An ally is someone who champions underrepresented groups. They bring their backing and voice to a movement towards equality for all. If you want to be an effective ally to those experiencing racism and/or intersectional discrimination in the workplace, we encourage you to follow the recommendations below.
The NHS also provides a comprehensive toolkit for aspiring allies.
Action you can take
Improve your understanding of racism in the workplace. Use your understanding to help identify and support colleagues experiencing racism.
You can do this by familiarising yourself with the role of employers as well as the support and processes available to those experiencing racism.
Reading the Tackling racism in the workplace guidance and other content on this Act Against Racism web hub will help.
The 7 As of Authentic Allyship
The 5 Ds of Bystander Intervention
Documentation involves either recording or taking notes of harassment.
It is important to do this safely and responsibly. Assess the situation and only make your record if the person being harassed is already receiving help and you are safe.
You should always ask the person who was harassed what they want you to do with the documentation. Never share or use it without their permission
In some cases, a bystander may want to respond directly to harassment, naming the incident and confronting the harasser.
This is a tactic which should be used with caution.
There is a risk that direct intervention could escalate the situation - for instance - the harasser may redirect their abuse to the bystander intervening.
It is therefore important to assess if everyone is physically safe, if escalation is unlikely and if you think the person being harassed wants someone to speak up.
If yes is the answer to all of these questions you might choose a direct response. It is important to keep a direct response short and succinct, focusing on assisting the person being harmed.