Keeping Tabs - Summer 2020

A CALL TO ALLYSHIP
How to Be an Effective Ally
Webnesh Haile,
Singleton Urquhart Reynolds Vogel LLP
Recent events have spurred our societies to engage in difficult and important
conversations about race and privilege (the system of advantages granted to
people who fit into specific social groups, such as race, class, gender, sexual
orientation, religion, and so on). This moment presents a unique opportunity
for individuals, leaders and organizations within the legal community to
meaningfully consider their diversity and inclusion practices.
The business case for diversity and inclusion is also strong. Diverse teams
are more innovative, more adept at solving difficult problems, and achieve
better financial performance.
If you or your organization are thinking about ways to foster more diversity
and inclusion, consider focusing on allyship. Allyship is the practice
whereby those who hold positions of privilege take responsibility for making
changes to help those with less privilege overcome barriers to success.
Karen Catlin, a former vice president of engineering
at Macromedia and Adobe and current
leadership coach, has created a helpful
resource called “Better Allies”, based in part on
her experiences observing the attrition of women
in technology roles. Some of Catlin’s recommendations
to better support underrepresented
colleagues and contacts apply readily to the
legal world:
1. Be an ambassador for change – When helping
a colleague, step back and think about systemic
changes that will benefit others. Suggest
new processes that will change ingrained behaviours
and create a more inclusive culture,
focusing on what will help, rather than what
will “look good”. Examples from the legal field
include the implementation of blind hiring and
evaluation practices.
2. Listen, believe, learn – Be open to listening
to alternative perspectives from members
of underrepresented groups. Be willing to be
vulnerable; resist the urge to get defensive. Accept
that prejudice – which includes subconscious
bias – exists in our society, and in the
workplace. Take responsibility for educating
yourself, and taking action when you see harassment
or discrimination.
3. Share the load – Office “housework” is often
inequitably distributed. Calling on women and/
or members of underrepresented groups to
perform disproportionate amounts of non-billable
but necessary work may prevent them
from tackling more meaningful work, or require
them to work more hours in order to docket
the same number of billable hours. Consider
developing a rotation for tasks like scheduling
meetings, engaging in student mentorship or
representing the firm at diversity events, as appropriate.
4. Don’t be a gatekeeper, be a door opener –
Helping people from underrepresented groups
achieve their goals and advance their careers is
one of the most powerful things allies can do.
Ask the people you manage and mentor about
their goals. With permission, share them with
influencers. Hand out desirable assignments
equitably, and advocate fairly during performance
reviews and promotion discussions.
Of course, being an ally is a process. Don’t let
mistakes hold you back from taking action. As
a group, advocates are privileged in many respects.
As such, it is our responsibility to consider
whether we can and should be doing more to
engage in and foster allyship as individuals and
in our organizations.
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