Do you actively promote and have a passion for diversity and inclusion? Do you support those who may be different to yourself and stand up to actively combat barriers to inclusion? If so, then you are an ally. Anyone can be an ally.



You are an ally if you are:

·         Open to difference

·         Respectful

·         Considerate of others

·         Approachable

·         Able to listen

·         Comfortable in being identified as a Majority Ally

·         Can give some time to the role alongside your day-to-day activities

·         Alert to your organisation’s equality, diversity and inclusion goals


 To be an ally you are NOT required to provide:

·         HR advisory support

·         Arbitration

·         Legal advice

·         Sustained one on one emotional support 

·         Counselling

·         Mental health first aider support

·         Media comment

·         Training to others

·         Personal details of your own situation

·         Expertise on diversity and inclusion

Your employer’s responsibility is to:

·         Ensure that there is not just one ally in the business

·         Connect majority allies through a forum or other way

·         Listen to feedback from allies

·         Respect the ally role as a voluntary, unpaid role that sits alongside your day job



Allies will be diverse in what they bring to the role, though there are a number of attributes that an ally is likely to have:


1.      Ability to:

a.      Be objective

b.      Listen

c.       Lead by example

2.      Approachable

3.      Appetite to develop knowledge on equality



1.      To encourage and respect any contribution

2.      To respect all opinions, religions, faiths, sexual orientation

3.      To encourage supportive and respectful communication (verbal and written)

4.      To celebrate achievements of others – be an ‘advocate of equitable treatment of all’



1.      Ability to form encouraging and supportive relationships

2.      To be respected and trusted by senior and junior staff alike

3.      To have a passion for diversity and inclusion, and an appreciation of why it is important

4.      To be ‘positively curious’ about what is the appropriate use of language when dealing with people

5.      To be willing to challenge bigoted ‘banter’ and limiting statements



1.      To encourage and support opportunities for flexible working

2.      To ‘reverse mentor’ other senior staff who wish to contribute

3.      Willingness to respect different viewpoints at any one time


  1. To raise awareness and understanding of the need for attitude change
  2. To lead by example with a passion to make a difference
  3. To be confident to speak up to senior management to remove ‘blockers’
  4. To promote role models who have shown the way
  5. To demonstrate best practice when dealing with people and issues
  6. To help create an open and supportive culture for all
  7. To encourage others to become allies (‘to cascade your passion’)
  8. To show commitment to make tangible change – to be an ‘advocate’ of change
  9. To support employee working groups focused on any characteristics of diversity