Allyship

Ally – a badge worn proudly in workplaces and businesses around the globe – from nametags to office decoration to email signatures, and more. Allyship is greater than any one of these supportive markers; it’s a practice. When part of people leadership, executive messaging, ERG collaboration, and market segment, workplace allyship is the difference between success and falling short of goals. Here, we outline what allyship truly means, why it matters in the workplace, and how to build it into an organization’s systems and everyday behaviors.

What Is Allyship? 

Allyship is a continuous and evolving commitment to learning, understanding, and taking action to build belonging for all. It requires shifting the focus from intent to impact. Allyship is built by taking deliberate, informed action, with the goal of developing a successful workplace culture that’s rich in opportunity across all backgrounds and experiences.  

Authentic allyship looks like: 

• Investing in learning about key issues and support needs 
• Addressing exclusion when it happens 
• Advocating for inclusive policies and practices 
• Leveraging networks and platforms to facilitate change 
• Elevating the contributions and insights of LGBTQ+ individuals 

True allyship is a year-round endeavor that goes beyond signaling support to focus on tangible, impactful action. Allyship ranges from everyday moments like supporting someone in a meeting, to bold, structural programs that build inclusion at all levels of the organization.  

Why Allyship Matters in the Workplace 

Allyship enhances both the individual experience and the organization’s performance. When done right, it builds trust and loyalty across the company and customer base. 

Allyship is essential for:  

• Psychological Safety: Employees who feel supported by allies are more likely to be open about who they are, engage fully, and stick with their organization. 
• Retention and Belonging: Workplaces that champion allyship retain talent more effectively, especially among LGBTQ+ employees. 
• Team Innovation: Inclusive teams that offer a sense of belonging and safety encourage employees to speak up, share ideas freely and collaborate effectively. 
• Brand Perception: Consumers are watching how companies treat their people. Now more than ever, allyship is a reflection of the brand. 

When allyship is embedded across every level of an organization, it becomes a transformative force. It signals that inclusion is not a one-time training, but an ongoing standard for behavior, leadership, and culture. 

Building a Culture of Everyday Allyship  

Inclusion doesn’t just happen. It requires intention, consistency, and long-term, visible support. These five practices offer a starting point: 

1. Speak Up When It Matters 
   Address exclusion, even when it’s uncomfortable or when an LGBTQ+ person isn’t present. 
2. Advocate for Structural Inclusion 
   Push for policies and practices that support LGBTQ+ employees, such as gender-affirming healthcare coverage, inclusive leave and facilities. 
3. Go Beyond Seasonal Support 
   Allyship should happen 365 days of the year, not just during Pride Month. Elevate LGBTQ+ perspectives in planning, communication, and events year-round. 
4. Share Platforms, Not Just Praise 
   Use your influence to uplift LGBTQ+ colleagues. For example, co-present when possible, and include representation in key decision-making efforts. 
5. Use Inclusive Language 
   This can mean avoiding assumptions about someone’s family or individual identity or making sure to use correct pronouns. If you make a mistake, correct it and move on. 

Allyship in Action: ERGs and Leadership  

Employee Resource Groups (ERGs) are powerful incubators of allyship. When supported well, they help individuals develop the skills and confidence to act. 

Examples of impactful allyship include: 

• ERGs meeting at their intersections to educate teams on the value of allyship and how it supports everyone in the workplace. 
• ERGs co-leading role-specific allyship training (e.g., for retail, logistics, or manufacturing). 
• Executives who sponsor ERGs by securing funding and creating direct access to leadership. 
• Managers who tie allyship to performance expectations and review criteria. 

For more ideas and information, check out our ERG Best Practices guide, which highlights effective allyship as the result of aligning stories, data, and infrastructure. 

Looking Ahead: New Allyship Resources  

Out & Equal is expanding our support for current and potential Partners, with new tools and events focused on real-world allyship. 

Coming Soon:

• Allyship in Retail: Tailored guidance for a sector with a large front-line workforce and high customer visibility. This resource will highlight how allyship improves employee safety, customer loyalty, and brand reputation. 
• Allyship TED Talk: A powerful presentation on what LGBTQ+ allyship looks like today—authentic, courageous, and business-minded. 
• Expanded and Updated Allyship Educational Programs: The evolution of allyship is reflected in Out & Equal’s direct-to-Partner learning. These sessions help you bring powerful, interactive, and action-focused learning and guidance to your workforce. 

Further Learning and Resources  

Out & Equal offers on-demand and live training focused on inclusive leadership, intersectional allyship, and culture-building. For a deeper understanding of why allyship is critical component of your inclusion strategy, explore: 

• Experiences of the Lavender Ceiling: Research that explores the challenges LGBTQ+ professionals face in advancement and visibility, and how leaders can intervene.
  (This content is available in the Global Hub for Partner organizations) 
• The Business Case for Inclusion: A data-backed resource showing how inclusive environments drive innovation, loyalty, profitability, and employee well-being. 
• ERG Best Practices Guide: A tactical framework for building high-impact LGBTQ+ ERGs that strengthen internal culture and accelerate business goals. 
• Public Policy & Business Strategy: An exploration of how shifting laws impact your workforce and how companies can respond with strategy, clarity, and inclusive leadership.