Beware performative allyship: 3 signs to look for
Last year, thousands of individuals and major companies posted empty black squares to their social media feeds. #BlackOutTuesday meant to express solidarity with the Black Lives Matter movement and raise awareness about racism and police brutality.
Xochitl Ledesma, Director, Leading for Equity and Inclusion
But some activists accused corporate participants of being performative allies. “Performative allies share their knowledge about inequity with others, but don’t use their privilege and resources to make real change,” says Xochitl Ledesma, Catalyst’s Director of Leading for Equity & Inclusion.
Performative allyship hurts the people it’s meant to support and maintains the status quo by appearing to promote change without producing change—which is inequitable and demoralizing.
If you’re a true ally, your actions match your words. New Catalyst research authored by Sheila Brassel, PhD, Joy Ohm, and Dnika J. Travis, PhD shows that allyship and curiosity should be at the heart of a leadership mindset to create a more inclusive, welcoming workplace for people of color. Brassel reflects, “Leaders must pro-actively tune in, step up, and lift up to ensure marginalized voices are heard and people of color’s experiences and contributions are fully valued. But there are pitfalls to avoid and performative allyship is on the top of the list.”
Based on our new research and her experiences working with F1000 organizations to address their diversity, equity, and inclusion (DEI) learning needs, Ledesma shares three signs of performative allyship—and what actions to take instead.
3 signs to look for
A lack of diversity at the top.
The company doesn’t track or discuss metrics.
Leaders commit to creating a more equitable workplace — but don’t follow through.
Employees, customers, and the public at large expect companies to make lasting and impactful changes, not just pronouncements, Ledesma says. “A real ally is someone who helps create those changes.” Read more about allyship in our report.