Engaging in Authentic Allyship as Part of Our Professional Development

Abstract

Educational institutions increasingly recognize the importance of diversity, equity and inclusion (DEI) efforts to combat and dismantle structures that sustain inequities. However, successful DEI work hinges on individuals being authentic allies and incorporating allyship into their professional development. Allyship involves members of dominant groups recognizing their privilege and engaging in actions to create inclusivity and equitable spaces for all. Often times, individuals from dominant groups with desires to actively support others from marginalized groups are unsure how to fight oppression and prejudice. Our goal, as faculty with diverse perspectives and heterogeneous intersectional identities, is to provide readers with the tools to develop as an authentic ally through: 1) educating themselves about the identities and experiences of others, 2) challenging their own discomfort and prejudices, 3) dedicating the time and patience to learning how to be an ally, and 4) taking action to promote change toward personal, institutional, and societal justice and equality. Ultimately, each person must advocate for change because we all hold the responsibility. When everyone is an authentic ally, we all thrive and rise together.

Diversity, equity, inclusion, and belonging

“…Brandford and Brandford-Stevenson note that while this country becomes increasingly diverse, there's a lag in the representation of races in the nursing workforce as compared with the general population. 16 The authors cite that minorities and persons of color account for 19.2% of the nursing workforce yet comprise 37.8% of the population in the US. 15 Given this, we need authentic allies to address the issues within healthcare and nursing "by actively engaging in improving the lives of marginalized individuals through intentional and conscious efforts."…”

“…15 Given this, we need authentic allies to address the issues within healthcare and nursing "by actively engaging in improving the lives of marginalized individuals through intentional and conscious efforts." 16 We have an obligation to advocate for the profession that takes care of people in communities across this nation. The best approach to caring for the communities we serve is to advance and advocate for the true culture of DEIB.…”

“…Remember an ally is an individual from a dominant group who seeks to end oppression by actively engaging in improving the lives of marginalized individuals through intentional and conscious efforts. 16 In contrast, an advocate is a person who publicly supports, recommends, or pleads a cause, person, or policy. 17 Be the person to continue your journey publicly to change the systems.…”

Empowering workplace allies for lesbian, gay, bisexual, and transgender employees to prevent and minimize psychological distress: A scoping review

“…Arif et al [27] Four tools for developing allyship: (1) self-education (educate oneself about others' identities/experiences); (2) selfchallenge (challenge own discomfort and prejudices); (3) dedication in time and patience (dedicate the time/ patience to learning how to be an ally); and ( 4) action (take action to promote change toward personal, institutional, and societal justice/equality).…”

“…We identified six articles clearly defined an ally as a member of the majority group in the workplace (e.g., non-LGBT people), who aimed to prevent the oppression of a minority group (e.g., LGBT people), support them, and advocate for their rights [13,20,25,27,34,37]. Workplace…”