6 steps for allies and advocates

Be an agent of change at work by stepping up as an ally. Here are six steps to advance toward a more diverse, equitable, and inclusive future. .

Promoting diversity, equity and inclusion helps empower women at work. Here are six steps that you, as a leader, can take now to be a better ally to empower women and create a more just workplace for all.

1. Deepen your understanding what equity, inclusion and diversity mean

Diversity, equity and inclusion are each distinctive yet complementary areas that encompass the goal of a more welcoming, fair, and just workplace – and society. It’s also about improving performance and better reflecting the world in which organizations are operating. Get to know the resources available for leaders.

2. Engage sponsors and mentors

By being role models at work, recommending and championing women for career progression, or providing guidance and practical support for challenges along the way, mentors and sponsors play an important role in shaping the workplace experience for aspiring women leaders.

3. Burst your own bubble

Recognize that there is inequality and inequity in the world. Acknowledge your privilege or how privilege has influenced your life outcomes and your own biases. This acknowledgment is a complex yet vital step towards supporting and uplifting others. We all have an individual role in the quest for a more equitable world.

4. Learn, learn more, and keep learning

Take time to educate yourself on the histories and backgrounds shaping your corporations and wider communities. You shouldn’t expect others to educate you. Read, watch, listen, and ask questions to deepen your understanding.

5. Step up: Be an active ally

Put words into action. Stand up for diversity, equity and inclusion at work by investing in change. For example, providing a voice for people who don’t have a voice in the room is a key part of being an active ally. Even better, look around to see who is missing from conversations and ask if they should be invited to participate. Share resources for others to learn, and actively develop skills required to lead inclusively.

6. If you see something, say something

As the saying goes, “Saying nothing is saying something.” Taking action to confront inappropriate behavior in the workplace is important even if it may require you to wait and discuss the problem afterward. But don’t expect someone else to blow the whistle if you were a firsthand witness. Remind yourself and other leaders to use role modeling and take appropriate action. Hold yourself and others accountable.

These six steps were agreed upon in our panel discussion and webinar “What will you stand for? Enabling organizational change through Allies and Advocates,” which originally aired in December 2020. As we celebrate women’s contributions this March, the advice still stands.

Alyson Meister

Hilti Professor of Leadership and Dean of Degree Programs

Alyson Meister is Hilti Professor of Leadership and Dean of Degree Programs at IMD. Specializing in the development of globally oriented, adaptive, and inclusive organizations, she has worked with executives, teams, and organizations from professional services to industrial goods and technology. She also serves as co-chair of One Mind at Work’s Scientific Advisory Committee, with a focus on advancing mental health in the workplace. Follow her on Twitter: @alymeister.

Josefine van Zanten

Global HR Executive

Josefine has been active as an international HR Executive for most of her career, working in Fortune 500 organizations. As a Senior Vice President, she was in charge of departments of D&I, culture change, and leadership and organizational development. Her experience spans various industries including HP (IT), Royal Dutch Shell (Oil and Gas), Royal DSM (Life Sciences and Chemicals), and Holcim (Construction). Until early 2024, she served as the Chief Diversity, Equity & Inclusion (DE&I) officer at IMD, working as a Senior Advisor, EI&D, with global organizations.