Effective Allyship in the Workplace

BY DOMINIQUE MCLEGGAN-BROWN, ESQ., FOUNDER, THE SISTERS IN LAW

On Aug. 11, 2020, The Sisters in Law and League of Lady Lawyers partnered to host a virtual conversation on effective allyship in the workplace. It was the first event in a three-part series on diversity, inclusion, and retention. The goal of the series is to provide an opportunity for candid dialogue and a chance to reflect on the work against racism in our profession. For Part 1 of the series, the panelists included Ayeola Williams, Dr. Priscilla Bowens, and Maria Cantú Hexsel. Each panelist provided insight on how allies play a key role in moving our profession towards equity and inclusion. Most notably, the panelists discussed not only what effective allyship looks like, but also how to detect counterproductive allyship at work. The first discussion had more than 40 participants.

The Sisters in Law and League of Lady Lawyers look forward to continuing these conversations to spark both reflection and action. The second and third parts of the series will be held in the coming months. To receive invitations to these and other events, sign up at thesistersinlaw.com or join the League of Lady Lawyers Facebook group.

The following is a transcript of the allyship panel moderated by Dominique McLeggan-Brown of The Sisters in Law and Christie Hebert of League of Lady Lawyers. Some of the responses have been edited for brevity and clarity.

What does effective allyship mean and what are the attributes of an effective ally?

Williams: An effective ally is an individual who uses their privilege and power to advocate and advance the rights for underrepresented people in the workplace. An ally needs to be intentional and willing to get uncomfortable. A few ways to exercise effective allyship include: vocally supporting the work of your Black, Indigenous, and People of Color (BIPOC) colleagues in meetings; recommending these colleagues for billable, substantive assignments; and advocating for BIPOCs as keynote speakers. An effective ally will listen to their colleagues’ work experiences and remain open to feedback even if it is negative.

Cantú Hexsel: An effective ally recognizes their position as a gatekeeper. Everyone is a gatekeeper. Everyone has a role as a gatekeeper in creating diversity and inclusion to bring equity. An effective ally also recognizes their place on the spectrum, whether that is color, sexual orientation, etc. I recognize my place on the spectrum because it’s not all the same. This is not to diminish my own experiences [with racism or sexism], but recognizing that [as a non-Black minority] it is different for my Black colleagues. We all need to learn more on this issue.

Statistically, women of color have more higher education degrees than other groups, but women of color are under-represented in leadership positions—e.g., as CEOs, heads of agencies, etc. Why is that?

Dr. Bowens: An effective ally will see us, which is necessary because we don’t feel like we are being seen. Statistically, women of color have more higher education degrees than other groups, but women of color are under-represented in leadership positions--e.g., as CEOs, heads of agencies, etc. Why is that? Additionally, an effective ally will acknowledge us and engage in conversation to learn more about us. Lastly, an effective ally will elevate us by using their influence to modify the makeup of board rooms, leadership, and wage gaps for women of color.

What is counterproductive allyship?

According to our panelists, counterproductive allyship consists of, but is not limited to, the following: inaction, lack of authenticity, and performative statements and actions.

Dr. Bowens: You may say, “I support you, but I don’t know how to help you.” However, not doing anything is counterproductive because we need you, and we are asking for your help. Your voice matters. Your voice carries weight. As an ally, speak up for your colleagues of color.

Cantú Hexsel: Be authentic. Start from a place of authenticity because if you’re not at that place you’re never going to get to that point of understanding structural inequities. Lack of authenticity is counterproductive.

Williams: Performative allyship is counterproductive allyship. Effective allies should focus on concrete actions that advance inclusion in the workplace. When posting a hashtag, “How am I really effecting change? What steps have I taken to equalize wages, promotions, etc.?”

What would you like people to take away from today’s conversation on allyship?

Dr. Bowens: Educate yourself. Learn more. When you learn more about anything in life, you can ask better questions. We are the future, and we can change what’s been going on in our profession by taking steps towards change. Show up to diversity and inclusion events, affinity groups, etc. Showing up actually speaks volumes.

Cantú Hexsel: If you work on inclusion and equity, you will get diversity. If all you’re doing is just trying to get diversity, that won’t fix the issue. Don’t be afraid to show up, speak out, and educate yourself. When you’re coming from a place of authenticity, we BIPOC know and we are anxious and excited to build those connections and relationships with you.

Williams: Create measurable, achievable, personal goals for yourself when it comes to allyship. When you can measure this goal, it gets done and becomes real. I also echo the importance of education. Continue to have these conversations.

It is easy to think that you can’t do anything, or you don’t feel comfortable putting yourself out there, but remember—ally is a verb. To ally is to act, to lead, to push for change. Effective allyship takes action, and particularly, it takes an advocate. Who are better positioned to do this than lawyers? AL

RECOMMENDED READING

Caste by Isabel Wilkerson

You Don’t Look Like a Lawyer: Black Women and Systemic Gendered Racism by Tsedale Melaku

The Memo by Minda Harts

The New Jim Crow by Michelle Alexander

Dominique McLeggan-Brown serves as a staff attorney for the Office of Public Interest Counsel within TCEQ. She is the founder and creator of The Sisters in Law, an online platform for minority women in the law which focuses on encouraging and empowering attorneys through shared stories and professional development. Visit thesistersinlaw.com for more information.