Ally Up: How to Build and Activate Ally Partnerships
What you'll learn
- What allyship is and how it benefits allies and those they partner with
- How to be an ally AND how to partner with an ally
- How to use allyship to promote diversity and inclusion at your organization
- How to do the inner work required to be an ally or partner with an ally
- How allies and the individuals they serve can best connect across difference
- How allies can best partner with others to address inequality and change the status quo
- Actions allies can take to support their partners and amplify their voices
- A belief that diversity and inclusion are good for business and the world
- A desire to change the status quo and make the world a more equitable place
Are you ready to accelerate diversity, equity, & inclusion (DEI) efforts at your organization? Are you...
...someone who doesn't see themselves as part of DEI efforts because of your identity (e.g., white, male, heterosexual, etc.)?
...someone who wants to be an ally, but is unsure how to best support and advocated for underrepresented group members?
...a member of an underrepresented or historically disadvantaged group struggling with how to best engage allies to advance DEI, especially in the workplace?
...a senior leader, a DEI leader, a people leader, someone who sits HR or L&D, who is committed to advancing DEI efforts?
...considering launching an allyship program at your organization?
Then Ally Up is for you!
In this course, you'll learn all about how you can use allyship to create a more inclusive and fair workplace and world by effectively connecting across difference and partnering together to disrupt the status quo and build a world where EVERYONE has an equal opportunity to thrive.
Allyship is a relationship between an ally and their partner, working together toward the shared goal of fairness, equity, and social justice. Someone shouldn't call themselves an ally, though. Only the person who benefits from an ally’s work should award this designation. Consider the word ally to be a verb. It’s not who someone is, but what they do.
An ally is someone who:
Uses their power and status...
To support and advocate for...
Someone who doesn’t share a key part of their identity. For example, male allies for women, white allies for People of Color, straight allies for LGBTQ+ individuals, and so on.
In this course, you will learn the unique roles allies and the people they serve (who I refer to as "partners") need to play to advance inclusion and equity at your company.
In section 1, you'll be introduced to the concept of allyship, why it matters, and what makes for the best ally partnerships between people across difference
In section 2, you'll do the necessary inner work required for successful ally partnerships, including checking your bias and leveraging your privilege for good
In section 3, you'll learn strategies for connecting and communicating across difference
In section 4, you'll learn how to navigate tough conversations and how to lay the ground work for ongoing, systemic change
In section 5, you'll learn about the specific actions allies and partners take
And in section 6 you'll receive a quick summary of what was covered and encouragement to continue this work moving forward
This course comes with an Allyship Playbook with reflection exercises, tools, and assessments you can use to help you in your ally partnership. Use this playbook as many times as you need for different ally relationships, whether you're in the role of the ally or the partner. I've also included comprehensive course notes with lots of great resources and additional materials to help you learn more about allyship.
There is no time like the present to start working towards a more diverse, equitable, and inclusive world through allyship, so enroll today!
Who this course is for:
- People wanting to be allies AND partner with allies to advance diversity and inclusion efforts
- Leaders and HR professionals who want to create an allyship program in their organization
Dr. Victoria Mattingly, earned her PhD in organizational psychology. Her academic training and industry experience focused on the research and implementation of workplace interventions that result in happier employees, better leaders, healthier company cultures, and a more inclusive and equitable workforce.
Dr. Mattingly is the founder and CEO of Mattingly Solutions, a Pittsburgh-based, female-founded HR/management consulting firm. We build and implement innovative behavior change solutions that combine:
· Learning & development with
· Diversity & inclusion and
· People analytics
The current focus of Mattingly Solutions is to help companies develop and measure inclusive workplace behaviors.
Before starting Mattingly Solutions, Dr. Mattingly worked as a learning and development consultant at DDI, a behavior change solution designer at Mind Gym, and as a talent assessment specialist at Amazon.
In addition to her consulting work, Dr. Mattingly speaks to diverse audiences and runs corporate workshops about topics such as gender equality, allyship, interpersonal communication, career development, and reducing workplace stress and burnout.
Sertrice Grice is Co-Owner & Chief Consulting Officer of Mattingly Solutions, a woman-owned diversity, equity, and inclusion (DEI) consulting firm. Co-Author of Inclusalytics, How Diversity, Equity, and Inclusion Leaders Use Data to Drive Their Work, Sertrice is passionate about helping organizations use metrics to create data-driven DEI strategies that drive meaningful change. She serves clients though DEI executive advising, DEI measurement consulting, and building/delivering inclusive behavioral change solutions. Sertrice also makes time to give back to the community through various board positions and volunteer roles. Sertrice has her M.S. in Industrial Organizational Psychology. She is located in Raleigh, North Carolina.