The Power of Allyship and Inclusion

Great leaders know the power of allyship and inclusion in workplaces lead to better performance. As a recent Forbes article puts it, “The data are unmistakably clear. Companies committed to diversity and inclusion significantly outperform those that aren’t.” Studies show over and over again that DEI is not only good for people. It’s good for business.

The smartest and strongest companies—those that attract and retain the best, most diverse talent—continue to create and nurture equitable and diverse workplaces. Many organizations are continuing the good work and doubling down to ensure that they are not losing ground while also making progress.

“Organizational leaders are increasingly leveraging inclusion to attract talent, retain employees, and motivate high creativity and excellence,” the Harvard Business Review notes. “Inclusive organizations are 73% more likely to reap innovation revenue, 70% more likely to capture new markets, up to 50% more likely to make better decisions, and up to 36% more likely to have above-average profitability.”

Studies also show increases in employees’ sense of wellbeing—a key driver of their likelihood of staying with their companies—and in innovation at both the individual and team levels. Wellbeing is particularly important to the up-and-coming generation of our workforce. Millennials and Gen-Z’ers are strongly drawn to companies that prioritize workplaces where employees feel seen and valued for their authentic selves, and supported in building healthy work-life balance.

What does it look like when leaders put the strategy of leveraging inclusion into practice? We know there is no single path to parity, but one of the widest and most critical is allyship. The path must include not only all women, but also men and nonbinary-identified people of all races, cultures and backgrounds. Mutual understanding and support are the only way we’ll make sustainable progress.

Allyship is key.

To build it, we must start by minimizing or eliminating unconscious bias—the first step of the Paradigm for Parity 5-Point Action Plan. When company leaders recognize, own, and address the conscious and unconscious biases that prevent women of all cultures, races and backgrounds from succeeding, we make huge gains toward another point of the 5-Point Action Plan: Increase the number of women in senior operating roles.

That’s why we’re thrilled to announce the newest addition to the Paradigm for Parity Center for Action. We’re partnering with the Simmons University Institute for Inclusive Leadership to offer an Allyship and Inclusive Leadership program—designed and exclusively priced for Paradigm for Parity members.

The program helps participants:

develop greater understanding of inclusive leadership
identify specific actions and strategies for leading more inclusively
build a solid foundation of awareness that empowers participants to become upstanders, allies and change agents.

The Center for Action partnership between Paradigm for Parity and the Simmons University Institute is itself an example of the kind of mutuality and partnership the corporate world needs right now. The Allyship and Inclusive Leadership program we have joined up to offer helps participants drive change through action planning combined with support and accountability.

“Reaching gender parity is only possible if those in positions of power or privilege actively support and advocate for women,” says Susan MacKenty Brady, CEO of the Simmons University Institute. “As an ally, you use your access to people and opportunities to amplify the voices and increase the visibility of those who are underrepresented. Allyship is the foundation of what it means to lead effectively.”

This is a powerful and rich opportunity for our coalition members to take great leaps and bounds on the path to parity until, as the Simmons University Institute’s Vision Statement puts it, “Every individual feels valued, encouraged and emboldened to lead as their authentic self.” To learn more and sign up today, contact us at info@paradigm4parity.com

About the Center for Action

The Center for Action is Paradigm for Parity’s resource hub for companies to accelerate their progress on the 5-Point Action Plan to advance women across all levels of business leadership. Launched in 2023, the Center for Action is a one-stop location that joins Paradigm for Parity together with four curated launch partners who share and pursue essential goals and strategies in corporate culture: strong Diversity, Equity & Inclusion programs and practices, gender parity, and equitable leadership development and support.

The Center for Action brings relevant, powerful new partnerships to extend and support Paradigm for Parity’s Five-Point Action Plan:

Minimize or eliminate unconscious bias
Significantly increase the number of women in senior operational roles
Measure targets at every level and communicate progress and results regularly
Base career progress on business results and performance, not presence
Identify women of potential and give them sponsors, as well as mentors