as employee resource groups (ERGs).
- Conduct regular pulse surveys to gauge employee sentiment and adjust initiatives accordingly.
- Actively seek feedback on DEI strategies and co-create solutions with employees.
- Example: An advertising agency introduces ERGs for LGBTQIA+ staff, women, and employees with disabilities, providing a platform for these groups to share challenges and inform company-wide decisions.
6. Show Up Consistently for Marginalised Communities
Allyship isn’t a one-time effort; it requires ongoing commitment to supporting underrepresented communities both within and outside the organisation.
- Actionable Step:
- Partner with community organisations and invest in initiatives that support marginalised groups.
- Provide sponsorships, scholarships, or mentorship opportunities for underrepresented individuals in your industry.
- Example: A media company partners with a non-profit to provide mentorship to young women of colour entering the industry, reinforcing their commitment to equity.
7. Communicate Transparently and Authentically
Performative allyship often results from trying to create an image rather than reflecting reality. Be transparent about your DEI journey—the wins, the challenges, and the areas where growth is needed.
- Actionable Step:
- Use internal and external communication to share updates on DEI goals and progress.
- Avoid generic messaging and focus on storytelling that highlights real experiences and voices from your organisation.
- Example: A global marketing firm publishes a quarterly DEI update featuring interviews with employees about their experiences and outlining actionable steps taken by the company.
Closing Thought:
Moving beyond performative allyship requires organisations to align their actions with their words. By conducting audits, training leaders, embedding DEI into policies, and fostering a culture of listening and accountability, organisations can build genuine, inclusive workplaces. It’s not always an easy journey, but it’s one that leads to stronger connections, better innovation, and lasting change.
Are you ready to move from words to action? Let’s start building a better future today.