Reigniting Actionable Allyship In This Moment Of Perpetual Uncertainty
Stress levels in the U.S. are at record highs with one in four adults having experienced mental illness in the past year. According to MSNBC, 'With election chaos, rising global costs, health concerns, work pressures, and relationship demands, nearly 40% of Americans report experiencing peak stress.' This perpetual uncertainty is not sustainable.
Focusing on what we can control in times of peak stress helps us cope. One of the best stress relievers is community, gathering with other humans, even when we might feel like isolating ourselves from the uncertain world. As a social species, we are not meant to survive alone. Humans are wired for connection. We seek places where we belong.
In this massively uncertain moment, allyship (supporting and receiving support from others different from yourself) can help facilitate belonging and connection.
In my conversation with Dr. Akilah Cadet, Founder and CEO of Change Cadet, and author of White Supremacy Is All Around: Notes From a Black Disabled Woman in a White World, Cadet said, 'Companies and leaders who remain committed to diversity, equity and inclusion need to move past allyship to being actionable daily, role modeling their own intersectionality that gives permission for their teams to do the same.'
Yet, the opposite is happening in corporate America. Organizations are scaling back from the inclusion work meant to drive belonging and community at work. A recent LinkedIn Live session hosted by author and organizational consultant Lily Zheng, Kenji Yoshino and David Glasgow underscored the importance of maintaining diversity, equity and inclusion programs, explaining that if organizations choose to pivot away from these programs, 'They're in for a world of pain.'
The risks of exclusion far outweigh the costs of inclusion programs. In my conversation with Karen Catlin, author of the Better Allies book series, she sees this as a stark reminder of the potential legal consequences of neglecting inclusion work. While she's heartened by organizations that are upholding their commitment to diversity, equity and inclusion, resisting threats from activist shareholders and the federal government, Catlin believes there's a role for individuals to play. 'There are lawful, everyday actions we can take in our workplaces to make them more inclusive, where everyone can do their best work and thrive.'
Cadet shared that 'Our intersectionality is at the core of how we use our power and privilege to show up for ourselves first and others second. With the federal attack on diversity, equity and inclusion, companies have been forced to make a decision on where they stand. But the question is, who did they include in these efforts? Were they only focused on women, white women, Black people? Was it inclusive from the start? For example, many efforts left out the disability community leaving us in a place to constantly advocate for ourselves with little to no allyship.'
Specifically, there are three federal acts that protect this work, that even under this anti-inclusion administration, are very unlikely to shift:
Title VII of the Civil Rights Act of 1964 stands as a cornerstone of U.S. employment law, fundamentally prohibiting discrimination based on race, color, religion, sex and national origin. This protection extends across all facets of employment, from hiring and promotion to compensation and termination, ensuring equitable treatment for all individuals. Even under new leadership, the U.S. Equal Employment Opportunity Commission (EEOC) is required to enforce these provisions, empowering individuals to seek redress against discriminatory practices. Crucially, the law also safeguards those who report discrimination, preventing retaliation and fostering a culture of accountability in the workplace.
If organizations cut their inclusion programs, they are exposing their organization to discrimination lawsuits and legal fees associated with exclusion. The EEOC received 88,531 new charges of discrimination in 2024, a number up 9% from the previous year.
The Equal Pay Act of 1963 is a federal law that mandates equal pay for equal work, regardless of sex. Specifically, it requires that men and women in the same workplace receive the same pay for jobs that demand substantially equal skill, effort and responsibility under similar working conditions. This law aims to eliminate wage disparities based on gender, ensuring fairness in compensation. Enforcement of the Equal Pay Act, often handled in conjunction with Title VII of the Civil Rights Act, is done through the Equal Employment Opportunity Commission (EEOC).
In 2024, there was $40 million awarded in monetary relief for pay inequity. This is not only financially costly but also harmful to the organization's brand, leaving a stain on its reputation for current and potential employees and customers.
The Americans with Disabilities Act (ADA) is a civil rights law that prohibits discrimination against individuals with disabilities in all areas of public life, including employment, education, transportation and public accommodations. It mandates that employers with 15 or more employees provide reasonable accommodations to qualified individuals with disabilities, unless doing so would cause undue hardship. The ADA ensures that people with disabilities have equal opportunities to participate fully in society, promoting inclusion and accessibility. Section 504 prohibits discrimination based on disability in programs or activities that receive federal financial assistance, which is being challenged under the current administration.
ADA lawsuits are also on the rise, with a total of 8,800 Title III complaints filed—a 7% increase from 2023. If your organization thinks that it can cut back on inclusion work unscathed, be prepared for increased lawsuits and brand reputation risk.
Where do we stand, and where do we go from here? Join Karen Catlin, Dr. Akilah Cadet and me as we tackle tough but necessary conversations on allyship, action and accountability in a free webinar on April 23. Learn how to move beyond performative gestures, re-engage meaningfully and navigate discomfort in today's political and social climate. Whether you're setting boundaries, or taking your activism further, consider this your invitation to allyship.
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