How Real Allyship Makes a Difference

22nd December 2020

Leadership, Management, Podcast, Race Equality

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.