ALLIES AT WORK BY GENDER & RACE

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ALLIES AT WORK BY GENDER & RACE

Allies at Work – by Gender & Race

When asked whom they rely upon or trust in their offices, the survey found distressing results among older women of color.Near majorities of the women - across the races - are NOT seeking the assistance of allies. The women said that they feel they can rely on themselves OR feel there’s no support network for them at work. (43% Black and LatinX, 42% white and 47% Asian). When asked the race of their most important allies at work, Black (56%) LatinX (60%) and Asian women (68%) cited people of races other than their own. By contrast, 76% of white women said their important allies were of their same race and only 25% of another race.

When asked about the genders of their allies and advocates at work, the majority of women cited other women across all demographics.

Would you say your most important allies or advocates at work have been

The findings reflected a marked difference among Gen Z women, a desire for a greater sense of belonging. Across the board, 92% of Black Gen Z women, 93% LatinX, 96% Asian, 95% white, said that they feel that guidance from managers and supervisors will help them to make progress at work.

How helpful do you believe the guidance you receive from managers or supervisors will be in your work progress?

Advice for White Male Allies

The 2019 Women of Color in Business: Cross- Generational Survey© inspired actionable tips that the authors present to senior and less senior leaders who aspire to be “inclusive.” In fact, “A Blessing” includes an entire chapter called “Dreaming of Allies.” The authors address a letter to white male allies. It begins: “We see you. We’ve always seen you. We probably know more about you than you know about us. We are relentless and increasingly powerful and we are on the march. Don’t be afraid. We are YOUR allies too.”

The authors outlined eight allyship actions from their research urging managers who are mostly male to “hire us” — hire women of color in multiples. Based on the diversity business imperatives, the era of tokenism of one and done is over. Managers should veer from their comfort zones, to know that brilliance can come in different skin tones and hair styles.