How Real Allyship Makes a Difference

Welcome to the 69th episode of the Diverse Minds Podcast, and on today’s episode, I talk about how authentic and genuine race allyship can really make a difference in the workplace and why it’s needed.

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In today’s show, I talk about:

  • Why we need to talk about authentic and genuine race allyship. [00:54]
  • About Lloyds Bank ethnicity pay gap. [02:40]  
  • Context around what allyship is in relation to race. [06:50]
  • The five types of allyship. [11:56]
  • The importance of allyship. [14:51]

Quotes on how real allyship makes a difference: 

  • Black workers earned a fifth less than their white colleagues in Lloyds Bank. 
  • Never underestimate how powerful listening actually is.
  • One of the key things with allyship is acknowledging your own race and privilege. 
  • We’re more than just our race.
  • It’s important not to brush over any racism or racist incidents, no matter how trivial or small they might seem to you.

Statistics mentioned in this episode: 

  • The median pay gap between black staff and their colleagues was 19.7%, while the bonus gap stood at 37.6%.
  • Black, Asian and minority ethnic (BAME) workers account for 10.3% of all staff at Lloyds, and 7.3% of senior management.
  • The median pay gap between BAME staff and colleagues was 14.8%, while the bonus pay gap stood at 32.5%.
  • For Asian employees, the median pay gap stood at 25.7% and the bonus pay gap at 34.2%.
  • The number of Black FTSE 100 chief executives, chief financial officers or chairs has fallen to 0.7%
  • The median hourly pay gap was worse for Pakistanis at 16%, while it stood at 15% for Bangladeshis and African workers.
  • The median hourly pay gap between ethnic minorities and white British workers stood at 2.3%, its narrowest level since 2012, after having risen to 8.4% in 2014.


Other podcasts related to race allyship: 

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