As Canadian companies continuously strive for diversity, some have taken it a step beyond simply implementing LGBT employee resource groups, and have introduced allies within their companies.

As Canadian companies continuously strive for diversity, some have taken it a step beyond simply implementing LGBT employee resource groups, and have introduced allies within their companies.

But to start, what is an ally?

“Someone who doesn’t directly identify themselves as part of a certain community, but who is supportive of that community, whether it is in regards to race, religion, sexual orientation, or any aspect of diversity,” says Mallory Wood, senior category manager of Books & Magazines, Home & Entertainment at Loblaw.

Specifically for the LGBT community within these businesses, these straight allies act as the ears and voices in promoting inclusivity and minimizing discrimination. In fact, allies are crucial players in the evolving mindsets of these businesses with respect to the LGBT community.

Raising awareness

Educating others is Cheryl Vhal’s primary goal as a straight ally with the Spectrum LGBT resource group at Telus. As the director of client service management, Vhal was first named an ally at Telus two years ago after she was inspired by her colleagues to join Spectrum, and also wanted to be a part of the change herself.

“Some people who believe they are inclusive sometimes say things off the cuff that we’ve said for years and haven’t recognized that we’re saying something offensive,” she explains. “I think part of raising awareness, too, is that you have to be cautious and conscious of what you say.”

For Wood, in addition to her current role at Loblaw, she is also an ally for the LGBTA Loblaw Colleague Alliance Group—introduced in June 2014. She says that reach within the company is one of the key success factors. “The more colleagues who hear and are aware of what the LGBT resource groups is doing, the more successful the group will be in accomplishing its goals.”

She adds that allies are effective communicators since they are seen as unbiased observers.

“This holds true when discussions regarding LGBT topics occur in the workplace or anywhere, really,” she explains. “People also tend to agree with the opinion of the majority. The more allies we can get to actively support the LGBT community ... the closer we can get to being a truly open and inclusive organization.”

Moving forward

Because there’s always room for improvement, right?

Vhal says that despite having the resource group available to all its Telus LGBT employees across the country, there are still some colleagues who are unaware that it even exists. However, “they’re very interested to know and understand what it’s all about,” she says. “It raises awareness that there is still, in fact, a challenge.”

Vhal explains that she sees her role as a straight ally evolving in the future. One way she plans to improve is by creating more ways to distribute information—whether it’s by handing out brochures, hanging up posters, or promoting awareness through corporate events.

At Loblaw, Wood outlines the need to strive to attract more allies to the organization. “Allies aren’t only important for diversity and inclusion,” she says, “but speaking from personal experience, they tend to also be great leaders.”

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