Allyship and Advocacy
Making change at work requires allyship (actively supporting people from marginalized groups) and advocacy (proactively taking action and building relationships within and across groups to drive positive, structural change on a systemic issue). Explore our tools to learn how you can use your power, privilege, skills and/or resources as an ally and advocate.
Results
A Bright Spot: How Individual Champions Help Close the Gender Gap (Practices)
Men are vital when it comes to organizations making real progress on behalf of underrepresented groups.
Whirlpool Corporation – PRIDE: Lesbian, Gay, Bisexual, Transgender and Allied Inclusion (Practices)
Whirlpool Corporation strives to create an internal workplace culture that allows and encourages its personnel to bring their full selves…
Associação Brasileira de Turismo para Gays, Lésbicas e Simpatizantes (ABRAT GLS) – Deepening Social Inclusion, Reducing Discrimination, and Promoting Business Through LGBT Tourism (Practices)
To build a bridge between Brazil's tourist attractions and the traditional hostile attitudes toward LGBT individuals, the Associação Brasileira de…
Hewlett-Packard Company – Reciprocal Mentoring with PRIDE (Practices)
Hewlett-Packard (HP) has a long history supporting the lesbian, gay, bisexual, and transgender (LGBT) community. In fact, it was the…
Texas Instruments Driving Innovation and Engagement in STEM (Practices)
Success in today's global business environment is dependent on an increased pipeline of interested students—both girls and boys. Texas Instruments…
Ford Motor Company – GLOBE: Fostering LGBT Inclusion, Valuing Diversity, and Empowering Authenticity (Practices)
Workplace diversity and including lesbian, gay, bisexual, and transgender (LGBT) employees is a key component of Ford's business strategy and…
Fruits in Suits – LGBT Networking and Mentoring in Hong Kong (Practices)
Fruits in Suits (FinS) is an informal professional network for LGBT individuals. The organization was founded in 2004 in Hong…
Google Inc. – LGBT Inclusion in India: Globally Connected, Locally Relevant (Practices)
LGBT inclusion in India, as elsewhere, was viewed as a “non-negotiable”; an imperative for Google's approach to building truly inclusive…
Scotiabank – A Recruitment Strategy for Women, by Women (Practices)
For years, the Global Banking and Markets (GBM) division of Scotiabank has worked to help women enter the financial industry…
BSR and Levi Strauss Foundation – HERproject: Health Enables Returns Workplace Program for Women (Practices)
The Levi Strauss Foundation and BSR launched the Health Enables Returns Workplace Program for Women, or HERproject, in 2007. The…
Ernst & Young LLP – Cultivating Men as Allies (Practices)
An Ernst & Young priority is the engagement of men as gender champions and allies. The Diversity team, along with a male coach, designed focus groups to better understand the male perspective.
The Boeing Company – Training Employees to Become Agents of Change (Practices)
One of The Boeing Company's major diversity initiatives is to increase openness and communication among all team members by building…
Ernst & Young LLP – Inclusiveness Roundtable Champions (Practices)
During annual performance review meetings—called Roundtables—each Ernst & Young business unit across the United States and Canada provides an Inclusiveness…
HSBC North America – Valuing Diversity Champions: Diversity Ambassador Awards Program (Practices)
Diversity is part of HSBC - North America's corporate brand and values. The Diversity Ambassador Award program rewards and recognizes…
KPMG LLP Canada – Lesbian, Gay, Bisexual, and Trans-Identified (LGBT) Inclusion at KPMG LLP Canada: pride@kpmg (Practices)
pride@kpmg supports the needs of LGBT-identified employees by acting as an informational resource, functioning as a formal network, and providing informal mentoring opportunities.
Wachovia Corporation – Lesbian, Gay, Bisexual, and Transgender (LGBT) Inclusion at Wachovia Corporation (Practices)
In order to further engage the LGBT community, Wachovia developed GALEA, a network that includes both LGBT-identified employees and straight allies.
The Chubb Corporation – Lesbian, Gay, Bisexual, and Transgender (LGBT) Inclusion at Chubb (Practices)
Chubb’s LGBT-inclusion initiative, along with its other diversity initiatives, was created to build a truly inclusive workplace environment where every employee feels welcome and comfortable.
Scotiabank – Lesbian, Gay, Bisexual, and Transgender Inclusion at Scotiabank: Scotia Pride (Practices)
Scotia Pride encourages employees from branches across the country to become involved in Scotiabank’s broader community outreach, which enhances brand recognition as an employer and bank of choice where diversity is celebrated.
IBM Canada – Enhancing Inclusion Through Critical Relationships and Cultural Awareness (Practices)
IBM Canada developed specialized programming to leverage diversity and support diverse groups. Two programs developed to enhance relationships in the workplace include: Diversity Network Groups (DNGs) and Diversity Training for People Managers.
Ernst & Young LLP – Lesbian, Gay, Bisexual, and Transgender Inclusion at Ernst & Young: bEYond (Practices)
Engaging allies is a vital piece of the E&Y LGBTA initiative.