3 ways to be a better ally and build a culture of belonging 

By Amanda Feliu, Group Vice President
June 15, 2023

It’s June. Time to break out the pride flag and slap some language about inclusivity on our website… 

But wait.  

Is that really what it’s all about? Celebrating diversity should never be limited to a single month. So many companies and organizations focus on allyship in June and then it’s back to business as usual. True allyship is a daily affirmation of love, respect, and support for all members of the LGBTQ+ community. To build a true culture of belonging, they should focus on it all the time. And not just in words or pictures on their websites – but in actions.   

This is true for pride as well as other aspects of diversity. We should all embrace and celebrate what make us unique individuals – every day. I recently sat down with Janine Ting Jansen, Global Diversity, Equity, Inclusion & Belonging (DEI&B) Lead at Organon, to chat about what companies should be doing in support of belonging at their organizations.  

Here are 3 tips she offered for being a better ally and building a culture of belonging for everyone. 

1. Ensure a solid foundation 

Companies need to look at their policies and organizational behaviors through a DEI&B lens. Are they doing everything they can be to ensure inclusivity? Are they creating a safe space where everyone feels free to bring their authentic selves to work? “At Organon, we’ve eliminated performance reviews and we have a feedback culture that encourages greater psychological safety, and in turn opens the door for greater allyship,” says Janine. Look for opportunities to build DEI&B into the foundation of how you operate, and belonging will flourish.  

2. Understand privilege – and use it! 

Privilege doesn’t have to be a dirty word. “We are committed to exploring what privilege looks like and encouraging a better understanding of it through our allyship training,” says Janine. “By being open about what privilege is, and helping employees reevaluate how they can use privileges to ally, we increase belonging. For example, if someone lacks cultural experience in a specific region, what can be done to accelerate their understanding? Our Employee Resource Groups (ERGs) are a great resource for increasing our experiences through participation and networking with members outside their immediate work circles. Joining an ERG of a group you do not identify with increases your allyship ability for others.”

3. Get comfortable with being uncomfortable 

The best way to be a true ally is through cultural intake. Companies should encourage employees to learn as much as possible about each other’s cultures and what they need to be genuinely included. That might feel uncomfortable at times, and it can be awkward admitting you don’t know much – or anything! – about someone’s culture and customs. But it’s really okay! Those uncomfortable conversations will lead to a greater understanding of what makes us who we are as individuals, contributing to a deeper culture of belonging. “We have to increase how often we share our differences with one another and live in those uncomfortable moments,” says Janine. “It’s in those moments where we grow our allyship the most.”