Making Women's History: Stories on Helpful Allyship
Let's make history this March for Women's History Month. Let's highlight what helpful allyship looks like for women in the workplace. We are applying the intersectionality lens to this so your lived experience and background information is helpful. If there's an element of that we haven't asked, please include it where you see fit.
In this instance we are using FAIR Framework practitioner Lily Zheng's definition of allyship from Harvard Business Review 2020 which is "allyship as making a genuine, measurable, positive impact in the wellbeing and success of the group you are allying with...Allyship is work to make better systems, better organizations, better organizational cultures..."
We know sometimes there's a kind of allyship that is displayed that means well but sometimes isn't helpful to the group it should be serving. In this instance, we want to focus on what's helpful.
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When you think of the workplace, what kind of allyship would really help you be successful in your role?
What does helpful allyship look like in Recruiting?
What does helpful allyship look like in Onboarding?
What does helpful allyship look like in Learning & Development?
What does helpful allyship look like in mentorship/sponsorship?
What does helpful allyship look like in group collaboration?
What does helpful allyship look like for internal mobility (promotions, etc)?
What does helpful allyship look like for accessibility (physically, neurodiversity, etc.)?
Is there anything else you would like to share that hasn't been asked?
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