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
Getting Real About Inclusive Leadership (Report)
Catalyst research demonstrates the role managers play in creating inclusive workplaces and highlights the elements of inclusive leadership.
5 Ways to Create a Gender-Inclusive Workplace (Infographic)
Becoming an ally and an advocate for gender inclusion is simpler than you might think. Follow these steps.
Disabilities: Flip the Script (Infographic)
Rather than focus on a person's abilities, focus on creating connections and engaging with that person.
Gap Inc. – Women and Opportunity (Practices)
Women and Opportunity is Gap Inc.’s global initiative and strategy to align all efforts related to women, including employees, customers, supply-chain workers, and women within the broader community. Gender equality, […]
Chevron Australia – PRIDE: LGBT Inclusion, Intersectionality, and Collaborative Partnerships (Practices)
PRIDE, Chevron’s LGBT employee network, was developed as a grassroots employee effort. The group has evolved over its more than 20-year history to collaborate with other internal and external partners […]
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 to work. This means an open, supportive, and inclusive environment […]
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 first company to start an employee resource group specifically for […]
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 Turismo (ABRAT) para Gays, Lésbicas e Simpatizantes, or the Brazilian […]
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 work culture. Given its importance, diversity at Ford is operationalized […]
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 (TI) recognizes that supporting education is critical to its success, […]
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 Kong and holds monthly meetings with a growing number of […]
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 workplaces. By the time programs for LGBT employees—affectionately referred to […]
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 not simply to increase its statistics around women’s representation, but […]
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 program provides factory-based women’s health education to promote awareness and […]
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 awareness and breaking down barriers. Boeing set out to accomplish […]
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 Roundtable Champion (IRC). IRCs actively participate in Roundtable discussions to […]
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 employees who are living the values and bringing passion for […]
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.